Industrial relations in Poland

Abstract

Purpose The purpose of this paper is to examine the interrelations between the evolution of industrial relations (IR) and IR research in Poland in the historical context. Two questions are put forward: How was the evolution of the IR system in Poland influenced by the re-constitution of a particular model of the capitalism and the strategies and struggle of IR actors? How were the ways of approaching and theorizing IR influenced by the aforementioned evolution? Design/methodology/approach The paper draws upon academic literature, secondary data on actors and processes of IR as well as four expert interviews with the representatives of the first generation of IR scholars in Poland. Findings The paper suggests that the development of the IR system and the related scholarship can be divided into three phases: the pre-1989 period characterised by the lack of autonomous interests representation and rather limited IR research; the early development of the post-1989 IR system marked by the debates on the integrative role of IR as peacekeeping mechanism in the period of deep economic and political changes (1989-2004); the post-EU accession consolidation of the IR system characterised by the weakness of the IR actors vis-à-vis the state and increasing neo-etatist tendencies. Originality/value This paper contributes to the ongoing debate on the relationships between the emergent models of Eastern European capitalism and the evolution of IR systems. It critically analyses the state of the discussion on the IR field Poland emphasising the relevance of political-economic factors as well as the ideology of “social peace” for both the evolution of the IR system in the country and the state of the IR debate.

Exit, Voice or Loyalty? VET Stakeholders’ Response to Large Scale Skilled Emigration From Poland

“…One of the most significant factors affecting involvement of employers in VET relates to the school-driven VET system in Poland, and the weak traditions of social dialogue in the area of skills (Bukowski & Dębowski, 2010). There is a general weakness of employers' and employees' associations and industrial relations models in Poland (Gardawski, 2009;Gardawski et al, 2012;Czarzasty & Mrozowicki, 2018). Only small numbers of employers are represented by regional, branch or central organisations, and central organisations have very limited influence on their members -so even if central organisations reach any agreements with unions and decision makers at the central level, this is not sufficient, as members of these organisation may not implement the measures.…”

20 years after. Changing perspectives on industrial relations in Central and Eastern Europe two decades after EU enlargement: from transition to transformation

“…The impact of the COVID-19 pandemic on industrial relations in the CEE new Member States has received fairly wide coverage so far, although the long-term effects remain to be seen. The pandemic’s directly observable impact was manifest in the disruption of tripartite talks, and illiberal governments and employers seizing the chance to restrict employee rights, but also in quite unexpected opportunities for micro-bargaining and increasing mobilisation of peripheral workers (including platform workers) (Bohle et al, 2022; Czarzasty and Mrozowicki, 2023).…”

Product markets and working conditions on international and regional food delivery platforms: A study in Poland and Italy

“…However, in contrast to regular employees, workers on civil law contracts and the self-employed are not subject to obligatory sickness insurance, have no right to paid leave, and are outside working time regulations. Civil law contractors and self-employed are covered by health and safety rules and can unionise, but trade unions are very weak in the service sector – including horeca – in Poland, in line with the generally weak collective organisation of labour (Czarzasty and Mrozowicki, 2018).…”