The four-day working week has become a popular topic, especially in the wake of the work from home debate. Conversations around flexible work arrangements have gained momentum, particularly since April 2024, when employees were granted the right to request flexible working from the first day of their employment, bypassing the previous six-month waiting period.
At its core, the concept of a four-day working week is straightforward: employees compress their work hours into four days, enjoy a three-day weekend, and still receive their full pay, no questions asked. Advocates, such as the 4 Day Week Campaign, state that this shift could transform the workplace by improving work-life balance, enhancing productivity, and boosting employee wellbeing.
The Case for the Four-Day Week
Despite resistance from the previous Conservative Government, real-world trials suggest the model could have substantial benefits. A 2022 pilot programme by the South Cambridgeshire Council revealed striking results: cost savings, reduced employee sickness, improved service delivery, and a dramatic 57% decrease in staff turnover.
Building on these findings, a second pilot began in December 2024 under the Labour Government. Featuring diverse participants, including the British Society for Immunology and Hackney-based hospitality company, Crate Brewery, the pilot will be coordinated by the 4 Day Week Campaign, consultancy Timewise, and researchers from the University of Cambridge, Boston College, and the Autonomy Institute. Exploring a range of flexible working policies beyond the four-day week, the pilot will take a greater look at areas such as shorter working weeks, compressed hours, and nine-day fortnights.
The move towards a four-day working week has since received support from several political figures; however, Prime Minister, Keir Starmer, has tempered expectations, stating that “enforcing the four-day working week is not government policy or something we are considering.” However, this stance could evolve as findings from the latest pilot are presented to the Labour Government in the summer of 2025, and as demands in some quarters for a compressed working week continues to grow.
Advantages of a four-day working week
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1. Improved Work-Life Balance
The four-day working week allows employees an additional day off in the week to spend quality time with family or friends or to do things that recharge their personal batteries. Employees could start to see a reduction in stress levels and an uptick in their wellbeing, which in turn could have an impact on the number of sick days taken as a result of stress-related illness. Plus, with more time for personal matters, employees are less likely to take unscheduled time off for things like doctor’s appointments, therefore reducing the levels of absenteeism.
2. Increased Productivity
A shorter working week can boost employee morale and motivation, leading to higher productivity during the four working days. A study by the Henley Business School found that 77% of workers reported increased productivity when working a four day week. and nearly 3 in 5 employees would choose working a four day workweek over a pay rise.
3. Enhanced Employee Satisfaction
Offering a four-day week can be an attractive perk for employees and can increase job satisfaction and loyalty to the company.
In a study by the Harvard Business School, workers who enjoyed a four day workweek experienced reduced stress levels and increased job satisfaction. As a result, businesses could start to see higher retention levels and recruitment could improve if businesses are seen to be prioritising employee wellbeing and embracing the changing world of work.
4. Environmental Benefits
A short workweek for many can lead to fewer commuting days, playing a part in reducing traffic congestion and lowering carbon emissions Lower energy consumption in offices during the off day can also positively impact organisations’ carbon footprint.
Disadvantages of a four-day working week
1. Suitability for All Businesses
It’s important to consider that although the four-day week may appear highly attractive, it won’t be suitable for all businesses, particularly those that operate on a 24-hour basis. Hospitality, nursing or trade industries may find that a four-day working week is impractical, making work increasingly more difficult and less viable.
The growing role of technology in workplaces has strengthened the argument for re-evaluating the current workweek – from streamlining processes to enhancing existing ways of working. However, some companies have tried the model only to revert to a traditional five-day week, blaming incompatibility with their operational needs, or specific industry demands. While the four-day week can deliver significant benefits, it’s not a one-size-fits-all solution.
2. Longer Workdays
To compensate for the lost day, employees may find themselves having to work longer days more frequently to keep on top of workloads and tasks. Compressing the same workload into fewer days might increase stress and work burnout in employees, which could negate some of the wellbeing benefits the model aims to achieve.
3. Coordinating Schedules
For many businesses, giving employees a four-day working week may be doable, but not with everyone on the same schedule. This could lead to uncertainty for employees about which days off they will receive on any given week and can make it difficult for teams to coordinate meetings or workload updates. In addition, it could prove problematic for client-facing teams too, who may struggle to align their time with external partners.
Whilst the four-day working week offers some financial benefits to companies, it could also see negative implications in the form of lower output and revenue. Some businesses may find that during busy periods they have to pay employees to work overtime or hire agency staff to cover when full-time staff cannot. In this instance, the four-day week could become counterintuitive.
4. Reduced Productivity and Increased Fatigue
The increased pressure of trying to match the productivity of a five-day week in just four days could lead to a drop in quality and higher workplace stress. At face value, a four-day week demands far more intensity from employees, who will need to show greater dedication during the four days.
Implementing a dramatic shift such as the four-day workweek would require companies to carefully consider their policies and the potential impacts this will have on the wider picture. Employers and employees alike would have to take a hard look at work that can be automated, deprioritised or dropped, and would also have to overcome the discomfort of change. Plus, it’s important to remember that a shorter week won’t fix a toxic workplace or unpleasant job.
Whilst it may be a game changer for some, it’s not guaranteed to be the same story for everyone. Compromised arrangements can also be considered. Perhaps it’s worth trialling shorter working days or a ‘no meeting Friday’ – doing so could unearth some of the benefits of the shorter week without feeling too many of the stresses and strains that a fully-fledged four-day week may bring.