The Ministry of Family, Labor and Social Policy (MRPiPS) is gearing up to launch a pilot program aimed at shortening working hours, a move that has reignited discussions about the potential implementation of a four-day workweek in Poland. Set to commence in 2025, participation in this initiative will be voluntary, inviting private companies and public institutions to join the experiment.
Minister Agnieszka Dziemianowicz-Bąk announced that the pilot program will be funded through the Labor Fund, with an allocation of 10 million PLN for its first year. Recruitment for the program is expected to begin after the summer vacations, and the entire pilot will last approximately one year. By the end of June 2025, detailed rules and criteria for participation will be unveiled, allowing employers to test various forms of reduced working hours.
"We are no longer a country relying on cheap and efficient labor. Our workers and employers deserve more," Dziemianowicz-Bąk stated during a recent press conference. The pilot aims to explore different models of working hour reductions, including shorter daily hours, additional days off, or extended vacation time. The minister emphasized that the program does not impose a one-size-fits-all approach, allowing adaptations based on specific industry needs.
According to 2023 data, full-time employees in Poland worked an average of 40.3 hours per week, slightly above the EU average of 39.6 hours. Notably, men worked an average of 41.5 hours while women clocked in at 38.9 hours. However, these figures may be skewed by the relatively low percentage of part-time workers in Poland, with only 6.3% of women employed part-time compared to 27.5% in the EU. This discrepancy suggests that many Polish workers, particularly those running their own businesses, face longer working hours.
Despite the enthusiasm surrounding the potential benefits of a shorter workweek, experts from the Institute of Structural Research (IBS) have cautioned against a universal implementation. They argue that a projected 25% increase in productivity is unrealistic in many professions, such as construction or healthcare, where faster work is not feasible. Furthermore, Poland is already experiencing significant labor shortages, and the introduction of a four-day workweek could exacerbate these issues.
The IBS highlighted that the demand for nurses could triple, while shortages of doctors and drivers might increase fourfold. Currently, 72% of hospitals report a lack of nursing staff, with many nurses nearing retirement age. The police force also faces a shortfall of 16,000 officers, which could balloon to 43,000 vacancies should the workweek be shortened.
In light of these concerns, the IBS does not dismiss the idea of reducing working hours entirely but suggests alternative solutions. These include enhancing employees' rights to refuse overtime, improving enforcement of labor regulations, and facilitating transitions to part-time work.
As the initiative unfolds, it has sparked a variety of reactions among political factions. While some coalition partners express skepticism, calling for hard data to support the program, others see it as a necessary evolution in labor rights. Paweł Śliz, chairman of the Poland 2050 club, stated, "We expect Lewica to present hard data regarding the entire program," emphasizing the need for thorough analysis before implementing such sweeping changes.
Waldemar Sługocki, deputy head of the parliamentary committee on economy and development, echoed similar sentiments, stating, "We must consider whether we can afford it," referring to the potential economic implications of a reduced workweek.
Critics from opposition parties have also weighed in, suggesting that proposals for a shorter workweek may be more about political maneuvering than genuine reform. Bartłomiej Wróblewski, deputy head of the deregulatory committee from the Law and Justice party, remarked that such initiatives appear to be campaign strategies rather than authentic changes, urging for concrete proposals before further discussions can take place.
Despite the mixed responses, the MRPiPS remains committed to exploring various models for reducing working hours. The ministry plans to support participating employers with consultations and financial assistance for implementing digital tools to monitor work hours and efficiency. Each entity can receive up to one million PLN for their project, depending on the number of employees involved.
As the pilot program approaches its launch, the anticipation surrounding its potential impacts on work-life balance and employee well-being grows. Dziemianowicz-Bąk hopes that the pilot will pave the way for meaningful legislative changes based on the results gathered over the year. "We want to encourage employers and employees to forge their own paths in this pilot program, ultimately leading to legislative solutions that will benefit the workforce as a whole," she stated.
Ultimately, the success of this pilot program could hinge on its ability to address the unique challenges faced by various sectors while balancing the needs of both employees and employers. As Poland stands on the brink of a significant shift in labor policy, the coming months will be crucial in determining the future of work in the country.
