Fewer Poles than a year ago support the idea of a four-day workweek. Currently, two in three respondents (61%) are in favor, while one in five (21%) oppose it. At the same time, as many as 65% fear a reduction in pay under such a model. The strongest enthusiasm is seen among young workers aged 18–29 (71%), whereas skepticism persists among those over 60 and among senior or executive managers. Women are more supportive of the shorter workweek than men. These are the findings of Manpower’s report “Polish Labor Market Sentiment: Candidates’ Perspective 2025.”
Support for the Four-Day Week Is Falling
In the Manpower survey, respondents were asked to assess the concept of a shorter, four-day workweek. Support has declined: 61% now view the idea positively, down 4 percentage points from last year. Meanwhile, the share of skeptics has grown to 21%, up 5 points year-on-year.
Despite this, 67% of respondents believe that shorter working hours improve quality of life and work-life balance — 5 points higher than in 2024. Support is stronger among women (63%) than men (59%). The most optimistic group are people aged 18–29 (71%), while only 44% of those over 60 view the idea favorably.
By income level, the highest support is among those earning 3,001–5,000 PLN net (65%), while only half (50%) of those earning below 3,000 PLN approve.
“Although overall support remains high, it has weakened slightly compared to last year. This may suggest some fatigue with a topic long discussed publicly but rarely implemented or tested in organizations. Our research shows women are slightly more optimistic than men, perhaps because they more often juggle work, household duties, and other commitments. An extra day off could help them rest or manage everyday matters,” says Katarzyna Gołek, Practice Leader at Manpower.
A Shorter Workweek Attracts Higher Earners
Openness to a four-day workweek increases with income. The strongest support comes from those earning 3,001–5,000 PLN net (65%), followed by high earners above 7,000 PLN (60%). The least enthusiastic are low-income workers: among those earning up to 3,000 PLN, support falls to 50%.
When broken down by position, assistants show the highest support (71%), while enthusiasm is lowest among executives (53%) and senior managers (55%). City size also plays a role: approval reaches 68% in medium-sized cities (100,000–199,000 inhabitants) but drops to 49% in the smallest towns (under 20,000).
“Income level clearly affects perceptions. Those earning above 7,000 PLN are less worried about potential pay cuts. However, for lower-income workers, even small reductions in bonuses or benefits could have a real impact on living standards. Losing company perks might mean having to pay privately for health insurance or commuting costs,” explains Gołek.
For managerial staff, the number of working hours is often less important, as performance is measured by outcomes.
“A shorter week wouldn’t bring much benefit for executives, since their targets would remain unchanged. Overall, more than half of employees believe a four-day week could improve comfort and work-life balance, but many still see practical barriers to implementing it in their workplaces,” Gołek adds.
Support Comes with Financial Concerns
As many as 67% of respondents agree that a four-day workweek improves quality of life and work-life balance — up from 62% in 2024. Only 14% disagree, unchanged from last year. However, 65% now fear a potential salary reduction, compared to 50% a year ago. Only 20% are confident their income would remain stable, down from 26% last year.
“The four-day week sounds appealing because it promises better work-life balance without lower earnings. In practice, though, there are concerns about business continuity — especially in sectors like healthcare, sales, customer service, or assistance, where shorter hours might require hiring extra staff. That raises costs and organizational complexity.
Communication is crucial: employers should clearly explain whether a shorter week would affect base pay, bonuses, benefits, job stability, vacation entitlements, or workload,” says Gołek.
Generation Z Wants a Four-Day Week
Attitudes toward a shorter workweek differ sharply between generations. The strongest support comes from young people aged 18–29 (71%), while enthusiasm declines with age — 58% among those aged 30–39. Interestingly, approval remains high among those in their forties (70%), but falls to 55% among 50–59-year-olds. The least convinced are those over 60, only 44% of whom support the idea, while 33% openly reject it.
“The youngest generation is entering the workforce in a world of rapid change and constant information flow. For many, career stability isn’t a top priority — they value flexibility, diversity of experience, and freedom to change direction. They often work part-time or on multiple projects, making a four-day week a natural fit for their lifestyle.
Older generations, by contrast, value stability, loyalty, and predictability — traits that have long defined professional success. They tend to view organizational experiments with more caution, seeing them as a potential threat to job security.
For employers, however, a four-day week could become an attractive benefit, particularly as companies encourage office returns and scale back remote work. It may offer a new path to restoring work-life balance,” concludes Katarzyna Gołek.
Source: CEO.com.pl – “Enthusiasm for the Four-Day Workweek in Poland Fades as Financial Fears Grow”
