Exploring the prospect of the four-day workweek.

In an era marked by relentless work schedules and the elusive quest for a work-life balance, a radical shift in work culture is manifesting across the globe. The adoption of a four-day work week is rapidly emerging as a viable and beneficial reality for companies bold enough to challenge the status quo. But what is the four-day work week? How could it be the future of labor and living? And is it too good to be true? 

Essentially, the four-day work week challenges the traditional Monday through Friday schedule, calling for employees to work thirty-two hours instead of forty, with their pay and benefits remaining the same.This concept, however novel it may seem, has been entertained by different countries and companies for decades now, but has only begun to gain more traction these past few years – specifically, after the pandemic, as people have been able to assess their relationships with work and how the current five-day systems impact their quality of life. 

Beginning in June 2022, 4 Day Week Global (4DWG), a non-profit advocating for the four-day workweek, initiated a global pilot program engaging over 100 companies from the United States, United Kingdom, Australia, Canada, and Ireland in six-month trials to explore the efficacy of a four-day work model without salary reductions. 

Recent findings from the initial trials involving nearly 33 companies revealed unanimous satisfaction among participants, with reports of increased productivity, revenue growth, and enhanced mental and physical well-being among employees. Significantly, not a single company expressed reluctance to continue with the four-day week model, underscoring its potential as a sustainable work practice.

According to the World Economic Forum, the benefits of the various trials included increased productivity, improved physical and mental health, positive environmental impact, enhanced work-life balance, and increased economic benefits, as businesses participating in the trials saw an increase in revenue, reduced absenteeism, and a decrease in employee turnover. Some companies reported revenue increases of approximately 8% during the trial period, with figures 37.55% higher than the same period in the previous year.

“[The four-day work week] has to be the way forward! The five day week is an accident of history, and simply a reduction from the six-day week. More rest time makes people more productive. It is also more sustainable for people who travel to work, in terms of the environment, to only go in four days rather than five,” says Nicci Russell, CEO of Waterwise, the UK’s leading environmental campaigning association, which also participated in the aforementioned international 4DWG trial and currently runs on the four-day work schedule on a permanent basis. 

In a report written by Russel and Laura White, published by EMA Magazine in January of this year, Waterwise’s Projects and Research Manager, it was stated that they found the four-day work week led to improved staff well-being, as well as retention and recruitment benefits, without compromising productivity. White and the team faced initial challenges in adapting to the new schedule but found ways to overcome these through various productivity tools and techniques, such as ‘Monk Mode Mondays’” – the concept of removing oneself from distractions, including people, in an effort to work more productively – “and ‘Pomodoro’ technique” – a time management method that typically entails the repeated practice of working for twenty-five minutes and resting for five – “leading to improved efficiency and work satisfaction. The staff also enjoyed a better work-life balance, which allowed for personal growth and fulfillment. As a result of the trial, Waterwise has permanently shifted to a four-day week. 

“Waterwise carried out a staff survey in February 2023, in order to ascertain staff views on the 8 months to date of the 4DW trial — the official trial having stopped collecting this information when the six month official trial ended in November,” Russel said “The overall picture was incredibly positive. 100% of respondents felt that it was a positive experience, and 100% of the staff team would like to continue on a 4DW and said they preferred working 4 days. This is a real positive, as staff retention is really important within such a small team. Now we have gone permanent with the 4DW, and also during the trial, 100% of staff said that however busy the week was, it is always more than made up for by the three day weekend.”

Waterwise CEO Nicci Russel (far left) being interviewed on BBC during the first six months of the 4DWG trial

Now, the question remains: is a four-day week feasible for all types of industries? 

There are a variety of responses to this question. Some find a four-day workweek, regardless of the business, to be wholly impossible; others believe that this new system is only applicable to certain industries. 

Yet, this doesn’t imply an outright impossibility. Even in sectors such as healthcare, where 24/7 availability is critical, strategic rostering can ensure coverage while still granting individuals additional personal time. Moreover, a shift in mindset from work hours to productivity output can allow businesses to maintain, if not increase, their efficiency.

For companies considering the shift, planning, communication, and flexibility are crucial. The process often involves a trial period, analysis of productivity and well-being metrics, and incremental changes rather than a sudden overhaul of the work schedule. Employers need to consider the unique demands of their business operations and the needs of their workforce. 

As Russell recalls, “For us it was important to be flexible and honest with each other during the trial –  if something wasn’t working, we changed it.”

Globally, the four-day workweek is being explored in different forms. Some countries, such as Spain and Scotland, are conducting government-backed trials, while others, including New Zealand, have seen successful company-led initiatives. Cultural and economic factors play a significant role in how the concept is perceived and implemented.

As of now, the countries leading the normalization of the four-day workweek include Belgium, the United Arab Emirates, Iceland, Lithuania, and France. 

Looking ahead, the four-day workweek could have profound implications for societal norms and environmental sustainability. If well-implemented, it could usher in a new era of work-life integration, where productivity and rest can coexist, without jeopardizing careers or companies. Policymakers and educators are also critical in this shift, paving the way for broader acceptance and institutional support.

“[The four-day workweek] has to be the way forward,” Russel said. “The five day week is an accident of history, and simply a reduction from the six-day week. More rest time makes people more productive ….”

While it may not be a one-size-fits-all solution, its potential benefits warrant serious consideration by employers and policymakers alike. As we consider the future of work, the four-day workweek stands as a promising avenue for innovation in work norms, with the power to re-define our understanding of productivity and well-being.