Rise of the 4-Day Work Week

Work structures in the post-pandemic world are evolving rapidly, with the spotlight on the rise of the 4-day work week. Commonly associated with benefits such as improved work-life balance and potential boosts to mental health, the shift towards a condensed work schedule has garnered significant attention in recent years, particularly in traditional office settings.

Delving into the increased demand for a shorter work week, notably accelerated by the remote work surge during the 2020/21 pandemic period, let’s run through the advantages and drawbacks. Drawing upon credible studies and research, we can assess the impacts on productivity, job satisfaction and overall well-being in the quest for a balanced work environment.

The 4-Day Work Week: A New Norm?

Unpacking the History and Rise of the 4-Day Work Week

The concept of a 4-day work week isn’t a recent phenomenon. It dates back to the early 20th century when labour movements began advocating for shorter work hours. Over time, as productivity increased due to technological advancements, the idea that workers could achieve the same output in fewer hours gained traction. Fast forward to the 21st century, and we see a resurgence in the concept, now backed by research highlighting the positive effects on employees’ physical and mental wellbeing.

The global health crisis of 2020 acted as an unexpected catalyst, bringing a renewed focus on the four day workweek. As businesses worldwide were forced to reconsider their operational models, flexible working schedules, including the potential for reduced hours, either with or without a cut in pay, started to look like viable long-term strategies. Companies began pilot trials, and some even made the change permanent, setting the stage for what could be the new standard in the modern workplace.

Analysing the WFH Boom and its Role in Shift to 4-Day Weeks

The sudden shift to remote work during the pandemic disrupted traditional office dynamics and reshaped our view of productivity. With employees working from home, many companies observed that productivity could be sustained or even enhanced without the typical five-day, in-office workweek. The work-from-home (WFH) boom demonstrated that employees could manage their time more effectively, balancing work and personal life while still meeting job requirements.

The flexibility afforded by WFH has naturally led to discussions around the four day workweek. Organisations began to see the four day working week not just as a response to pandemic constraints, but as a long-term strategy to support employee well-being, reduce levels of burnout and attract talent in a competitive market. As workers savoured the extra day for rest or personal pursuits, the demand for such flexibility continued to grow, suggesting that the WFH boom may have laid the groundwork for a broader acceptance of a shortened workweek.

Weighing the Benefits and Drawbacks of the 4-Day Work Week

Pros of Transitioning to a 4-Day Work Week

By this point you will have heard countless reports as to how transitioning to a 4-day work week can yield numerous benefits for both employees and employers. One of the best known benefits most frequently cited is that it contributes to a better work-life balance, as employees enjoy an extra day to attend to personal matters, spend time with family or simply rest and recharge. This additional leisure time can in turn lead to improved mental health and reduced stress levels, fostering a happier and more engaged workforce. Hardly rocket science; give people more time off and they appreciate it!

From a business perspective, companies participating in a four day workweek trial often witness a decrease in staff turnover. Employees tend to value the additional free time, which in many cases is more appealing than a pay rise. Moreover, many organisations report a positive impact on productivity. With fewer days to accomplish tasks, there’s a greater focus on efficiency, often leading to a significant reduction in time wasted on non-essential activities. As a result, the 4-day week can become an asset in talent attraction and retention, while potentially reducing operational costs associated with longer workweeks.

Offering a 4-day workweek can be a huge advantage when you’re competing for the top talent if your rivals are less flexible in their working patterns. A recent poll suggested that 77% of employees would consider flexibility more important than a positive bump in pay.

Cons of the 4-Day Work Week

Despite the advantages, the 4-day work week presents certain drawbacks. One significant concern is the potential for increased work intensity. Employees might experience heightened pressure to perform the same amount of work in less time, which could lead to stress and burnout, countering the intended benefits. This is particularly true for industries with rigid deadlines or continuous client demands.

Businesses may also face challenges in coordination and scheduling, especially those that work with companies on a traditional five-day schedule. There may be issues with availability for meetings or project collaboration, impacting workflows and potentially straining business relationships.

Additionally, not all roles are conducive to a compressed workweek. Some jobs require a daily presence, and a reduction in hours could lead to decreased service levels or productivity. It’s also worth considering that while the idea of a 4-day work week is popular among many employees, it may not suit everyone’s personal or professional circumstances, leading to potential dissatisfaction or inequity within the workforce. Ultimately, some people would rather stretch their hours over 5 days than cram them into just 4.

Flexible Work: A Route to Greater Job Satisfaction?

Who are the Winners and Losers?

The transition to flexible work arrangements, including the 4-day work week, has created clear winners and losers. Employees with caring responsibilities or those pursuing further education alongside their careers stand to gain immensely from an extra day off. This greater flexibility can lead to significant improvements in job satisfaction and overall quality of life.

However, not all workers benefit equally. Those in customer-facing roles, healthcare and other critical services may find it challenging to adopt a reduced-hour workweek without affecting service delivery. Additionally, small businesses that rely on daily operations may struggle to cover shifts and maintain productivity with fewer working days, potentially leading to a competitive disadvantage.

It’s also important to consider the societal impact. Local authorities and public sector organisations could face public scrutiny if services are perceived to be reduced due to shorter working hours. There are certainly British MPs fiercely opposed to the idea of allowing civil servants more flexibility. Transitioning to a 4-day week requires careful planning and consideration to ensure that the move benefits the majority without disadvantaging others or compromising business efficacy.

Does it Always Yield Positive Results for the Individual?

While the 4-day work week can lead to increased job satisfaction for many, it doesn’t universally yield positive results for every individual. The success of this flexible working model is highly dependent on personal circumstances and job roles. Some employees may find the compressed workweek stressful, as it requires them to complete a full week’s workload in fewer days. This can lead to longer working hours on the days they do work, potentially negating the benefits of an extra day off. After all if you’ve pushed to reduce your working week in order to gain more time with your family, longer hours four days a week could actually reduce that family time if on the extra day off you’ve got kids at school and a partner still going to work.

Moreover, there’s a risk that the blurred lines between work and personal life, which can be exacerbated by remote working, may persist even with reduced hours. For individuals who thrive in a structured environment, the expectation to self-manage time more effectively can be challenging.

Ultimately, while a 4-day workweek has the potential to improve work-life balance, it’s not a one-size-fits-all solution. Employers need to consider the diverse needs of their workforce and offer a range of flexible working options to support individual well-being and productivity.

Critiques and Concerns from Employers

Examining the Financial and Productivity Impacts

Employers often express concerns regarding the impact of a 4-day work week on financial outcomes and productivity. Some naturally worry that reducing working hours might lead to a decline in output, which could negatively affect the company’s bottom line. Concerns also arise over potential increased costs due to the need for additional staff to cover the workload or investment in technology to maintain productivity levels.

However, research and trials conducted by think tank Autonomy and others have shown that productivity can remain stable or even improve with a shorter workweek. This is attributed to employees being more focused and motivated when they are at work. Additionally, as mentioned above, some companies report lower staff turnover and reduced absenteeism, resulting in long-lasting financial benefits. Employees take fewer sick days when they work fewer days overall.

Still, the transition to a 4-day week may not be smooth for every business. Employers must carefully weigh the pros and cons, considering their specific industry, company size and operational requirements before deciding whether a reduced-hour workweek aligns with their business objectives.

How Can Short Term Productivity Gains be Maintained?

One of the challenges for employers who adopt a 4-day work week is sustaining the initial surge in productivity over the long term. Short-term gains are often the result of a novelty effect, where employees are motivated by the change and work harder to ensure its success. To maintain these gains, companies must implement strategies that foster a culture of productivity and efficiency. We’ve looked at some ideas round this previously, in our post Harnessing Business Productivity in a Hybrid Landscape.

Employers can encourage sustained productivity by providing training on time management and by investing in technologies that streamline workflows (take a look at our recent post on Top Productivity Tools for some software suggestions). Regular reviews and adaptations of work processes can help eliminate inefficiencies and keep productivity high. It’s also crucial to maintain open communication channels with employees to gauge workload and satisfaction levels, making adjustments as needed.

Additionally, employers should set clear performance metrics to measure the long-lasting impact of the 4-day work week. By continuously monitoring and adapting, businesses can capitalise on the benefits of a shorter workweek and maintain productivity gains.

Hybrid or Fully Office Based?

Fewer working days on offer can often make it easier to encourage staff in to your office more frequently than if they’re expected to work 5 days a week, though you may still prefer a hybrid model. Another advantage of this is that offering employees condensed working weeks, along with hybrid working flexibility, means a workforce of 30 could quite easily utilise office space for just 15. And if you like the idea reducing your business premises overheads without jettisoning your office all together, why not speak to us about our serviced offices in Shoreham and Brighton.