UK-based candidates increasingly weigh shared services and GBS roles in Vilnius and Warsaw against opportunities at home. This FAQ reports the practical questions, including how the post-Brexit immigration picture changes the move.
The Expat Community Writer desk regularly hears from UK-based candidates comparing shared services and GBS roles across Central and Eastern Europe. Vilnius, Warsaw, and Tallinn come up frequently because the Baltic and Central European corridor is a recognised cluster for finance, IT, HR, and customer operations centres. For readers in the United Kingdom, the picture has shifted since the end of the Brexit transition period, and that change runs through several of the questions below. This FAQ gathers the most common queries, reported calmly, and points to official sources for anything that depends on personal circumstances.
No. Since the end of the Brexit transition period on 31 December 2020, UK nationals are generally treated as third-country nationals when moving to EU and EEA countries for work. According to the UK government's guidance on living and working in Europe, UK citizens relocating to Lithuania or Poland typically need an appropriate work and residence permit, and the process is set by each country. This is a meaningful difference from the situation before 2021, and it is the single biggest practical change for UK applicants considering a Vilnius or Warsaw role. This article does not provide immigration guidance; the national immigration authorities of Lithuania and Poland, and a qualified immigration professional, are the appropriate sources.
UK Visas and Immigration (UKVI)
Visit GOV.UK to check visa requirements, apply online, or track your application with UK Visas and Immigration.
All UK visa applications are managed through GOV.UK. The Skilled Worker visa has replaced the former Tier 2 route. Processing times vary by visa category.
Shared services functions tend to value process knowledge, systems experience such as ERP platforms, and language skills, all of which travel well across borders. Formal recognition of a degree is usually relevant only for regulated professions, which most GBS roles are not. UK ENIC, the designated national agency for the recognition of international qualifications, provides comparability statements that some employers reference. For finance or HR certifications, UK-based candidates often find their credentials are recognised by employers directly. The EURES network and the European Commission's portals describe how recognition works in general terms.
Recruiters often describe a mid-year hiring push for shared services roles. In practice, this typically reflects budget cycles, graduate availability after the academic year, and project ramp-ups rather than a single deadline. Phrases such as wave or cohort can make candidates feel rushed. The reality reported by many expats is that GBS centres in both cities recruit on a rolling basis with seasonal peaks. If a June posting closes, similar roles generally reappear, so timing pressure is usually lower than recruitment marketing suggests.
They share a profile as established business services destinations but differ in scale. Warsaw is a larger metropolitan market with a broad mix of multinational headquarters and centres; Vilnius is a smaller capital where the GBS sector is a visible part of the professional landscape. Tallinn is often referenced alongside them for digital and finance functions. Candidates weighing the three usually consider city size, commute patterns, and how deep the local job market is should they want to change employers later.
The United Kingdom has its own well-established GBS landscape. Cities such as Glasgow, Belfast, Manchester, Leeds, and Sheffield host finance, IT, and customer operations centres for multinationals, and London remains a major base for financial services functions. For UK candidates, the comparison is therefore not only city against city abroad but also a domestic move that avoids immigration formalities entirely. Reported considerations include salary expressed in GBP, the cost of housing, proximity to family, and whether an international posting adds something specific to a career narrative. Some candidates value the cross-border experience; others find a UK relocation simpler given the post-Brexit permit requirements.
This is the question the desk hears most. The honest answer is that it depends on the centre and the function. Many GBS operations have moved well beyond transactional processing into analytics, automation, finance partnering, and advisory work. Expats in these roles often report internal mobility across teams and, in larger organisations, across countries. Others describe more limited progression in narrowly scoped roles. Reviewing the specific team's remit and asking about promotion history during interviews is a reasonable way to gauge this, whether the role is in Vilnius, Warsaw, or a UK hub.
English is generally the operating language in international shared services centres, particularly in teams serving multiple countries, which is a clear advantage for UK applicants. Some roles are language-specific, requiring German, French, Nordic languages, or others to support particular markets. Lithuanian and Polish are usually not required for the job itself, though employers and colleagues value any effort to learn. Job postings typically state language requirements explicitly.
Permanent local employment contracts are common for these roles. Some positions are offered through fixed-term arrangements or, less often, intra-company transfer structures for candidates already employed by a multinational. Terminology such as posted worker applies to specific cross-border secondment situations and is not the same as a standard local hire. Because contract type affects taxation, social security, and residency, candidates are generally advised to confirm the exact basis of an offer and consult a licensed professional in the relevant jurisdiction.
Both cities have historically been more affordable than many Western European capitals, including parts of the UK, and that remains a frequent reason candidates consider them. However, costs in both have risen in recent years, and housing in central districts is the main variable. As a general pattern reported by residents, smaller Vilnius can feel compact and walkable, while Warsaw offers a wider housing range across a larger area. Rather than relying on a single figure, comparing current rental listings and using cost-of-living references close to a move date gives a more accurate picture. The InterNations Expat Insider survey periodically reports resident satisfaction with cost of living in both countries.
This is a genuine concern rather than a trivial one. Both cities have cold winters, with temperatures regularly below 0°C and short daylight hours. UK candidates used to milder, wetter winters often describe an adjustment period in the first year, followed by strategies such as embracing indoor culture, using daylight when available, and travelling. Summers are mild and pleasant, and a June arrival coincides with long daylight hours, which eases the initial settling-in.
Both cities have visible international communities connected to the business services sector, so new arrivals are rarely the only expat in the room. Community groups, language exchanges, and employer-organised events are commonly mentioned as entry points. Candidates moving with families often weigh schooling and childcare, including the availability of international or English-language schools, which varies by city and is worth confirming early.
Relocation support varies widely. Some larger centres offer assistance such as temporary accommodation, relocation allowances, or help navigating local registration; others offer little beyond the role itself. This is generally something candidates clarify before accepting an offer rather than assuming. Where support is offered, it is usually described in writing.
Tax residency and social security coordination depend on personal circumstances, length of stay, and applicable agreements. The UK has double taxation arrangements with many countries, and HM Revenue and Customs publishes general guidance on residence and the Statutory Residence Test. Social security coordination between the UK and the EU is addressed under the post-Brexit Trade and Cooperation Agreement. Because the outcome is highly individual, the responsible approach reported by experienced expats is to confirm details with HMRC, the relevant national authority, and a licensed tax professional before and after a move, rather than relying on forum summaries.
Reality: Many GBS centres in both cities run analytics, automation, finance, and advisory functions. Role scope varies, so assessing the specific position rather than the sector label is the accurate approach.
Reality: Since the end of the Brexit transition period, UK citizens are generally third-country nationals in the EU and typically need a work and residence permit issued by Lithuania or Poland.
Reality: English is generally the working language for international teams. Some roles require other European languages for market support; local language is an asset for daily life rather than a universal job requirement.
Reality: Mid-year hiring is a recurring cycle. Recruitment marketing can create urgency, but similar roles generally appear throughout the year.
Reality: Costs are often lower than in UK cities but have risen. Housing choices, household size, and lifestyle drive the real budget in GBP terms.
Because rules and figures change, the desk consistently points readers to primary sources rather than aggregated forum posts. Helpful starting points for UK-based candidates include the UK government's guidance on living and working in Europe; the national immigration authorities of Lithuania and Poland for residency and work authorisation; HM Revenue and Customs for UK tax residency questions, alongside a licensed tax professional; the EURES network for general information on living and working conditions across EU and EEA countries; and resident insight surveys such as the InterNations Expat Insider series for cost-of-living context. For anything tied to nationality, salary, or family situation, the honest answer is that it depends, and a qualified professional in the relevant jurisdiction is the appropriate person to confirm it. This article is informational reporting from the Expat Community Writer desk and does not constitute legal, immigration, tax, or financial advice. Verifying current details with official sources remains essential before making a relocation decision.
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