How is Poland adapting to evolving work models and flexible work?

The global shift towards flexible and remote work models has significantly impacted the Polish labour market. As businesses worldwide re-evaluate traditional office-based structures, Polish companies are increasingly exploring innovative approaches to work. But how well is Poland adapting to these evolving work models, and what challenges and opportunities lie ahead?

A shift toward remote and hybrid work model
In recent years, organisations across Poland have been piloting hybrid and fully remote work models. This transformation was accelerated by the pandemic, but its benefits have led many companies to consider long-term implementations. Businesses are now focusing on creating environments that cater to employee expectations, enhance productivity, and maintain corporate culture in a virtual or hybrid setting. According to data from the Central Statistical Office of Poland (GUS), nearly 16% of all working individuals in Poland in 2024 reported working from home “usually or sometimes.”

HSBC, for example, has embraced a hybrid work model (since 2015) that allows employees in agreement with their line manager to choose if they work from home or from the office on a given day. By adopting a hybrid approach, we ensure employees have the autonomy they desire while maintaining opportunities for collaboration and innovation.

Work and career flexibility
One of the key drivers of this shift is evolving employee expectations. Today’s workforce places a high value on work-life balance, flexibility, and well-being. Employees seek autonomy in managing their schedules while expecting companies to foster an inclusive and supportive work environment. By integrating policies that prioritise work-life balance – such as flexible start times, remote work options, and well-being initiatives – companies empower their employees to perform at their best.

As well as witnessing a shift towards flexible working options, we are also seeing broader career flexibility. The modern workforce embraces various ways of working, extending beyond remote or hybrid models to career paths that prioritise freedom and work-life balance. Flexible career options may include adaptable schedules, consultancy roles, entrepreneurship, or portfolio careers. Many professionals find that these alternatives can offer financial rewards equal to or greater than those of traditional employment.

However, they require careful financial planning to navigate potential income fluctuations. Despite these challenges, the benefits – particularly improved work-life balance – make them an attractive option. HSBC Poland’s insights show that many individuals opt for flexible and hybrid work to align better to private time with family or friends, care for loved ones, dealing with emergencies at home, pursue hobbies or engage in outside of work activities. Having greater control over time and dedicating it to personal passions and meaningful relationships or activities can significantly enhance overall life satisfaction and well-being.

Challenges and benefits of flexible work structures
Despite the benefits, implementing non-traditional work structures can come with its challenges. Companies must address points such as:

• Ensuring effective communication across remote teams
• Adopting leadership models to enable productivity and accountability
• Fostering a strong organisational culture in a virtual setting
• Managing cybersecurity and data protection for remote employees

However, the advantages often outweigh the challenges. Well-balanced hybrid and flexible work models can result in increased employee satisfaction, improved talent acquisition, reduced operational costs, and enhanced productivity. The key to success lies in investing in the right digital tools, setting clear expectations, and promoting a culture based on open dialogue, trust and collaboration.

Managing large, distributed teams
With a growing number of employees working remotely or in hybrid setups, companies must develop strategies to manage distributed teams effectively. At HSBC, we leverage technology to facilitate seamless collaboration and ensure that all employees remain connected regardless of their location.

Regular virtual check-ins, digital collaboration platforms and leadership training focused on remote management are essential to maintaining team cohesion. Yet our approach emphasises face-to-face socialising over non-physical presence, as well as reinforcing the idea that productivity is measured by output rather than hours spent at a desk. Balance is everything. Open dialogue between managers and employees is key. Both parties must be realistic, ensuring their interests are considered and business needs fulfilled.

The future of work: is Poland ready?
As businesses continue to adapt, the question remains – are Polish companies prepared for a permanent shift towards flexible work? The answer largely depends on industry-specific needs, corporate culture, and leadership vision. Poland’s workforce has demonstrated resilience and adaptability, making it well-positioned to embrace long-term changes in work models.

Organisations that proactively invest in digital transformation, redefine performance metrics, and create inclusive policies will be the ones that thrive in this evolving landscape. Businesses that embrace flexibility while addressing associated challenges will not only attract top talent but also drive sustainable growth. As we move forward, organisations must remain agile, responsive, and employee-centric to navigate this transformation successfully. The evolution of work in Poland is a journey, not a destination.

At HSBC, we recognise that the future of work is constantly evolving. By continuously refining our strategies, acknowledging employee well-being, and fostering innovation, we remain committed to implementing work policies that not only create a fulfilling work environment but also drive sustainable business growth and high performing culture.