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The study is composed of two parts. The first one discusses the variety of employee interests, which results from legal and organisational considerations. The latter are related among others to the specificity of work performance circumstances. An attempt was also made to recognise the benefits arising from the cooperation with a particular employer, which are identified with employees’ professional success. Such a perspective may be a premise for initiating a discussion on the notion “employee interest” itself.
In the second part, the challenges faced by management practice in the context of increased openness to employee expectations are highlighted. It was assumed that the foundation of management oriented on employee interests is subjective treatment of employees, the supporters of which (practitioners and not only declarers), as indicated in the research related, for example, to the phenomenon of discrimination at work, are still the minority. The notion of employee well-being and the solutions to create the work-life balance are also discussed against this background. It seems that these categories may be treated as a certain measure of the level of organisation’s orientation towards employee interests.