The idea of a 4-day working week , not long ago seen as the almost certain future of the market, is beginning to lose popularity. According to the latest Manpower report “The mood of the Polish labour market”, support for this solution in Poland has fallen. It is currently viewed positively by 61% of those surveyed, down 4 percentage points year-on-year. At the same time, the group of sceptics is growing (21%, an increase of 5 percentage points). The key inhibitor appears to be fear for finances – as many as 65% of employees fear a reduction in salary when implementing such a model. This is a significant increase in fear, given that a year ago the percentage was 50%.
The Manpower report reveals clear dividing lines. Generation Z remains the biggest enthusiasts of the shortened week (71% support among 18-29 year olds), while reserve increases with age – among those 60+, only 44% support the idea. Interestingly for the tech industry, executives (53% support) and senior managers (55%) are the most sceptical of the change. Manpower experts suggest that managers, mainly held accountable for performance and meeting targets, do not see any real benefit in simply reducing hours, while being concerned about business continuity.
Paradoxically, although Poles increasingly believe that a shorter week will improve their work-life balance (67% agree, up 5 pp), financial concerns take the upper hand. It is economic calculation that seems to be the key. The least willing to change are those on the lowest incomes (only 50% support in the group up to £3,000 net). The data suggests that they fear not only cuts in basic salary, but also the loss of key allowances or bonuses. For higher earners (60-65% support), the financial buffer is larger and the concerns are smaller.
The data shows that the public debate about the 4-day working week is shifting from enthusiasm to hard questions about the costs and logistics of implementation. Companies, including those in the IT sector, considering the model as a way to attract talent are now facing growing scepticism from managers and real financial concerns from employees. Without strong guarantees of 100% salary retention, the idea will remain just an attractive theory for many.
