The idea of a four-day workweek is gaining traction in public debate—not only in Western countries but also increasingly in Poland. On one hand, overworked and often burnt-out employees dream of achieving a better work-life balance. On the other, employers are weighing whether a shorter workweek could boost productivity or if it’s simply an expensive experiment that’s harder to implement than it seems — writes Karolina Serwańska, HR expert.
No One-Size-Fits-All Model
It’s important to note that there is no single model for the four-day workweek. In some countries, like Belgium, a compressed workweek has been introduced. Employees complete their regular weekly working hours in four longer days and enjoy a free Friday, without a reduction in salary. This system, introduced by law in 2022, grants employees the right to flexible scheduling—provided the employer agrees.
Elsewhere, countries like Iceland and the United Kingdom have piloted actual reductions in working hours—down to 32 or 35 hours per week—again without cutting pay.
The UK pilot, conducted between 2022 and 2023, included 61 companies and nearly 3,000 employees. After six months, 92% of participating companies decided to continue the four-day workweek. According to a report by 4 Day Week Global, the trial led to increased employee satisfaction, reduced absenteeism and burnout, and, in most cases, maintained or even improved productivity. Iceland, after several years of testing, implemented a shorter workweek in most public sector roles, reducing hours to 35–36 per week without compromising efficiency (Alda & Autonomy, 2021).
Benefits and Expectations
Supporters of the shortened workweek point to numerous advantages: higher engagement, increased job satisfaction, lower turnover, and fewer sick leaves. The concept also aligns with the expectations of younger generations, who value flexibility and free time nearly as much as their salaries.
Companies testing the model often report improved team atmosphere and better use of working time. A shorter week encourages focus and efficiency, rather than encouraging procrastination.
But There Are Challenges
There are, however, real challenges. Reducing working hours without lowering salaries increases labor costs—potentially driving up the prices of goods and services in some sectors. While inflationary effects were not strongly observed in the pilot countries, the scale of implementation was limited.
Workplace reorganization is another major hurdle. This includes cutting unnecessary meetings, improving communication, and automating processes. In sectors such as manufacturing, logistics, retail, or healthcare, a shortened week can be particularly difficult to implement—not just operationally, but in terms of staffing as well.
Poland’s Unique Context
Poland faces serious demographic challenges—its population is aging, and the number of working-age individuals is declining (Eurostat, 2024). In this context, reducing working hours requires careful consideration and a delicate balance between workforce well-being and productivity. For many businesses, this will mean developing customized solutions tailored to their industry and operational capacity.
The Ministry of Family, Labour and Social Policy has announced a pilot program set to launch in the second half of 2025. Companies will be able to voluntarily test various models—from six-hour workdays to four-day weeks—without cutting pay. The government has allocated 10 million PLN to the program, offering up to 1 million PLN in support per participating company. This marks the first concrete, systemic initiative in Poland, and it will be closely watched.
Is Poland Ready?
Currently, Polish labor law does not recognize a four-day workweek as a standard. Nevertheless, more companies are experimenting with flexible systems within existing regulations. Practice—not theory—will ultimately determine whether the concept can succeed in the Polish context.
Is Poland ready for such a shift? In knowledge-based and project-driven sectors like IT, marketing, consulting, or HR, implementing a shorter workweek seems feasible. In other industries, it would require significant technological and organizational changes.
Regardless of sector, observing international examples and testing solutions on a micro scale could be the best path forward before making systemic decisions. While a shorter workweek won’t solve every labor market challenge, it could become part of a more modern, humane, flexible, and effective employment model.
Source: Manager Plus
