The Four-Day Work Week: Is it the solution to improve employee wellbeing?
The Covid-19 pandemic fundamentally reshaped the working world, highlighting the potential for flexible work arrangements and prompting a global conversation about the future of work. This shift has been particularly relevant in the UK, where productivity has long been a concern.
Stress in the workplace has also been increasing at a worrying rate, as we have seen from our own data at Inpulse. Since the beginning of 2023, the most dominant negative emotion chosen across all Inpulse surveys was ‘stressed’, with almost a fifth of respondents (18%) selecting this emotion. Could a four-day workweek, which has been successfully trialled by some businesses, be the key to alleviating burnout and reducing stress?
Before the pandemic, the standard five-day, 40-hour workweek was the norm for most industries. However, the widespread transition to remote work during the pandemic demonstrated that many tasks could be completed just as effectively outside of the traditional office environment. This shift has prompted discussions on flexible working arrangements as a whole, particularly flexible working hours and working locations.
In the UK the concept of a four-day workweek has been gaining attention over recent years. This led to 61 businesses participating in a six-month experiment in 2022, where they all switched to a four-day working week, using a range of different methods to achieve this.
Proponents argue that a shorter workweek could lead to better work-life balance, increased job satisfaction, and reduced stress levels. On the other hand, sceptics worry about the feasibility of such a change, especially for larger firms, and the potential for increased stress if employees are forced to fit five days’ worth of work into four. This blog will delve into the pros and cons of a four-day workweek with a focus on whether this would benefit or further hinder employee wellbeing.
Pros of a Four-Day Workweek
1. Improved Work-Life Balance
A primary benefit of a four-day workweek is the significant improvement in work-life balance. The 2022 experiment found that 43% of staff involved reported an improvement in their mental health. This was because employees had more time to rest, pursue personal interests, and spend with family. This additional day off can lead to enhanced mental and physical wellbeing, making employees feel more refreshed and engaged when they return to work.
2. Reduced Burnout and Stress
The research indicated that shorter workweeks can decrease burnout and stress levels among employees as 3 times more employees in the 2022 experiment reported lower stress levels than reported an increase. This can be a direct result of the better work-life balance, with an extra day for employees to rest and recover.
3. Increased Employee Satisfaction and Retention
Companies that have implemented a four-day workweek often see higher employee satisfaction and retention rates. The number of staff leaving participating companies in the 2022 experiment decreased significantly, dropping by 57% over the trial period. Employees appreciate the flexibility and demonstrate higher loyalty to employers who support their wellbeing. With over 75% of Gen Z employees preferring jobs that offer remote or hybrid work options (according to a Deloitte US), this point about the increased flexibility is particularly relevant to the new generation beginning to enter the workplace, bringing with them a new set of expectations and priorities. The enhanced sense of job satisfaction also translates into increased productivity and performance. The change in revenue from a comparable, prior six month period to the trial period across 24 of the companies that supplied sufficient data was significant – a 35% increase.
Cons of a Four-Day Workweek
1. Challenges for Larger Firms
Implementing a four-day workweek can be more challenging for larger organisations. Coordination across different departments and teams can become complex, especially if not all employees can take the same day off. This could potentially disrupt workflows and customer service, causing frustrations for colleagues and customers. 66% of the organisations involved in the 2022 experiment had 25 or fewer employees, suggesting that larger firms saw the switch as less feasible. However, this is not to say that the success observed cannot still offer valuable insights for larger companies willing to adapt based on their unique contexts.
2. Scheduling and Operational Difficulties
Implementing a four-day work week introduces challenges related to consistency and equity in workforce scheduling. Determining which employees receive specific days off can lead to perceived favouritism and potential disparities in workload distribution, adversely impacting workplace culture and employee morale. Ensuring comprehensive coverage of all roles throughout the week without disproportionately burdening specific employees requires meticulous planning and transparent communication. Additionally, maintaining operational efficiency may necessitate hiring additional staff to cover the reduced working days, adding financial strain and administrative complexity.
3. Increased Pressure and Pace of Work
While the idea of a shorter workweek is appealing, there is a risk that employees might feel pressured to complete five days’ worth of work in four days. 62% of employees involved in the experiment felt their pace of work had increased, which can potentially negate the benefits of reduced stress and burnout. Therefore ensuring that workloads are adjusted appropriately is crucial to avoid this pitfall and will likely require improving efficiency through AI technology, greater collaboration and/or enhanced processes and systems.
Conclusion
The four-day workweek presents a compelling option for improving employee wellbeing, but it is not a one-size-fits-all solution. Its success largely depends on the nature of the business and the specific needs of the workforce. For some companies, especially smaller firms or those with flexible operations, the benefits might outweigh the challenges. However, for larger organisations or those with rigid operational requirements, the implementation can be fraught with difficulties.
Careful consideration and planning are essential for businesses contemplating this transition, otherwise the risk is that it negatively impacts employee wellbeing further. Key factors to consider are implementation of workload distributions, maintaining service quality, and ensuring that the reduction in workdays does not inadvertently increase employee stress. Ultimately, if implemented thoughtfully and within the right situation, a four-day workweek could foster a more engaged, productive, and satisfied workforce, aligning with the broader goals of employee engagement and wellbeing initiatives.
It is essential before making such a significant shift that your employees are consulted, therefore we strongly recommend gathering employee feedback through regular surveys, particularly understanding their preferred working arrangements, wellbeing, and how you can better engage them at work.
