The Shift Towards a Four-Day Workweek: What Employers Need to Know

The four-day workweek is gaining global momentum as businesses and governments explore more flexible work models. Countries like Iceland, Belgium, and the UK have trialed shorter workweeks, yielding positive results, such as higher productivity, improved work-life balance, and reduced employee burnout. Companies like Microsoft Japan and Unilever have also tested this approach, reporting increased efficiency and job satisfaction.

Unlike the traditional five-day workweek, a four-day workweek allows employees to earn the same salary while working fewer days. Some organisations opt for a 32-hour model, while others use a compressed schedule with longer daily shifts. As employee expectations shift, many employers are considering whether this change could improve retention, enhance well-being, and lower operational costs.

This article explores why the four-day workweek is gaining popularity, its benefits and challenges, and strategies for employers thinking of adopting it. While some industries face hurdles, studies suggest that shorter workweeks can boost productivity without harming business performance. By understanding practical implications, legal considerations, and global trends, employers can decide whether a shorter workweek is right for them.

What is a Four-Day Workweek?

At its core, a four-day workweek is designed to increase flexibility without reducing wages. Employees work fewer days while maintaining the same level of productivity and efficiency. The goal is to improve well-being, enhance work-life balance, and optimise productivity by rethinking the traditional five-day work schedule.

Two Main Models of the Four-Day Workweek

Employers can choose between two primary models:

1. The 32-Hour Workweek (Most Common Model)
   Employees work four 8-hour days per week, totaling 32 hours. Salaries and benefits remain the same, but workers are expected to meet the same productivity levels in fewer hours. Iceland’s national trial of this model showed increased productivity and better employee well-being.
2. Compressed Work Schedule (Four 10-Hour Shifts)
   Employees work four 10-hour days, maintaining a 40-hour week. While this model also maintains pay and benefits, longer shifts require careful attention to workload and break management. Microsoft Japan’s trial of this model showed a 40% productivity boost thanks to more focused work and fewer meetings.

Why is the Four-Day Workweek Gaining Popularity?

The growing shift toward a four-day workweek is driven by the desire to improve employee well-being and boost productivity. Trials around the world have shown it reduces stress, prevents burnout, and can increase efficiency. Some of the main factors driving this trend include concerns over burnout, the need for better work-life balance, and changing employment laws.

Key Benefits for Employers

1. Higher Productivity
   Contrary to concerns that working fewer hours would decrease output, studies show the opposite. For instance, Microsoft Japan saw a 40% productivity increase. A UK trial found that 92% of participating companies continued the four-day workweek due to sustained or improved productivity.
2. Reduced Absenteeism
   A shorter workweek has been linked to fewer sick days. The UK trial showed a 65% drop in sick days, demonstrating that better work-life balance boosts employee health and reduces absenteeism.
3. Attracting Talent
   A four-day workweek can be a powerful recruitment tool. Many employees, especially younger generations, value flexibility and work-life balance. Companies offering this model are more likely to attract top talent and see increased application rates.
4. Lower Operational Costs
   For businesses with physical office spaces, a four-day workweek can reduce energy and facility costs. Additionally, fewer commuting days help employees save on transportation expenses.

Addressing Challenges in Adopting the Four-Day Workweek

While the four-day workweek offers clear benefits, there are challenges to consider, such as customer expectations, workload distribution, and industry-specific limitations. Strategic planning, clear communication, and flexibility can help businesses overcome these obstacles.

How to Implement a Four-Day Work Week: Employer Strategies

Transitioning to a four-day workweek requires careful planning. Employers must evaluate which roles can adapt, manage workloads, and maintain customer service levels. A well-structured approach ensures minimal disruption, maximises productivity, and boosts employee well-being.

Assess Business Suitability – Identify Which Roles Can Adapt

Not all roles are suitable for a four-day workweek. Employers should evaluate:

• Operational Needs: Can tasks be completed within four days?
• Industry Requirements: Is continuous coverage required (e.g., healthcare, logistics)?
• Employee Adaptability: Are teams open to adjusting their work schedules? Many companies begin with trials in specific departments before broader implementation.

Run Pilot Programs – Test Small-Scale Trials Before Full Implementation

A pilot program is essential before full commitment to a four-day workweek:

• Run a three- to six-month trial in select departments.
• Measure productivity, employee well-being, and customer satisfaction.
• Use employee and client feedback to refine the model. Companies like Unilever and Microsoft Japan have successfully used pilot programs to adjust policies based on real-world results.

Adjust Workload Expectations – Ensure Realistic Goals

Meeting deadlines without overburdening employees is crucial. Employers should:

• Prioritise efficiency: Reduce meetings and streamline workflows.
• Leverage automation: Use digital tools to expedite tasks.
• Redefine performance metrics: Focus on the quality of output, not just hours worked. Companies that make these adjustments often see enhanced efficiency without increasing stress.

Maintain Customer Service Availability – Rotating Schedules or Staggered Workweeks

For businesses requiring continuous customer support, employers can:

• Implement staggered schedules: Employees work on different days to maintain coverage.
• Introduce flexible shifts: Some employees work Monday–Thursday, others Tuesday–Friday.
• Use AI and automation: Chatbots and automated tools handle inquiries outside core hours.

A Strategic Approach to a Four-Day Workweek

Employers must tailor their approach to their specific needs, ensuring that the four-day workweek enhances productivity, maintains service quality, and supports employees. A thoughtful transition, through pilot programs, workload management, and flexible scheduling, helps companies reap the benefits of a shorter workweek without sacrificing business goals.

Legislative Developments and Policy Considerations

Governments worldwide are exploring policies to support the adoption of shorter work weeks. While some countries have already passed laws, others are considering frameworks to support businesses and employees making the switch.

EU & UK Proposals Exploring Legal Frameworks

• UK Four-Day Work Week Trials: The UK’s largest pilot showed 92% of companies continued with the model due to increased productivity and employee satisfaction. While it is not yet law, there are ongoing discussions about formalising this policy.
• Belgium’s Four-Day Work Week Law: Introduced in 2022, it allows employees to request a four-day work schedule without reducing pay.
• Spain’s Government-Supported Trial: Spain launched a €50 million initiative to incentivise businesses experimenting with four-day workweeks.

US State-Level Discussions (California’s 32-Hour Work Week Bill)

In the United States, several states have proposed bills related to shorter workweeks:

• California’s Proposed 32-Hour Work Week Bill: This bill, which targets companies with 500+ employees, ensures no pay reductions with a reduced workweek. Although it hasn’t passed yet, it signals a trend toward shorter work schedules.
• Other State-Level Discussions: Some states like Massachusetts and New York have proposed similar bills, offering tax incentives for businesses adopting a four-day workweek.

How Policy Changes May Influence Employer Decisions

With discussions increasing on the legal framework for shorter work weeks, businesses must stay informed about regulatory changes. Employers should consider:

• Compliance with evolving regulations.
• Competitive advantage: Early adoption can attract top talent and improve employee retention.
• Financial incentives: Some governments offer subsidies to businesses implementing shorter work weeks.

The Future of Four-Day Work Week Policies

While a four-day workweek is not yet universally standard, legislative discussions are growing. Employers must monitor these developments to stay compliant and competitive as the workplace continues to evolve.

Will the Four-Day Work Week Become the Norm?

The four-day workweek is a growing movement, with successful trials, legislative progress, and increasing business adoption.

• Expert Opinions: Studies show that shorter workweeks increase productivity, reduce burnout, and improve job satisfaction.
• Successful Trials: Companies like Microsoft Japan and Unilever have reported positive financial and operational results from adopting shorter workweeks.
• Government Support: Some countries, like Belgium and Spain, have introduced policies to support workforce flexibility.

Navigating the Four-Day Work Week with Expert HR Guidance

The four-day workweek is no longer an experiment but a global trend, backed by successful trials and evolving legislation. Businesses adopting shorter workweeks can improve productivity, reduce operational costs, and enhance employee well-being. However, careful planning, particularly in workload management, client expectations, and industry suitability, is essential.

Here at HR Team, we specialise in workplace transformation, compliance, and workforce strategy. Whether you’re exploring a four-day workweek pilot or need advice on implementing AI-driven workforce models, our HR professionals can help. Stay ahead of emerging work trends and contact HR Team for expert guidance on implementing the four-day workweek.