Out-Of-Office Work - Two Case Studies In Poland

The article presents results of an in-depth qualitative case studies on out-of-office work in Poland: remote working in a large bank and an ICT-based mobile work in an electricity company. The former case relates to the implementation of remote working in a large universal bank that is part of a transnational financial institution in response to the restrictions arising from the COVID-19 pandemic. Previously, the use of remote working among workers not performing ICT based mobile work was very limited and managers were reluctant to allow it on a large scale even for highly skilled employees. The pandemic forced a radical change in the management model, with the eventual introduction of hybrid working (done from home on selected days of the week) in 2022, after recognising its significant benefits. These were felt by both the employed and the employing parties. However, the role of trade unions in implementation of remote work was limited. In the case of the second company, ICT-based mobile work has been introduced in 2016 and successively developed in the following years, allows electricians servicing power grid in the field to communicate and work fully remotely. In the year of the COVID-19 pandemic outbreak, this model was facilitated and extended to more electricians. Company management reported a significant increase in productivity and control over the electricity network, as well as an improvement in the quality of service provided to end customers (i.e. a reduction in power outages). Electricians highlighted greater flexibility in organising tasks and working hours, resulting in increased job satisfaction. However, the process of implementing mobile working has caused some tensions with management, in addition, some employees have found it difficult to acquire new skills and adapt to new technologies. In parallel to the development of ICT-based mobile working, a self-employment model is being introduced among electricians, which has implications for collective labour relations.