Many job offers today promise “flexible working hours.” For young workers, students, and migrants, this can sound ideal. You can combine work with studies, adjust your schedule, and avoid a rigid routine. In some cases, flexibility is real and beneficial. But in other cases, “flexibility” is used to shift all risk onto the worker.
A common situation is unpredictable scheduling. Instead of having fixed hours, workers are told their shifts one or two days in advance. Sometimes they are asked to come in at the last minute. Other times, shifts are cancelled with little notice. This makes it difficult to plan your time, attend classes, or take a second job.
Another issue is “on-call” work. You may be told to keep yourself available during certain hours, even if you are not guaranteed work or pay. For example, an employer might say, “We’ll let you know if we need you today.” This means you cannot make other plans, but you also may not earn anything.
In some workplaces, flexibility is one-sided. The employer expects you to adjust your schedule at any time, but does not offer the same flexibility in return. Asking for a specific day off or refusing a last-minute shift may be seen as a lack of commitment. This creates pressure to always say yes.
There are also cases where working hours are not clearly recorded. A worker may start earlier, finish later, or stay “just a bit longer” to complete tasks. Over time, these extra hours may not be properly tracked or paid. What is presented as flexibility can slowly turn into unpaid labour.
In Poland, the situation often depends on the type of contract. Under an employment contract (umowa o pracę), working hours are more regulated, and schedules should be defined more clearly. Under civil law contracts (umowa zlecenie), there is often more flexibility—but also less protection. This makes it easier for employers to create unstable or unpredictable schedules.
Flexibility should work both ways. A fair system allows the worker to influence their schedule, not just the employer. It should also include clear rules about working hours, payment, and notice periods for schedule changes.
There are a few warning signs to watch for. If you never know your schedule in advance, if you are expected to be constantly available, or if your actual working hours do not match what was agreed, these are problems. If your income changes significantly from week to week without explanation, this is also a concern.
What can you do? First, ask clear questions before accepting the job. How are shifts scheduled? How much notice will you receive? Are you guaranteed a minimum number of hours? Second, keep your own record of hours worked. Third, speak up if something does not match the agreement.
If the situation does not improve, you can seek advice from labour support organisations or trade unions. Even in flexible jobs, there are limits to what employers can require.
Flexibility can be a real advantage—but only when it is balanced and transparent. If all the uncertainty falls on the worker, it is no longer flexibility. It is a form of exploitation.