Favoritism and Unfair Treatment at Work: When Is It a Problem?

In many workplaces, not everyone is treated exactly the same. Some employees seem to get better shifts, easier tasks, or more attention from supervisors. For young workers, this can feel frustrating, but also confusing. Is this normal workplace dynamics, or is it something more serious?

Not all differences in treatment are unfair. Employers can make decisions based on experience, reliability, or performance. For example, a worker who has been in the job longer or consistently performs well may be given more responsibility or better shifts. This is generally considered normal.

However, problems arise when decisions are not based on clear or fair criteria. Favoritism becomes an issue when certain employees are consistently treated better for personal reasons rather than professional ones. This might include being friends with the manager, sharing the same background, or simply being liked more.

Unfair treatment can take different forms. One common example is scheduling. Some workers may always receive the most convenient hours, while others are given late shifts or last-minute changes. Another example is task allocation. One employee may be given easier or more visible tasks, while others are left with more difficult or less appreciated work.

Pay and opportunities can also be affected. If certain workers are offered more hours, bonuses, or chances for promotion without clear reasons, this creates an unequal environment. Over time, this can lead to lower motivation and a sense that effort does not matter.

In more serious cases, unfair treatment may cross into discrimination. If decisions are influenced by gender, nationality, language ability, or other personal characteristics, this is not just unfair—it may be illegal. In Poland and other European countries, workers are protected against discrimination in the workplace.

For young workers and migrants, these situations can be harder to recognise and address. It may feel risky to speak up, especially in a first job. There may also be uncertainty about what is acceptable and what is not.

So how can you tell when favoritism is a real problem? A few signs are important. If rules are applied differently to different people, if decisions are never explained, or if the same individuals always benefit regardless of performance, this suggests a lack of fairness. If you are regularly treated worse without a clear reason, it is worth paying attention.

What can you do? First, observe the situation carefully. Try to understand whether there are objective reasons for the differences. Second, keep records if something seems consistently unfair—such as schedules, messages, or changes in conditions. Third, consider raising the issue calmly, for example by asking how decisions are made.

If the situation does not improve, you can seek advice. Trade unions, labour advisory centres, and workplace representatives can help you understand your rights. In cases involving discrimination, there are also legal protections.

Workplaces do not have to be perfect. But they should be fair. Respect at work means that decisions are based on clear rules, not personal preferences. When that balance is missing, it is not just uncomfortable—it can become a real problem.