The end of the permanent job? A revolution on the Polish labour market
Just a few years ago, a permanent employment contract was synonymous with security and professional stability. Poles built their careers within a single company, and a full-time job was the foundation of life planning - from creditworthiness to a sense of belonging. Today, this model is increasingly giving way to a new reality.
Employees are no longer tying themselves to one employer for good. Instead, they are choosing project-based work - specific, time-limited assignments, often carried out in parallel for several clients. This model, until now known mainly from the IT and marketing sectors, is rapidly spreading to other areas of the economy, including logistics, e-commerce and even senior management.
As Personnel Service experts point out, we are not witnessing the end of the employment contract, but its deep restructuring. The permanent job is not disappearing, but it is starting to operate alongside other employment models - B2B contracts, freelancing and work in the gig economy format. For employees and employers alike, this brings both new opportunities and serious legal challenges, which are worth tackling with full awareness.
What is the gig economy and why is it changing the rules of the game?
The gig economy is an economic model based on short-term assignments, projects and flexible forms of cooperation instead of traditional full-time employment. The term comes from English - a "gig" means a one-off job or performance, which neatly captures the nature of this form of work.
This change is not down to employees' whims, but to the realities of an economy that has accelerated and become less predictable. In an age of widespread use of artificial intelligence, companies increasingly do not need particular skills 40 hours a week all year round. Instead, demand is growing for intensive but shorter-term work on specific implementations, projects or crisis situations.
The model known as fractional work is particularly popular, whereby an expert works for several companies at the same time - usually one to three days a week for each client. For organisations, this means access to top-class skills without the cost of full-time employment. For specialists, it means greater independence and potentially higher total income.
The most common forms of cooperation in the gig economy
- B2B contracts - cooperation based on a sole proprietorship, popular among IT specialists, consultants and managers
- Contracts of mandate and contracts for specific work - used for projects with a defined duration and a specific outcome
- Freelance platforms - assignments obtained through digital platforms, both Polish and international
- Fractional work - a part-time working model for several organisations at once, especially in management positions
- Internal project platforms - systems in large companies where permanent employees apply for tasks in other departments
A two-speed labour market - who gains and who loses?
The gig economy revolution does not affect all workers equally. The market is clearly dividing into two groups. On one side are highly qualified specialists, for whom project-based work means freedom, better earnings and the chance to choose the most interesting challenges. On the other are people doing simpler jobs, for whom flexible employment often means unstable income and a lack of social protection.
In sectors such as transport, delivery and services, the gig economy does lower the barrier to entering the market - you can start work quickly, without a lengthy recruitment process. However, the price of this accessibility can be high. The lack of health protection, paid leave, pension contributions or the right to sick pay are real problems affecting thousands of people in Poland.
From a legal perspective, the key point is that many people working in the gig economy do not formally have employee status within the meaning of the Labour Code. This means they are not entitled to basic employee rights - from protection against dismissal to the right to severance pay. That is why it is so important to structure the legal relationship deliberately and choose the right form of cooperation.
Legal aspects - what should you look out for in project-based work?
Moving from a permanent employment model to project-based work carries a range of legal consequences, which are often underestimated by both clients and contractors. The first and most important issue is the correct classification of the legal relationship. Polish labour law clearly distinguishes an employment relationship from civil-law relationships, and replacing an employment contract with a B2B contract or contract of mandate - where the terms of cooperation correspond to an employment relationship - is a breach of the law.
The National Labour Inspectorate regularly inspects companies for so-called junk contracts and disguised self-employment. The consequences can include an order to convert the contract into an employment relationship, the assessment of back-dated Social Insurance Institution (ZUS) contributions with interest, and even financial penalties.
Key issues requiring legal analysis
Both employers and people working on a project basis should pay particular attention to the following aspects:
- Legal classification of the cooperation - whether the relationship meets the criteria of an employment relationship set out in Article 22 of the Labour Code
- Social security - the obligation to pay ZUS contributions, health insurance, the question of future pensions
- Personal data protection - rules for processing data when working with several entities at the same time
- Non-compete clauses - particularly important in the fractional work model, where a specialist works for several companies in the same sector
- Intellectual property - determining who holds the rights to the results of project work
A lack of adequate legal protection can lead to costly disputes, both before labour courts and in administrative proceedings. That is why professional legal analysis before entering into cooperation under a new model is not a luxury, but a necessity.
The future of the labour market - the permanent job as a conscious choice
Experts agree that the permanent job will not disappear, but it will change its role. It will be chosen deliberately, where loyalty, long-term cooperation and organisational knowledge that is hard to pass on in a short project matter. At the same time, project-based work will become ever more widespread and - importantly - ever better regulated by law.
At European level, work is already under way on the EU Platform Work Directive, which aims to ensure minimum standards of protection for people working through digital platforms. Poland will be required to implement these rules, which will certainly shape the national labour market in the coming years.
We are entering an era of choice between employment models, rather than a single prevailing pattern. This is good news for companies and employees alike - provided that these changes keep pace with the system of social security and are properly regulated by law. Conscious management of the form of cooperation, based on solid legal knowledge, is becoming a key skill in today's labour market.
Need legal support? Contact us
Whether you are an employer planning to introduce flexible employment models, or a specialist considering a move to project-based work or a B2B contract, it is worth putting appropriate legal safeguards in place. A poorly drafted contract, a lack of protective clauses or an incorrect classification of the legal relationship can lead to serious financial and legal consequences.
Our firm offers comprehensive advice on labour law, civil-law contracts and optimisation of forms of employment. We help both companies and individual clients navigate the new reality of the labour market safely. Contact us today to discuss your situation and obtain a professional legal opinion tailored to your needs.
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