Transcript Rekomendacja FCPK odnośnie zmian legislacyjnych w

FLEXI WORK in POLAND
Alicja Kostecka
Employing staff is always employing the
whole man.
You can not hire a "hands to work„ man
comes along with them as their owner.
Peter F. Drucker
The roots of flexible work in Poland
1. Changes on the job market
•
new industries, more skilled jobs
•
age structure of population, more women working
•
women, young people, older workers, handicapped persons
•
•
globalisation, recrutation and retention of most talented worker
growing pressure on workers education and longer work hours
•
including work-life balance measures into HR policy
•
measured by life satisfaction index, generation Y
2. Demography
3. Equality trends on the job market
4. Business competition
5. Corporate social responsibility
6. Life aspirations of individuals
Projection of employment in 10
occupational groups in 2013 and 2025
Symbol
Name
2000
2013
2025
2013
2000=100
2025
2013=100
in thous.
x
Total
1
Menagers, parlament members
2
Structure in %
2000
2013
13.926
15.100
16.200
108,9
106,8
100,0
100,0
882
1.050
1.160
119,0
110,5
6,3
6,9
Specialists
1.507
2.155
2.880
143,0
129,9
10,8
14,2
3
Technicians and professionals
1.813
2.355
2.800
129,9
118,9
13,0
15,5
4
Office workers
1.098
1.310
1.410
119,3
107,6
7,9
8,6
51
Service workers
538
700
830
130,1
118,6
3,9
4,6
52
Sellers
1.007
1.220
1.350
121,2
110,7
7,2
8,0
6
Farmers
2.395a)
1.620
1.310
67,6
81,5
17,2
10,7
7
Workers of industry and handicraft
2.309
2.355
2.225
102,0
94,5
16,6
15,5
8
Machine operators and assemblers
1.239
1.355
1.360
109,4
100,4
8,9
8,9
9
Unskilled employees
1.067
990
865
92,8
87,4
7,7
6,5
Source: prof. A Karpiński, Rynek pracy, ewolucja popytu na kwalifikacje, Warszawa 2006
Flexible forms of employment in Poland
Flexible forms of employment used by Polish companies, 2009
70
65,1
60
52,4
50
40
32,6
30
19
20
8,5
7,7
work from
home
telework
10
0
fixed-term
employment
part-time job
temporary
employment
Source: Flexecurity in Poland (ed. E.Krynska), Ministry of Labour, 2009
civil-legal
contracts
Fixed-term job contracts in EU
Źródło: European Commission, Employment in Europie 2006
There is an imbalance in use of flexible
working forms in Poland


The high ratio of fixed term contracts
The high ratio of civil-legal contracts



Small use of part-time employment
Limited use of telework and work from home
Lack of knowledge of flexible forms among employers
(51%) and employees (54%)
In the result:


Resistance to flexible forms of employment from
employees
Resistance to flexible time of work from employers
Why employers like the flexi job contracts
The cost of employee
earning 2500 PLN
ca 600 euro
contract
of employment
contract
work
civil-legal
contract
selfemployment
Why employers do not like flexible forms of
working
• limited confidence in the workers performing
work outside office;
• more frequent training and deployment of new
employees;
• increased turnover of staff;
• lack of ties among employees;
• difficulties in coordinating the substance and
timing of work.
Why employees prefer permanent work
contracts
Do teleworkers and freelancers have the same rights at work as
permanent workers?
21%
35%
YES
NO
don't know
44%
A worker employed on the civil-legal agreement is seen as an additional
employee. First to layoff in case of restructuring.
Key/standard staff have permanent contracts (contracts of employment)
Why emploees do not like flexible form of
employment
• insecurity of work life, lack of stability of salary;
• lack of legal protection;
• a heavy burden for the employee to cover the
costs of training necessary for employment;
• not possible, in many cases, the use of the
employee rights;
• work interfering with home life.
Employment rate by age group and gender, 20002010 series, Poland (%)
M
F
Women perceived as a „less the employee”
than a men
Women are less active on the job market in every
age group
Reasons:
2 dimensions of a good employee:
Full involvement in work
Available on request /time demand
Barriers experienced by women on the job
market
Economic factors
Attitudes and stereotypes
Legislation
Insufficient care facilities for dependants
Insufficient use level of flexible working forms
Inadequate forms of WLB present in Polish firms
Economic factors
Employment rate
men – 58,9
women – 43,4
Unemployment rate
men – 8,8
women – 10,9
Part time job
men – 12,0
women- 17,0
Men earn about 30 % more than women
Unemployed men easier find the job
Source: Statistical Office, QIV2011
Attitudes and stereotypes related to
phenomena of women on the job market
Traditional family model: women
responsible for childcare and care for
other dependants in the family
Women are responsible for running
family household
Women perceived as a „less of a
worker” than a men
Women’s own attitude toward working
Women having care responsibilities, 2008
46,4
Number of hours spend on housework and
childcare, Poland
1 day
GUS (2005)
housework
GUS (2005)
childcare
GUS (1976)
housework
GUS (1976)
childcare
Woman
4,38 h
2,18 h
5,0 h
2,05 h
Men
2,4 h
1,29 h
2,08 h
1,44 h
House- weekly - hours
33,0
18,5
The work absence of women
Day on demand
To care for a child
Sick leave to care
for a child
Sick leave
Source: References, N=932
F
M
48,0%
24,0%
44,0%
16,0%
44,0%
38,0%
Women’s own attitude toward working
• 50 % of new mothers stays at home with
child up to 4 years*
• Almost half of women-respondends
declared resignation from work if the
husband would earn sufficient salary (42%
in cities, 57% in villages)**
*Source:GUS, 2007,
**CBOS Mazovia Job Market 2010
Legislation
 18 weeks of matternity leave (obligatory) –
mainly for mothers
 2 weeks for fathers from January 1, 2012
 36 months (optional) of parental leave
(mothers and fathers)
 „It is too long” – employers’s opinion
Childcare facilities
Kindergarden
• 41% children in the
age 3-5 in facilities
• 16% children in public
facilities
• 2% firms opened own
kindergardens (2009)
EU goal: 70% of
children in
kindergarden
Babycare facilities
• from 1412 to 371
• between 1990 – 2006
(GUS)
Source: Mały Rocznik Statystyczny za 2006 r.
Rocznik Statystyczny Rzeczypospolitej Polskiej 2006 r.
Insufficient care facilities
 Insufficient childcare facilities
(for children under 3 years of age and preschool children)
small number of facilities, very expensive private facilities,
unconvinient hours of opening)
 The work absence of women (carying for a sick
child)
 Limited offer of care services for dependants
 Limited access to child care facilities for
unemployed women
The average number of working hours
yearly per 1 worker
Problems in keeping work – life balance
Pressure at home ( Q11c)
Pressure at work ( Q11a, b)
Strong – several times a week
Moderate – several times a month
PL: 59% M and 62%F
feel pressure at
home
PL: 16% M and 22% F
feel pressure at work
I.E. Kotowska, A.Matysiak, A.Pailhé, A.Solaz, M. Styrc, D.Vignoli, Quality of life of families: selected results from the Second
European Quality of Life Survey 2007, European Fundation for the Improvements of Living and Working Conditions, Brussels,
June 2009, http://circa.europa.eu/Public/irc/empl/demographic_change/library?l=/assessing_2009-06-10&vm=detailed&sb=Title
Results of not having WLB in firms
in opinion of Polish women
 Resignation from further education
20,2%
 Resignation from development of the interest
13,8%
 Shortage of sleep
13,4%
 Less time spent with family and friends
 Less time spent on rest, sports and recreation
Source: research by U.Feliniak and W. Ratajczyk, Łodź University, 2008; 516 respondents, 403 women
WLB beneficiaries in Polish firms in 2006
•
•
•
•
•
•
•
Learning employees
Key employees
Employees having small child
Employees raising children alone
Older employees
Both parents
Employees traveling often
82 %
64 %
50 %
41 %
36 %
27 %
23 %
Employees expectations toward WLB, 2008
Employees expectations (%)








Financing the study
Vacation schedule
Free days on demand
Bonus for vacation
Medical care
Free days for study
Cheap loans
Flexible work time
57,6
46,7
43,2
40,9
39,7
35,2
35,0
32,3
What employers offer (%)






Free day on demand
18,6
Vacation schedule
16,1
Flexible work time
12,2
Bonus for vacation
10,4
Shorter work-day for learning
emloyees
9,9
Cheap loans
9,2
Source: research by U.Feliniak and W. Ratajczyk, Łodź University, 2008; 516 respondents, 403 women
Inadequate forms of WLB present in Polish
firms
Lack of understanding for WLB in firms
Addressed mainly to young proffesionals
Addressed mainly to young women
Addressed rather to new employed
Based rather on former experience/tradition
than on actual needs of potential
beneficiaries of WLB
Attitudes toward flexiwork in Poland
• There is no resistance when it comes to flexi
working hours
• There is a resistance towards flexible form of
work contracts
• Mother's wish to combine work with home life,
or simply do not have children - because they
must work
• Fathers do not want to work long hours, want to
be with children, want to develop their passions,
and find time for self-fulfillment
 Thank you for your attention