The Four-Day Workweek: A Trend That’s Here to Stay or a Passing Fad?

Many businesses worldwide have experimented with a four-day workweek following the pandemic. A trial involving 33 volunteer organizations in the US and Ireland showed favorable effects on company performance, employee wellbeing, and productivity. Likewise, 86% of firms in the UK pilot program were happy with the results. Cited reasons include improved productivity and significant cost savings on childcare and transportation.

Given these data, is the four-day workweek here to stay? With more countries trying it out, this approach does not appear to be a fleeting trend. Some may switch back to standard working hours after a trial period. But the benefits are clear for nimble businesses and sectors, like technology. As a result, work in the future may involve fewer hours for:

Better work-life balance
Less stress
Higher job satisfaction
More engaged employees

The viability of this idea might differ for companies in less adaptable industries. Work in law and consulting are frequently structured on the idea of billable hours. While office time could be reduced, it is critical to rethink long-established norms. Additional factors to consider are the size and culture of the group. Notably, only a few multinational corporations tested this arrangement so far.

The Rise of the Four-Day Workweek

We all know the benefits of taking a holiday. It’s a chance to escape from the daily grind, to relax the body and mind. But what if we could have these benefits and apply them to our lives regularly? Today, the idea is no longer a fantasy.

Program manager at Georgia Tech’s Enterprise Innovation Institute Brandy Nagel writes, “The weekends are never long enough for the 9 to 5 worker and too long for the 24-7 entrepreneur—time to find balance!”

Hiring managers at four-day workweek teams admit that the experience can be intense and not for everyone. But remember that a successful transition is not just about reducing the number of working days. It’s about creating a company culture that:

Supports flexibility
Encourages teamwork
Prioritizes employee happiness and well-being

The transition can be a challenge. Nonetheless, the success from pilot programs shows a clear potential. More businesses are taking on the challenge and are willing to give it a try.

Enterprises ought to think about their own position before implementing any significant changes. They should know what they need to run their business. They have to make sure that a four-day week fits with their goals and aims.

Success Story: Treehouse

Treehouse is an online education firm based in the United States that teaches technology. It has been operating on a four-day week since its inception in 2006. They operate Monday through Thursday from 9 a.m. to 5 p.m., and their annual revenue exceeds $3 million.

Treehouse CEO Ryan Carson claims that staff retention is exceptional. Likewise, the company has had substantial growth since its humble beginnings. He also claims that some of his employees love their work schedule. It allows them to take a more hands-on role in parenting, and their household is well-cared for. This flexibility might free up their spouses to focus more on their professional lives.

Success Story: Literal Humans

The four-day workweek helped Literal Humans hire more people and become more productive without reducing revenue. The office is still open from Monday to Thursday, even though there were some problems at first. And as the company grows, the CEO wants to give more options for time-off.

Benefits of a Four-Day Workweek

More Work Done in Less Time

The proof is undeniable. Microsoft Japan’s trial of a shorter workweek resulted in a reported productivity boost of 40%. There is not one explanation for the productivity boost that has been noted. However, there may be a correlation between reduced stress levels and fewer sick days taken by workers, as reported by several businesses. In addition, workers reported feeling happier and more happy with their lives.

The company can save money on things like:

Office supplies
Electricity
Coffee and water

Yarno, a gamified learning platform, concurs. When employees worked fewer days per week, their output and effectiveness increased.

In addition, studies have shown that a shorter workweek can reduce tension, improve physical and mental health, and improve work-life balance. While some may argue that a shortened workweek could be detrimental to productivity, the evidence suggests the contrary. By reducing employee fatigue and enhancing their well-being, businesses may see an increase in productivity and overall success.

Good for the Environment

If employees only worked four days a week, experts predict a significant decrease in their carbon footprint. The United Kingdom estimates carbon emissions to shrink by 127m tons if individuals only worked four days per week. That’s “equivalent to taking the country’s entire private car fleet off the road,” according to an article from The Guardian.

Furthermore, a study in Utah found a reduction in carbon emissions by 6,000 metric tons for four-day workweeks. If your company still has full workweeks, consider the positive global impact this change could have on the well-being of our planet.

Better Work-Life Balance

The schedule also boosts workplace productivity. A six-month trial was conducted by the international non-profit organization 4-Day Week. It revealed that companies experienced increases in:

Efficiency
Revenue
Employee retention
Job satisfaction

While it’s important to consider the needs of customers and clients, it’s also important to prioritize the well-being of employees. A four-day workweek can actually increase employee engagement and job satisfaction, leading to better service for customers and clients.

Often Combined with Remote Work Setup

Imagine working when you are at your peak functionality. A four-day workweek works best when coupled with a remote or flexible schedule. With the rise of digital technologies, employees can now work from anywhere, making telework easier to do. This freedom makes it easier to balance work and life. Likewise, it boosts job satisfaction and enthusiasm.

Employees appreciate more freedom over where they work and how they plan their days. Unfortunately, there are also problems with this setup. For example, you might find it difficult to ask for support, communicate with colleagues, or build professional relationships with others. For a constant long weekend to work, companies need to find a good mix. There needs to be a balance between flexibility and good communication and teamwork.

Drawbacks and Challenges of a Four-Day Workweek

Despite its success in trials, a shorter workweek doesn’t work well for everyone.

Loss of Productivity and Revenue

One of the biggest problems with a shorter workweek is the worry that it will make people less productive and bring in less money. Companies worry their workers might not be able to finish their work in less time. This could lead to the following:

Missed targets
Decreased output
Reduced profit

Employees may find it challenging to be productive over a shorter time frame. There are concerns that work quality will suffer as a result. However, it’s essential to recognize that productivity does not necessarily correlate with hours worked. Instead, it’s essential to look at the quality of the work produced and how much value it brings to the organization.

Harvard Business Review writes, “For a four-day workweek to be successful, leaders must shift their mindsets to value actual productivity, not just hours worked.”

Adapting shift patterns and productivity costs will require some effort. But the positive impact on employee morale, productivity, and retention may well be worth it.

The right strategies and planning are key to a successful transition. Likewise, there could be a way to address concerns about lost productivity and revenue. Consider this: outsource or hire extra staff to cover the scheduled gaps. Alternatively, companies can adopt different methods. Examples are a hybrid work model or flexible scheduling. The aim is to “meaningfully” reduce the workweek without sacrificing productivity.

More Pressure and Tight Deadlines

It can be daunting for a business to think about shortening the working hours. With less time to complete work, employees may feel more pressure to perform. However, a shorter workweek can also help employees prioritize their tasks better. This moves them to be more efficient. Executed right, it can lead to a better work-life balance.

On the other hand, inconsistency within the structure can breed resentment. A potential culture clash may occur between employees who work alternative schedules and those who work a traditional five-day week. There may be concerns that this will lead to:

Miscommunication
Decreased collaboration
Other employee conflicts

With different employees working different schedules, it’s challenging to keep everyone on the same page. However, companies can address this by setting up clear communication channels. There should be regular team meetings and email updates. Leaders have to step up to make sure everyone has access to the same information.

Benefits and Pay Structures

The four-day workweek can raise questions around benefits and pay structures. Ruiqi Chen, an editor at LinkedIn News, clarifies:

The four-day workweek sounds great, but in practice, it’s not beneficial for everyone. After testing the shortened schedule and seeing benefits like stronger morale and greater revenue, many companies globally have permanently adopted four-day weeks. However … shorter weeks mostly benefit white collar, salaried workers. Four-day weeks or reduced hours for hourly, blue collar or public sector workers can actually mean less pay, unpredictable schedules and even rocky job security instead of work-life balance. For now, four-day weeks could remain a white collar indulgence.

These challenges can be resolved through careful planning and adequate communication. Moreover, offering a more flexible work schedule can be a selling point for attracting and retaining top talent.

Some Considerations Before Trying a Four-Day Workweek

It Takes Time

Traditional two-day weekends can disrupt the body’s internal clock. A negative mood is a common consequence. Furthermore, mental capabilities are affected when returning to work on Mondays.

Meanwhile, longer weekends can really improve employee welfare, efficiency, and enthusiasm. Depending on how your organization implements the change, people may have difficulty adjusting within the first few months. Aside from the increased work intensity, there will likely be new processes in place as well. Employees may thus have to develop new habits and routines. After all, they need to manage their workload effectively within the compressed timeframe.

Company Culture is Crucial

The success of a four-day workweek depends on the culture of the company. How well do people work together to achieve the same results in fewer days?

Organizations can streamline their new schedule. Make discussions more efficient and get rid of unnecessary meetings. Talk to the employees and ask how they can collaborate more efficiently. Document and evaluate what they do to make this new setup work.

If you want to dig deeper into workplace culture, we have written a related article. Read “What Is Team Culture In The Workplace? (Five Ways To Build Company Culture).”

Skepticism on the Additional Day-Off

Some employees worry their bosses will still expect to be on call. Some are concerned that responding to emails may still be mandatory. Similar poor practices may hinder individuals from fully maximizing the benefit of longer weekends. Thus, clear expectations are essential to avoid ambiguity.

How people spend their day off can reveal a lot about their priorities and passions. For managers, knowing what workers do in their free time could result in fun stories. Examples are spending quality time with loved ones or pursuing their hobbies.

Offering Workplace Flexibility

A shortened workweek is just one component of workplace flexibility. Companies that offer other benefits are likely to attract and retain top talent. For instance:

Remote or hybrid arrangements
Non-traditional hours
Mental and physical health support

LinkedIn News Editor McKenna Moore shares:

Over half (54%) of U.S. workers chose a four-day workweek as one of the top three benefits they’d like offered by their employer, according to LinkedIn’s latest Workforce Confidence survey. The only option that ranked higher was greater flexibility (63%).

How Is It Going for Everybody?

Regularly measure employee feedback through surveys. It can be an excellent way to identify what is and isn’t working. The data gathered can help leaders make adjustments in line with the four-day workweek.

If possible, learn from other companies who successfully transitioned. Plenty of businesses are just starting to use this new work plan. So, it may be a test run for them. Try to find out how long the four-day workweek will stay in place. Note any changes in policy or processes made during the change. It won’t hurt to explore how upper management feels about the change as well.

Do you need tips on constructive criticism? Check out “How to Give Effective Feedback at Work.”

Hiring Criteria

The latest trend in the future of work requires an adjustment in the hiring criteria, too. Successful four-day workweek companies seek applicants with exceptional:

Initiative
Autonomy
Adaptability

Companies should pay attention to visual cues during interviews. Gauge whether candidates feel rushed through the hiring process. See to it that they are given everyone’s full time and attention during conversations.

Employee Happiness

Employee satisfaction and engagement are vital factors to consider. The four-day workweek is an easy-to-manage schedule for people who want more freedom at work. It’s especially suitable for younger people who want a steady job. At the same time, they have time to find out what they’re really good at.

Even for older people, a shorter workweek can also bring joy. There are now more days for them to stay in touch with friends and former coworkers. The increased social activities while remaining productive could be better than retirement.

Some are not comfortable making the switch just yet. However, the standard 40-hour workweek was implemented nearly a century ago. The rules and conditions during that time no longer apply in the modern workplace.

Are you curious why people love remote work? Read “Working From Home Saves Me Thousands Every Year (10 Ways You Save Money When Working From Home).”

Are Fri-“Yays” Here to Stay?

Employers should stop thinking that benefits are only for people who work a standard 40-hour week. Shorter office time can help companies find workers who are:

Committed to their culture and goals
Willing to work hard for them

If people can change the way they think, they can be happier. If they try to be more flexible at work, they can increase productivity. These will be drivers of success for whichever team they’re at.

Karen Kirton, an HR coach and advisor, writes:

One question often comes up around the four-day week: are we just adding costs to the business? And with part-timers, you may be. Say I’m already working four days a week, and my colleague’s working five days a week. You say to my colleague, ‘you can now work four days for the same money,’ but you keep me on my lower salary, 80% of the full-time rate, for working the same hours. I’m not going to be happy about that. You may need to increase my pay to the full-time equivalent, effectively giving me a 20% raise. So it’s worth looking at the impact across the business, and what it is going to cost you in those sorts of scenarios. The four-day week is a bit of a leap. It relies on the premise that moving people from five days to four days is not adding costs, because they’re going to be just as, if not more, productive. We need to believe this is the case, and we need to instill that belief into all of our leaders and managers as well.

Hiring dynamics favored workers after the pandemic. Therefore, providing them with benefits that prioritize their well-being may be the new normal.

As the world of work changes, more people show interest in the idea of a four-day workweek. More proof support the benefits of this trend for both employees and employers. While it’s likely that it won’t go away, it’s important to think carefully about the challenges and problems behind.

The innovation may still just be a “here at present, gone eventually” fad. Prior to the pandemic, it has come and gone many times already. Yet, the idea persists. It might have been tried and put aside in the past. However, as a modern workplace solution, this time we may finally do it right.

A four-day work week holds promise. Attempts to make it happen in the 21st century are still based on both facts and hope.

FAQs Covered in this Article

Q: What is a four-day workweek?

A: A four-day workweek is a flexible work arrangement where employees work for four days per week, typically with longer hours each day, rather than the traditional five days.

Q: What are the potential benefits of a four-day workweek for employees and employers?

A: Benefits for employees may include improved work-life balance, reduced stress, and increased job satisfaction. Employers can benefit from increased productivity, reduced absenteeism, and higher employee retention.

Q: Are there any drawbacks to implementing a four-day workweek?

A: Drawbacks may include potential misalignment with clients or suppliers operating on a traditional schedule, challenges in implementing flexible hours, and the need for adjustments in employee compensation and benefits.

Q: How can companies transition to a four-day workweek?

A: Companies considering a transition should start by evaluating the feasibility, engaging in open discussions with employees, piloting the new schedule, and adjusting the implementation based on feedback and results.

Q: Is the four-day workweek a passing fad or a trend that’s here to stay?

A: While it’s difficult to predict the future, the four-day workweek has gained traction in various industries and regions, with some successful case studies. Its long-term adoption will depend on its effectiveness in addressing the evolving needs of both employers and employees.

Q: What are some examples of companies that have successfully implemented a four-day workweek?

A: Some examples include Microsoft Japan, which saw a 40% increase in productivity during a trial, and New Zealand-based company Perpetual Guardian, which experienced increased employee satisfaction and work-life balance.

Q: Can a four-day workweek work in all industries and job roles?

A: While a four-day workweek may be beneficial for many industries and job roles, it may not be suitable for all. Companies in sectors with high client interaction or time-sensitive operations may face challenges implementing this schedule.

Q: How can companies measure the success of a four-day workweek implementation?

A: Companies can measure success by tracking key performance indicators (KPIs) such as productivity, employee satisfaction, retention rates, and absenteeism before and after the implementation to gauge its effectiveness.

Q: How does a four-day workweek impact employee compensation and benefits?

A: Implementing a four-day workweek may require adjustments in employee compensation and benefits, depending on whether the total hours worked remain the same or are reduced. Companies should carefully consider the potential impact on employee pay, benefits, and overtime policies.