Labor Day at a turning point

They still remember May Day parades, working “to meet the quota,” and a time when commitment was simply expected. This is Generation X – people aged 45+, who for years have embodied loyalty, responsibility, and a strong work ethic. Today, they remain one of the key pillars of the Polish labor market. The only question is: for how long? In Poland – according to Statistics Poland (GUS) – only about one in ten people continues working after reaching retirement age.

In public debate, we often hear that the number of working retirees is growing – presented as proof that older workers are staying active for longer. And indeed, in absolute numbers, that’s true. But a closer look at the data tells a different story. Both in Poland and across most European countries, labor market participation after retirement remains very low. According to Eurostat, only around 10–13% of people in the European Union continue working after retiring.

“Demographics are unforgiving – more people are leaving the labor market than entering it. GUS estimates that by 2030, the number of people of working age in Poland will fall by more than 1.5 million. And this is no longer just a quantitative issue, but a qualitative one as well,” says Magda Pietkiewicz, labor market expert and founder of the Enpulse platform. “Today, it is Generation X that faces the decision of whether to continue working or step away – a group that forms the backbone of many organizations. They understand processes, have built teams, and ensure operational stability. This is no longer just about empty desks in the office. If we allow them to leave, they will take with them know-how that cannot be rebuilt in a matter of months,” she warns.

The exit begins earlier

Looking at the labor market, it’s clear that the outflow of experienced workers starts long before they reach retirement age. Analyses by the OECD and the European Commission are unequivocal: how people feel about their work in the final stages of their careers largely determines whether they stay or leave. This is when the decision is made: “I stay and share my knowledge” or “I walk away and choose a quieter life.” Unfortunately, reality rarely encourages the first option.

“Although Generation X is a vast reservoir of knowledge, they are still too often judged by their age rather than the real value they bring to organizations. Eurobarometer data confirms this – more than half of Europeans believe age discrimination is widespread in the labor market. If we don’t change this approach, Generation X will disappear from offices faster than we expect, leaving behind a massive skills gap,” the expert warns.

Engagement is a process, not a project

So how can organizations build engagement among Generation X employees today? This question is increasingly present in boardrooms and HR discussions – and it’s becoming harder to answer with simple solutions. It’s no longer about isolated initiatives or adding new perks. What matters now is whether companies truly understand this group and the stage of life and career they are in. That’s precisely why simple answers no longer work.

“Engagement cannot be built through a single campaign or an occasional team-building event. It’s a daily practice. If a 45+ employee doesn’t feel that their voice matters on a regular Thursday morning, no grand slogans about ‘organizational culture’ will keep them in the company by Friday afternoon. Engagement must be embedded in how an organization operates – it has to be a permanent element of managing people and the business,” says Pietkiewicz.

“The key is a solid diagnosis of the starting point and a shift away from intuition toward data,” she adds. “You can’t transform a management system based on ‘I think.’ It simply won’t work. Without a real understanding of employees’ needs, it’s easy to implement solutions that look good on paper but fail to address actual problems.”

Data instead of intuition

One response to the lack of insight into the 45+ workforce is the GeeX project. Conducted by Enpulse in collaboration with SGH Warsaw School of Economics, the study aims to precisely identify what drives the career decisions of Generation X – what keeps them engaged and what pushes them to consider leaving. The results are intended to go beyond a standard report, serving instead as a foundation for real organizational change.

“We’ve already completed the data collection phase and are now focusing on analysis,” says Tomasz Szklarski, the project’s initiator. “The scale of the project has truly surprised us. Over 20,000 people clicked through to the survey, making this one of the largest studies of Generation X in Poland and one of the largest globally. We’re no longer looking through a magnifying glass, but through a wide-angle lens – which allows us to move beyond assumptions and clearly see what actually determines whether people from this group stay in the labor market. We’ll publish the findings at the turn of summer and autumn.”

From roots to the future of work

Labor Day has its roots in the fight for basic rights: fair pay and simple respect. Although we no longer take to the streets in the same way, the core issue has not disappeared. Today, the greatest challenge for companies is creating workplaces where people actually want to stay – even when they have multiple alternatives on the table. How businesses respond to this challenge will determine more than just employee comfort. It will decide whether organizations can endure and remain stable in a world where loyalty has become a scarce commodity.