The proposal for a four-day workweek is gaining attention in many countries around the world. The idea has both many supporters and staunch opponents. Nevertheless, more and more companies are beginning to see the potential benefits of a shorter workweek. Among other things, there is talk of increased employee productivity and better work-life balance – in line with the concept of work-life balance. As the topic grows in popularity, the question arises, is the four-day work week model likely to become the new standard in the labor market? This change undoubtedly requires careful thought, analysis, consultation and adaptation to the current specifics of the employment sector. Is the four-day workweek the future that awaits us all sooner or later?
Possible options
According to the latest media reports, the Ministry of Family, Labor and Social Policy has taken steps toward reducing working hours. Two options for reducing working hours are currently under consideration: introducing a four-day work week or limiting the weekly working time to 35 hours.
The first option, working four days a week, allows for an additional day off. However, it is unclear what challenges workers will face. Will they have to work four days of 10 hours a day, or will the standard eight-hour workdays simply be compressed into four days? It is also possible that other variants will be introduced, such as three days of 9-hour work and one day of 8-hour work. It is not yet fully known which variant will be adopted, but each solution involves adjustments on the part of both employees and employers. Such a model can significantly improve work-life balance, however, it will require employees to be more efficient in less time.
The second option involves reducing the workweek to 35 hours and spreading those hours over five days, with the result that an employee is expected to work 7 hours a day, rather than the current 8. This approach appears to be less radical than the introduction of a four-day workweek, also offers some benefits and may be more easily accepted by employers.
Both options are primarily aimed at increasing productivity and improving the quality of life of employees, but their introduction will not be an easy task. The choice between these models will depend on a number of factors, including careful analysis of the labor market, the specifics of the industries, and, perhaps most importantly, the expectations of employers and employees. Public consultations will be necessary to assess which model better meets the needs of the Polish labor market. On the one hand, it will be the employers who will have to take into account their organizational capabilities, as well as the potential costs associated with implementing the new system. On the other hand, employees will have to adapt to the new conditions, which will require them to change their habits and develop a new approach to their professional duties. The final decision should therefore be the result of a comprehensive process, taking into account both economic and social aspects, and the development of compromise and readiness of both parties to adapt.
Summary
We will probably still have to wait for changes in the area of shortening the work week – there is no indication that the Labor Code regulations will be amended in the near future, but the declaration of the Ministry of Family, Labor and Social Policy that the changes will take place during the current term of the ruling party allows us to hope that by 2027 we may witness groundbreaking changes in the labor market. Is the four-day workweek the future that awaits us all? All indications are that the answer may come soon.