Shorter working week and working 6 hours a day — how will the labour market in Poland change?

The concept of reducing working hours, including the introduction of a four-day working week, working 6 hours a day or a 7-hour working day, is becoming an increasingly topical discussion in Poland. There is increasing talk that shorter working hours can benefit both employees and employers. The Ministry of Family, Labor and Social Policy (MRPips) carried out analyzes of the experiment on the reduction of working hours, the results of which are described as groundbreaking. MrPips has announced the start of preparations for the launch of a pilot project in this area. This pilot is to be voluntary, which means that companies, local governments, foundations, associations and trade unions will be able to test different models of reduced working time. The key conditions for participation in the pilot are the preservation of the existing salaries of employees and the absence of any reduction in employment. PLN 10 million from the Labour Fund will be allocated for the implementation of the pilot in the first year. The terms and conditions of recruitment for the program are expected to be announced by June 30, 2025, and the program itself is scheduled to start next year.

The Minister of Labor stressed that Poland, although one of the busiest nations in Europe, does not always go hand in hand with efficiency. She pointed to the need for smarter work organisation, as in modern economies such as France and Denmark. It was emphasized that the reduced working time, contrary to popular opinion, does not adversely affect the financial results of enterprises.

The event of the Ministry of Family, Labor and Social Policy dedicated to the pilot brought together representatives of companies and institutions that have already implemented a shortened working week. An example is the city of Włocławek, where the reduction of working hours was started in the city office and then extended to subordinate units and municipal companies. Another example is Herbapol Poznań S.A., which introduced changes in 2023, despite initial skepticism. The president of the company, Tomasz Kaczmarek, pointed out that the priority was the well-being of the employees, and the company adopted the principle that the employee can only gain and the company cannot lose. The result was, among other things, a reduction in turnover and absenteeism, and 2024 brought the best financial results in years, to which the reduction in working hours was supposed to contribute.

Although the Labour Code normally defines working hours as 8 hours a day and 40 hours a week, there are already systems that allow for a flexible approach, such as a shortened working week that allows working less than 5 days a week with an extension of the working time to 12 hours, at the written request of the employee. There was also a parliamentary bill (authored by a group of Left MPs) from 2022, providing for a statutory reduction of the weekly working time norm from 40 to 35 hours (on average 5 days after 7 hours) over a three-year period, while maintaining the previous salary. This project would cover a wide range of sectors, including uniformed services and teachers. However, it has faced criticism regarding, among others, costs, lack of reliable financial analysis and applicability in various industries.

Demographic Challenge:

Poland is facing a serious demographic crisis. Forecasts point to a population decline of 6.7 million by 2060. Over the next 25 years, the economy may need up to 5 million foreign workers. There is a fear that without new solutions, the competitiveness of the Polish economy may be threatened. An additional challenge is the potential return of a significant proportion of Ukrainian war migrants to their homeland after the end of the war, which could exacerbate staffing shortages, especially in sectors such as manufacturing, logistics and trade. Diversification of recruitment, e.g. for the Latin American market, is indicated as one possible solution.

Flexible working models as a Necessity:

Flexible working models are not seen as a fad, but as a necessity in the face of a changing labor market. Solutions are needed to support work-life balance, as confirmed by studies of labour market sentiment. Process automation and global competition for talent are also forcing the search for new models of work organization that are attractive to employees.

Most importantly (productivity):

According to MRPips analysis, the places that reduced working hours saw an increase in productivity and did not show concern about stagnating or lowering wages. Increased productivity with reduced working time was observed in various foreign and Polish experiments. For example, the Japanese branch of Microsoft saw a significant increase in performance after the introduction of a shorter week. In Poland, the PR agency PointB, after a 3-month experiment with working 6 hours a day, implemented this model permanently due to the benefits. Similar effects are brought by the introduction of reduced working hours in other companies, where a four-day work week was tested. EY research indicates that productivity in Poland (GDP per hour worked) grew dynamically in 2019-2024 compared to Western Europe, which is related to the process of convergence, capital accumulation and growth of TFP. EY forecasts suggest a further increase in productivity through 2027, partly forced by unfavorable demographics, which will require improvements in work efficiency.

10 Arguments for reducing working time:

Improved work-life balance and well-being: Employees gain more time for rest, family and personal development, which has a positive impact on mental and physical health.

Stress and Burnout Reduction: Extra recovery time helps reduce the factors that lead to burnout.

Potential increase in productivity: Shorter working hours can promote greater concentration and efficiency.

Financial benefits for companies: Reduced working hours do not have to negatively affect financial results, and in some cases can improve them.

Increased retention and less absenteeism: Satisfied employees are less likely to leave and get sick less.

Fewer errors and accidents: Reducing fatigue can translate into accuracy and safety.

Greater competitiveness of employers: Flexible work models are an attractive asset in the fight for talent, which is crucial in the face of demographics.

Easier reconciliation of family roles: More free time makes it easier to manage household chores and take care of children, which can support the professional development of parents.

Support from international organizations: The International Labor Organization (ILO) suggests that a shorter work week can be beneficial for both workers and the economy.

Positive results from pilots and practices of companies in Poland: The example of Włocławek and Herbapol Poznań, as well as advertising and PR agencies show that the implementation is possible and brings positive results.

10 Arguments against reducing working hours:

Potential cost increase for employers: Maintaining the same number of tasks may require hiring additional people.

Difficulties in implementation in some industries: Sectors requiring business continuity (e.g. healthcare, trade, manufacturing) may face serious problems with work organisation.

Risk of overload and intensification of work: Employees may be forced to work faster and more intensively, which can negate the positive health and psychological effects. Experience from France suggests that a reduction in working hours can lead to an increase in intensity.

Uncertainty about the impact on results: Productivity growth is not guaranteed in every company or sector.

Service availability issues: Shortening working hours can affect the availability of services for customers and hinder international cooperation.

Lack of broad, long-term pilots in Poland: It is difficult to fully assess the effects on the entire economy; foreign experience may not be directly transferable due to socio-economic differences and level of innovation.

Negative effects on the public sector: Shortening working hours can exacerbate staffing shortages in health care, education or budgetary spheres, affecting the quality of services.

Risk of increased precarious employment: Companies can look for ways to avoid costs, for example by hiring more frequently on contract contracts.

Possible macroeconomic consequences: Concerns include slower economic growth, inflation (when fewer goods and services are produced), and a real decline in purchasing power.

Negative impact on hourly workers: People whose earnings are closely related to the hours worked (e.g. in manufacturing, trading) may experience a decrease in income if this is not fully compensated.

Overall, while the potential benefits for employees and businesses are significant, implementing reduced working hours — whether in the form of a four-day work week or working 6 hours a day — on a large scale involves organisational and financial challenges, particularly in some sectors. The discussion often highlights the need for thorough analysis and testing of different models, as well as the need to adapt solutions to the specifics of individual industries and the needs of employees. Rather, critics postulate a decentralization of working time decisions, leaving more freedom of choice for employees and employers, rather than imposing the norm from above.

FAQS

What is a four-day work week?

A four-day work week is a model of work organization in which employees perform their duties for four days a week, instead of the standard five. Most often, this means working 8 hours a day, which gives 32 hours per week, although other variants are also possible, such as four days of 10 hours.

Is it possible to work 6 hours a day in Poland?
Yes, some companies in Poland have implemented a working model of 6 hours a day. Examples show that such a system can increase productivity and improve the well-being of employees, without reducing pay.

What are the advantages of reduced working hours?

Some of the most commonly cited benefits include: improved work-life balance, reduced stress, increased productivity, reduced employee turnover, and improved mental and physical health.

What are the challenges of implementing a four-day work week?
Challenges include potential cost increases for employers, organizational difficulties in some industries, risk of employee overload, and impact on service availability and companies' bottom line.

Is shorter working hours already possible under Polish law?
Yes, the Labor Code allows the introduction of a shortened working week system at the request of the employee, with the possibility of working less than 5 days a week, with an extension of the daily working time to a maximum of 12 hours.

Can a four-day work week be introduced from the top down across the country?
For now, pilots and analyses are underway. The introduction of reduced working hours on a large scale requires changes in regulations and adaptation to the specifics of individual industries.

Bibliography

1. “Is a 4-day working week in Poland real?” (Source: Edenred)

2. “EY forecasts that by 2027, productivity in Poland will continue to grow at a relatively fast pace” (Source: EY)

3. “HRAkThird Wednesday — a four-day work week” (Source: Rocketspace.pl/ Rocket Jobs)

4. “A new one is coming! We are starting a pilot of reduced working hours” (Ministry of Family, Labor and Social Policy - Gov.pl Portal)

5. “PROPOSED SHORTENING OF THE WEEKLY WORKING TIME STANDARD PROPOSAL OF THE BILL SHORTENING THE WEEKLY WORKING TIME STANDARD” (Source: cejsh/Annals of Administration and Law)

6. “Polish workers want a 4-day work week... [REPORT]” (ManpowerGroup Polska Press Office)

7. “Shortening the working week will have serious consequences (13/2024)” (Source: TEP - Society of Polish Economists)

8. “Pasted Text” (A compilation of various text excerpts, which included, among others, excerpts concerning statements by Minister Dziemianowicz-Bąk, examples of companies and cities, or demographic and recruitment challenges)

9. “Working time in 2025 — how many hours worked per month?” (Source: Symphony)

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