On 14 August 2025, the government opened applications for a pilot programme testing various models of a shortened working week. Applications may be submitted until 15 September 2025, and the pilot itself will commence on 1 January 2026 and run for one year.
This is the first project of such scale in Poland, aimed at examining the impact of a four‑day working week (or other reduced working‑time models) on business performance and employee well‑being.
Objectives of the Shortened Working Time Pilot
The programme aims to develop effective models of reduced working time and assess their impact on, among other things:
- employment,
- efficiency,
- employee health and well‑being.
Who Can Participate in the Programme?
Both private companies and public institutions may participate in the pilot, provided they meet certain conditions. Key eligibility requirements include:
- conducting business activity for at least 12 months;
- employing at least 75% of staff under employment contracts, appointment, election, nomination, or cooperative employment contracts;
- covering at least 50% of the company’s workforce under the pilot;
- maintaining employment at no less than 90% of the initial level indicated in the application to join the pilot;
- maintaining employee remuneration at its current level;
- ensuring no deterioration of working or pay conditions for employees covered by the programme.
Funding – Up to PLN 1 Million
The programme provides financial support. Each project may receive up to PLN 1 million in funding, with a limit of PLN 20,000 per employee.
These funds may be allocated to, among other things:
- training,
- process automation,
- wage subsidies for employees participating in the pilot.
Advantages and Disadvantages
The shortened working‑time pilot offers an opportunity to test in practice how a shorter working week affects organisational functioning, efficiency, and employee satisfaction. On the one hand, the programme provides employers with tangible financial support; on the other, it imposes specific formal obligations and requires thorough preparation.
The pilot is not only a social experiment but also a practical tool enabling employers to test new work‑organisation models without bearing the full financial risk. With the support of dedicated funding, companies can invest in automation, training, or wage subsidies, which may facilitate the transition to a shorter working week without compromising efficiency.
At the same time, participation in the programme requires meeting numerous formal conditions. Companies must ensure employment stability, maintain current remuneration levels, and include a significant portion of their workforce in the pilot. This necessitates a well‑considered approach, detailed analysis of internal processes, organisational preparation, and awareness of potential risks, such as reduced service availability or delays in the performance of business‑related tasks.
The final results of the pilot will therefore help determine whether reduced working time can serve as a practical alternative to the current employment model — to the benefit of both employers and employees.