Recently, there has been increasing talk of a four-day work week, which could also become a reality in Poland. Despite the growing interest in the topic and numerous studies pointing to the benefits of such a solution, the June 20, 2024 response from the polish Ministry of Family, Labor and Social Policy is disappointing. The Labor Law Department has, for the moment, given a negative response to the petition for legislative changes aimed at reducing working hours and increasing the number of vacation days.
Does this mean that there will be no four-day work week in Poland?
It seems that for now, yes. This is a pity, because many studies show that Poles dream of a three-day weekend, which would allow them to have a better work-life balance. A four-day work week also has potential benefits for employers. Increased employee productivity or lower levels of absenteeism in the workplace, which employers have been facing in recent years, are just some of them. If we add to this reduced operating costs, lower employee turnover and an improved image of Polish employers in cross-border contacts, one can come to the bold conclusion that the topic of the four-day work week should certainly not be underestimated.
What about the idea of work-life balance?
The idea of work-life balance has beengaining traction for years. Recall that Poland – following global trends – introduced significant changes to the polish Labor Code in 2023, aimed at improving the quality of employees’ lives and enabling employers to implement flexible solutions in their organizations. In addition, remote work appeared in the polish Labor Code last year. The regulations introduced are certainly a step towards “better” work-life balance, the question is whether the four-day workweek will be a natural continuation of these measures.
The 2023 Code revolutions show that the strengthened pursuit of work-life balancehas numerous benefits for both employees and employers. From our experience in the field of labor law consulting, we see that the golden mean between making employees’ work more flexible and benefiting employers as a result exists, and being open to change can bring tangible financial benefits to employers.
Future prospects
The introduction of a four-day work week in Poland is still not out of the question. The Ministry of Family, Labor and Social Policy notes in its response that it is currently conducting analyses of the effectiveness of employee working time, taking into account the public finance sector and the competitiveness of organizations in the labor market. A study of various working time systems is currently underway to determine which one offers the greatest benefits and optimizes conditions for both employers and employees. The results of this research will be key to further decisions and the implementation of any changes.
Alternatives: remote work, flexible work hours… and more
Although the four-day workweek will not be introduced for the time being, there are other solutions that can be applied by employers in their organizations. In particular, we are talking about:
- Remote work: COVID-19 pandemic has shown that remote work is a viable alternative to the traditional office model. The ability to work from home has significantly improved the quality of life for many employees, enabling them to better manage their time. For employers, this means not only happy employees, but also potential savings on office maintenance;
- Flexible working hours: allowing employees to customize their working hours can significantly improve their satisfaction and efficiency. Flexible working hours allow for a better fit between work and private life responsibilities, which is especially important for parents and those caring for loved ones. Employers can gain more motivated and loyal employees, resulting in better productivity and lower turnover;
- Task-based working time: in Poland it is also possible to use task-based working time, which focuses on the completion of specific tasks rather than the number of hours worked. Such a system gives employees more freedom to organize their working time, which can lead to increased commitment and efficiency. For employers, task-based working time means that human resources can be better utilized and work can be tailored to the specific tasks performed, which can translate into better organizational performance.
Implementing these solutions can bring tangible financial benefits, improve team morale and make the organization more competitive in the labor market. The openness of employers to such changes can also positively affect the image of the organization, making it more attractive to current and potential employees and contractors.
Author:
Paula Staszak-Urbańska, LL.M., Trainee attorney-at-law (PL)