The global trend towards a 4-day workweek is gaining momentum, with countries like Belgium adopting it.

Sweden also tested a 4-day workweek with full pay in 2015.

In 2021, Spain and the UK launched pilot projects for a 4-day workweek.

Iceland's 4-day workweek experiment improved productivity and well-being, with 90% of workers adopting reduced hours.

A 4-day workweek trial with 60 global companies resulted in 9 out of 10 planning to continue the shorter schedule.

The trial resulted in a 1.4% revenue increase, higher employment, and lower absenteeism, with no impact on productivity.

Stress, burnout, and fatigue rates fell, and sleep problems and resignations decreased during the trial.

Most businesses reported cost savings, improved productivity, and reduced worker stress with a four-day workweek.

75% of employers cited meeting customer demands as a challenge, especially among IT-focused firms adopting a four-day workweek.

A survey found 61% of employees prefer a 4-day workweek, with half citing increased productivity.

Microsoft Japan and Buffer employees saw productivity increases of 40% and 34%, respectively, with a four-day week.

A 4-day week would increase productivity, reduce burnout, and improve health and finances, according to 81% of workers.

30% of US companies consider a 4-day workweek for talent retention, following successful pilot projects in several countries.

Implementing a 4-day workweek may not suit all workers, particularly low-paid labor, and poses a challenge in balancing flexible and inflexible schedules.

An Icelandic trial with 2,900 employees saw sharp falls in staff turnover and absenteeism, and maintained or increased productivity, after 6 months.

A four-day workweek can boost employee loyalty, but economic instability makes it unfeasible for many companies.

A four-day workweek boosts employee productivity, happiness, and work-life balance.

The global trend towards a 4-day workweek is gaining momentum, with countries like Belgium adopting it.

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Which European countries have implemented a system of four days a week with employees keeping their salaries?
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By: Euronews
Which European countries have implemented a four-day working week with employees retaining their salaries - Copyright Frank Cilius / AP
When the Coronavirus epidemic spread across Europe, many organizations adopted more flexible work plans through telecommuting, and other countries were quick to consider reducing working days, in order to give employees the flexibility to combine work and family life, by conducting experiments and studies that go hand in hand with the demands of the labor market and to motivate employees to be more productive in their workplace.
What do advocates say about working four days a week?
Advocates of the idea of working four days a week, an important way to enable employees to focus on their family and private lives, considering that employee comfort contributes to improving the quality of work and achieving satisfaction.
Trade unions across Europe have called on governments to work four days a week.
Which European countries have adopted a four-day working week or are planning to adopt it?
Belgium
In Belgium, workers will soon be able to work four days a week instead of the current five, provided the 38-hour working week does not change.
Last month, the country ’ s coalition government agreed that the new “labor market ” deal would include a series of measures that would provide more flexibility for employees to do their jobs.
Employees who want to work four days will be given the possibility to work more hours a day in exchange for an extra day off during the week.
In this case, the weekly rest days are limited to three days.
Belgian Prime Minister Alexandre De Croo hopes the measure will help “make the Belgian labor market more flexible, where employees will be able to reconcile their family and professional lives ” and explained that the new model should create a more dynamic economy.
"The goal is to give individuals and companies more freedom to arrange their work times," he said, adding that "if we compare our country to other countries, we will see that we are often less dynamic."
Sweden
In Sweden, a four-day work week with full pay was tested in 2015.
The proposal was to try out six-hour workdays instead of eight hours while keeping the salary the same, but not everyone was thrilled with the idea of spending money on the aforementioned experiment.
Even left-wing parties believe that implementing this plan on a large scale would be too costly for the state treasury.
But positive results were observed within the orthopaedic unit of a university hospital, which turned 80 nurses and doctors to work six hours a day and hired new staff to make up for the remaining time.
The response of the medical staff was positive, but the experiment also faced much criticism, however, some companies, such as automaker Toyota, chose to keep reduced working hours for workers.
Germany
The average working week in Germany is 34.2 hours.
Most jobs in Germany require working seven or eight hours a day, five days a week.
Last year, IG Metall, the country ’ s largest trade union, called for fewer work weeks, arguing that it would help keep jobs and avoid layoffs.
According to a survey by the Forsa survey institute, 71% of workers in Germany would like to apply the option of working four days a week.
SPAIN
In March 2021, the Spanish government approved the launch of a pilot project for companies interested in implementing the four-day (32-hour) week.
Earlier last year, Spain ’ s left-wing Mas Pais party announced that the government had accepted its proposal to test the idea, and has held talks since then.
Party leader Enigo Erijón said the debate on the four-day week had begun, adding: “It ’ s an idea whose time has come. ”
“Spain is one of the countries where workers work more hours than the average in Europe. ”
The pilot phase is set to last at least one year, but it is not yet clear when it will begin.
United Kingdom
In the UK, a six-month pilot programme was launched in January, where companies are looking at the impact of shorter working hours on the productivity of companies and the well-being of their workers, as well as the impact on the environment and gender equality.
So far, about 30 companies have signed up for the program, which starts in June this year and is overseen by researchers at the universities of Cambridge and Oxford.
Under the reform, employees will be allowed to work up to 9.5 hours a day, that is, from 9 a.m. to 6: 30 p.m., meaning the employees involved will be able to work four days a week and keep the salary the same without the slightest change.
Scotland
In Scotland, the experience associated with working four days a week is set to begin in 2023.
The government cited a recent survey conducted by the Public Policy Research Institute (IPPR) in Scotland, which showed that 80 per cent of people who responded to and participated in the survey gave very positive impressions of the initiative.
Respondents said the program would significantly boost their health and happiness.
Some Scottish companies have already started working four days a week, with Glasgow ’ s UPAC Group recently saying its employees will soon start working four days a week with the same salary and benefits after running a “successful pilot program, ” company officials said.
Iceland
Icelandic and British think tanks say the world ’ s biggest weekly workday reduction experiment has been a huge success.
More than 2,500 Icelanders participated in the experiment, which reduced their weekly working hours to between 35 and 36 hours (four days of weekly work) between 2015 and 2019 without reducing their salaries.
The researchers said the experiment improved workers' productivity and well-being, or at least kept it at normal levels at work five days a week.
According to the results of the study, approximately 90 per cent of the working population now perform their jobs on reduced hours.
The researchers found decreased levels of worker stress and burnout, and reported improvements in work-life balance conditions.

Sweden also tested a 4-day workweek with full pay in 2015.

In 2021, Spain and the UK launched pilot projects for a 4-day workweek.

Iceland's 4-day workweek experiment improved productivity and well-being, with 90% of workers adopting reduced hours.

A 4-day workweek trial with 60 global companies resulted in 9 out of 10 planning to continue the shorter schedule.

Title:

Content: How about four days a week instead of five?
Here are the results of an exciting experiment involving 60 companies around the world.
More than 60 companies participated in the experiment, allowing around 3,000 employees to work one day less per week while retaining the same salary.
Rates of stress, burnout and fatigue all fell, while problems with sleep declined, the study shows.
Source: AAP / Mick Tsikas
MAIN POINTS
• The study found that more than 9 out of 10 companies will continue to shorten the work week or plan to do so
• Productivity was not affected by lighter work weeks, with the company ’ s revenue increasing by an average of 1.4 per cent over the trial period
The study also found that employment increased and absenteeism decreased.
A four-day workweek is more productive for most employees and businesses than the traditional five-day workweek, and is one of the largest trials ever conducted in the UK.
More than 60 companies in the UK participated in the trial over a six-month period, allowing around 3,000 employees to work one day less per week while retaining the same salary.
The trial was conducted between June and December and was organized by a nonprofit group called 4 Day Week Global in collaboration with the Autonomy Research Center, the University of Cambridge, and Boston College in the United States.
The experience is described as the largest in the world around working four days a week.
The survey released on Tuesday found that more than nine out of 10 companies would continue to adopt or plan to do so, while only 4 percent chose not to extend it, regulators said in a statement.
Juliette Shore, a professor at Boston College, said: “The results are largely the same across workplaces of all sizes, demonstrating that this innovation has proven to be effective in many diverse organizations.
Productivity was not affected by shorter working days, with the company ’ s revenue increasing by an average of 1.4% over the trial period.
Revenue jumped 35% on average when compared to similar periods in previous years.
The study also found that employment increased and absenteeism decreased, while the number of resignations dropped sharply during the trial.
In addition, the researchers concluded that overall health and staff well-being improved.
"Significant" increases were also observed in physical and mental health, time spent on exercise, public life and job satisfaction.
Stress, fatigue and fatigue rates have decreased, while sleep problems have decreased.
"Really positive."
Cambridge University professor Brendan Burchell told AFP: “In terms of employees, their mental health improved, they slept better, and they became less stressed.
“But at the same time, companies have stated that if there are changes in their profits or in their performance, they are more likely to go up rather than down. ”
“A lot of people were very happy, people really enjoyed it; and they found it good to have three-day weekends instead of two days. ”
Environmental consultancy Tyler Grange in the UK was among 18 companies that decided to permanently adopt a four-day work week after participating in the trial.
Nathan Jenkinson, customer manager at Tyler Grange, told AFP: “My experience has been really positive, you can see it in people ’ s work and they ’ re more active.
“Employees come to work at the beginning of the week on Monday, after three days off, feel more positive about work and have a lot of energy. ”
Tyler Grange said performance improved slightly despite reduced working hours.
In recent years, studies of the four-day workweek have spread globally as employers explore the nature of post-pandemic work, including the concept of a co-working place that allows more work from home.
Short-week experiments were conducted across Europe, the United States and Canada, as well as in Australia and New Zealand.
However, when asked whether the UK government might adopt the test as a national policy, Prime Minister ’ s spokesman Rishi Sonak sounded cautious and stated, “There are no plans for that. ”
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The subject.

The trial resulted in a 1.4% revenue increase, higher employment, and lower absenteeism, with no impact on productivity.

Stress, burnout, and fatigue rates fell, and sleep problems and resignations decreased during the trial.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

Most businesses reported cost savings, improved productivity, and reduced worker stress with a four-day workweek.

Title:

Content: Four-day workweek’s popularity grew during the pandemic — survey

As companies scrambled during the COVID-19 outbreak to reorient their workplace procedures and processes, one idea that gained ground was a shorter workweek.

More businesses adopted a four-day week during the COVID-19 pandemic as the shift to remote working spurred a major rethinking of work practices, according to a poll of senior leaders at 500 UK businesses by the University of Reading’s Henley Business School.

The survey, an update to research from 2019, showed that 21% of respondents adopted a four-day workweek for all staff in 2021, up from 18% in 2019. The majority of respondents (65%) said a four-day workweek is in place for at least some of their workers, up from 50% who said that in 2019. A four-day workweek is defined in the report as involving a reduction from five to four workdays for the same pay or a compressed workweek with the same hours across four days instead of five.

Though a four-day workweek has gained popularity, the UK numbers are perhaps higher than expected; job posting site Indeed told Computerworld that less than 1% of job postings on March 11 included the term “four-day week,” for example. A Gallup survey of full-time U.S. employees in March 2020 — prior to the pandemic — indicated that only 5% put in four days a week, with the vast majority (84%) working five days (and 11% working six days each week).

That said, numerous organizations have adopted or trialled a shorter workweek for staff since the start of the pandemic, including firms such as Atom Bank, Bolt, Buffer, and Kickstarter. And pilot projects are under way in several countries, including the US, UK, and Spain.

Such projects are not new, of course; Microsoft launched a trial at its Japan offices in 2019 that resulted in higher productivity, for example, while the UK’s Wellcome Trust ran into issues around complexity with its own project the same year.

A shorter workweek has been talked about for decades, but a shift from the five-day, 40-hour week that has been the standard for over a century has so far failed to gain momentum.

What’s behind the recent interest in the idea? One reason is that the widespread, and largely successful, shift to remote work during the pandemic showed the benefits of a more flexible approach to work, said Rita Fontinha, associate professor in Strategic Human Resource Management at the University of Reading’s Henley Business School.

“The pandemic led to a situation where most firms were forced to implement remote work and this has accelerated previous discussions that we have been having over the last two decades on flexible working,” said Fontinha. “Working from home led to increased trust [between employers and employees] and awareness of other ways of measuring performance that go beyond presenteeism. The pandemic showed that flexibility works.”

Report highlights four-day week advantages

The Henley Business School survey pointed to several advantages for businesses that implemented a four-day workweek, including costs savings (66%), improved productivity (64%), better quality output from staff (64%), and  less-stressed workers (78%).

Improved employee wellbeing is connected to business outcomes too, said Jack E. Gold, founder and principal analyst at research firm J. Gold Associates.

“Keeping employees happy and motivated makes for far more productive employees, no matter what hours they work,” said Gold. “Maximizing employee productivity is a much more important way to gain business value than hours worked.”

Another benefit, noted by 68% of survey respondents that had adopted a four day week, involved hiring and retention. “People were less likely to take sick leave, people were more productive, and it was easier to attract new staff, and to retain them,” said Fontinha.

The so-called Great Resignation is also likely contributing to interest in a shorter workweek.

“What’s different now than prior to the pandemic is that we’re seeing a temporary spike in the difficulty that firms are having in hiring and retaining workers, and the four-day work week is a relatively easy benefit to extend to help ease the challenge in the short term,” said David Brodeur-Johnson, principal analyst at research firm Forrester.

A shorter workweek can mean challenges

The survey also highlighted several challenges around implementing a shorter workweek, though employer concerns have softened during the pandemic.

Among companies that did not offer a four-day week, 65% said they were worried staffing costs would outweigh any productivity benefits (though that number was down from 80%). The biggest challenge cited by employers was meeting customer demands (75%), while 70% thought a shorter week would be too complicated to manage.

Some companies may find a switch to a four-day week easier than others, said Fontinha. IT-focused firms are more likely to switch, she said, largely due to the relative ease with which tech worker output can be tracked in comparison with other roles. “Areas where we were less likely to see the four-day week were sectors that involve contact with customers, or healthcare, for example,” she said.

A shorter workweek is also more suited to companies with a relatively homogenous workforce in terms of job roles, she said, meaning large businesses with a diverse workforce may find a short workweek complicated to roll out. At the same time, the smallest companies might not have the resources to support the shift, said Fontinha, adding that there are steps all businesses can take to implement a four-day week, even if they are more gradual.

“Having this overnight shift to a four-day working week will be hard for smaller firms,” she said. “What we suggest is a progressive reduction in working hours, moving towards a four-day working week by assessing how things are going and how needs are being met, how productive people are.”

Even if the benefits outweigh the costs for many, businesses should consider their reasons for moving to a four-day week. While a shorter week provides clear benefits to work/life balance and employee wellbeing, Brodeur-Johnson warns against adopting a four-day week as a shortcut to improving employee experience. “[T]he science is clear that what really engages people is being able to make progress in meaningful work every day; to know that they can and are succeeding,” he said.

“Employee experience peaks when we can leave work knowing that we made a difference, and had a really good day," he said. "It also comes from having a supportive manager, a supportive team environment, and feeling recognized and seen uniquely for the work that we do.

“All of these things are much harder for businesses to do for their people, because it involves behavior changes, manager development, culture changes, deeper resourcing and more that a four-day work week won’t solve on its own.”

Copyright © 2022 IDG Communications, Inc.

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75% of employers cited meeting customer demands as a challenge, especially among IT-focused firms adopting a four-day workweek.

A survey found 61% of employees prefer a 4-day workweek, with half citing increased productivity.

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33% of employees are willing to resign to find a “4 days a week ” job
According to a March survey of 868 people by Monster, a job advisory website, a four-day week is becoming popular, with 61% of respondents preferring to work four days rather than five days a week and 33% willing to quit their current job to get fewer days.
Vicki Salemi, a career expert at Monster, points out that this is a significant proportion, and the result is a shift in workers to rethink how they work.
Salami said many people still feel empowered to look forward to more flexibility at work, and some seasonal factors may also have an impact, such as some people planning future summer trips and therefore want to work fewer days.
Half of the respondents in the survey said they would be more productive if they worked fewer days, and 10% were even willing to cut their pay.
For decades, a four-day workweek has been seen as an unattainable work benefit, but this is changing, and more global experiments now confirm that companies can do it.
In a six-month trial conducted by the nonprofit organization 4 Day Week Global, workers reported less fatigue, more positive work, and happier feelings about their daily work, personal life, finances and emotional situation, and companies also received more benefits, such as increased productivity and satisfaction, higher earnings, and lower turnover.
Some lawmakers are trying to push through the law with positive test results in an attempt to reduce the number of working days.
Maryland lawmakers introduced a new proposal in January to encourage public and private employers to experiment with shortening working days without cutting wages or benefits.
In Congress, Representative Mark Takano of California once again proposed the 32-Hour Workweek Act, which, if passed, would reduce the current standard legal working hours from 40 to 32 hours, and would require overtime pay for work beyond the time limit.
In the future, more and more companies are likely to try to reduce the number of working days, especially in the face of the economic challenges of not being able to raise or promote employees.
According to a recent Payscale report, last year, the proportion of companies offering four-day working days reached the 10% threshold for the first time.
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A Psychologist Explores The ‘Shorter Workweek Paradox’

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Have you ever wished you never had to work on a Monday? Your dream might be closer than you think. The concept of reduced working hours is gaining traction globally as organizations and governments recognize the detrimental effects of long hours on employees and employers.

This perspective is catalyzing a shift toward rethinking and reducing work hours to promote healthier life practices. For instance, the post-pandemic adoption of hybrid work models contributed to the understanding that a healthy work-life balance boosts employee satisfaction and productivity. Shorter workweeks can be achieved in different ways. For example:

  • Four-day week. Apart from the weekend, you are also given a day off on Monday or Friday.
  • Fewer daily work hours. You still have to work a five-day workweek, with a reduction in your daily working hours.
  • Half-days off. You are given two afternoons off in a five-day workweek.

What Are The Benefits Of Reduced Working Hours?

In several countries, including the United States, United Kingdom, Germany, Sweden and Spain, trials have been carried out to test the efficiency of shorter workweeks, highlighting the following benefits:

  1. Improved work performance. Shorter workweeks might encourage you to finish your work quicker and with fewer distractions. In 2020, Buffer, an American company, introduced four-day weeks. Based on their extensive trials, 34% of their employees felt more productive, resulting in Buffer permanently shifting to a four-day workweek in 2021. The reduced hours also incentivize you to be creative with your time and encourage efficiency. In their 2019 four-day workweek project, Microsoft Japan initiated collaborative online communication, reduced meetings to 30 minutes and limited meeting participants. Not only were the workers happier, they also experienced a 40% increase in productivity.
  2. Improved health and well-being. Having more time to recuperate from work can positively influence your well-being. A 2022 study found that upon reducing work hours to 30 hours per week, individuals experienced reduction in stress and sleep problems. A four-day week trial conducted in the USA and Ireland showed that employees experienced a 9% reduction in fatigue and 67% also experienced a drop in burnout levels.
  3. Higher life satisfaction. Shorter work hours and more free time tend to improve one’s perception of their life situation. A study in Sweden examined the effects of reduced work hours and canceled lunch breaks for nurses while retaining their wages. The participants reported greater life satisfaction and higher energy levels. “You get a life. I can say as much. You do get it, actually—it is unbelievable what a big difference these two hours make,” a participant explained.
  4. Better work-life balance. Reduced work hours can foster a healthy balance between work and leisure activities. A study found that reducing employees’ work hours while retaining their full pay led to positive work-life balance. They experienced more positive emotions before work, reduced work-related worries and improved relationships with partners, colleagues and their children.

While reduced working hours might seem like a revolutionary idea from afar, reality may be more complex up close. Which brings us to:

What Are The Potential Pitfalls Of Reduced Working Hours?

Here’s why ditching the time-tested five-day workweek needs to be considered carefully:

  1. Monetary issues. Some companies provide shorter workweeks with salary deductions. Employees might also face issues in wage regulations and overtime pay. These can adversely impact their living standards and savings. A 2022 study found that working reduced hours left 45% of individuals worried about having low future retirement income and 33% of individuals found it harder to make ends meet.
  2. Reduced employee bonding. The time crunch to complete tasks in less time can impede social aspects of the job. Some companies also shorten lunch breaks to compensate for missed hours. In such cases, employees rarely get to meet their colleagues and miss out on social interaction.
  3. Higher work pressure. Reducing work hours can increase strain on employees when implemented without foresight. A four-day workweek trial conducted in the UK found that work felt more intense for 36% of the employees. Forty-five percent of employees also felt that their productivity either remained the same as before or decreased in comparison.
  4. Short-term effects. Extensive research on reduced working hours has yet to establish its effectiveness in the long run. A 2022 Gallup survey revealed that the high well-being once associated with four-day workweeks leveled out to match that of the five-day workweek. Four-day workweeks also led to greater burnout than five-day workweeks.

Your desire for a shorter workweek is well-founded. However, initiating a conversation about reduced work hours with your team requires tact and consideration. You must engage in open dialogue, highlighting the potential benefits and addressing concerns to ensure a healthy consensus and eventually, a smooth transition to a work environment that accommodates diverse work styles.

Working less can improve your quality of life. It’s also important to find a “psychologically safe” workplace. Learn if your employer is meeting your needs by taking the evidence-based Psychological Safety Scale.

A 4-day week would increase productivity, reduce burnout, and improve health and finances, according to 81% of workers.

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81% of workers say a 4-day week would make them more productive—especially in these fields

A majority, 81%, of workers say they'd be more productive if they were given the chance to work a four-day workweek, and it could be an even bigger boost for those facing high rates of burnout, according to new research.

The poll was conducted on Fishbowl by Glassdoor and considers more than 12,000 responses from U.S. professionals.

Workers in fields with notoriously high rates of burnout were the most likely to say they'd get more done if they were able to shift to a four-day schedule: health-care workers, teachers, and retail and hospitality professionals.

"There's an extensive body of research confirming a tight link between burnout and declines in labor productivity," Aaron Terrazas, chief economist at Glassdoor, tells CNBC Make It.

The burnout-productivity cycle is "vicious," he adds. Left unchecked, burned out workers are more likely to look for work elsewhere, and "when they do quit, that leaves more work for their remaining teammates who then risk further burnout."

Participants in global four-day workweek experiments say the new arrangement led to reduced burnout, as well as benefits for their health, finances and relationships. A majority of bosses rated their overall experience well, saying business performance and productivity remained high, revenue increased and turnover dropped.

So far, many conversations around the viability of a four-day week tend to center around office workers, though the Glassdoor data shows how scheduling flexibility — and in particular reduced working days — could benefit front-line workers.

"We should also keep in mind that, particularly for health care, we should not conflate a workday with an eight-hour 9-to-5 schedule," Terrazas says. "Many health-care workers are accustomed to working longer continuous hours from their medical training."

Meanwhile, those in legal, accounting and finance roles say a shortened week would not boost their productivity.

By gender, women (88%) were more likely than men (75%) to say they'd get more done from a shorter workweek.

"For many women, the expectation to juggle family and child-care responsibilities alongside their careers forces a rigorous focus on making the most out of every moment of their day," Terrazas says. "I suspect we're seeing a similar phenomenon here: Time constraints often force a ruthless prioritization of what matters most."

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4 days a week? 30% of U.S. companies are looking to retain talent
Four days a week seems to be the trend. The non-profit organization 4 Day Week Global has participated in pilot projects in a number of countries, including the United States, Ireland, the United States, Australia and New Zealand, and the results have proved to be good and have unexpected benefits.
Not only are office workers welcome, the boss is also considering the four-day work system.
A new survey of corporate CEOs by KPMG, the world ’ s top accounting and professional consulting firm, shows that nearly a third (30%) of large U.S. companies are exploring new work arrangements, working four or four and a half days a week.
Executives consider that in a hot workplace, many employees feel overworked and underpaid, and must find ways to attract and retain talent.
According to Gallup Poll, 77 percent of U.S. employees believe that working four days a week will have a positive impact on their health, with 46 percent saying it will have an "extremely positive" impact.
Last year, more than 40 companies in the United States and Canada participated in the "global four-day work" organization of four days a week pilot project, the results of the trial also satisfied the participating bosses that the four-day work system did not affect the company's income, employees' leave and sick days were reduced by 25%, and the company's internal time spent on administrative procedures was reduced by 15%.
But Paul Knopp, chairman and CEO of KPMG USA, said in an interview with CNN that it is too early to implement a four-day week, and that executives are working hard to find the best solution and will continue to experiment and adjust.
In addition, the shorter work week system is not applicable everywhere.
Knapp noted that while the four-day week might make sense for finance, marketing and some other office jobs, it doesn ’ t work for industries like health care.
He believes that a universal four-day workweek could take years, but that using artificial intelligence (AI) will make employees more efficient.
At present, AI can only automate daily tasks such as making presentations, emails, and writing reports, but in the future, generative AI may make four-day work a reality.
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Implementing a 4-day workweek may not suit all workers, particularly low-paid labor, and poses a challenge in balancing flexible and inflexible schedules.

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Content: "Stop looking at the crystal ball": in the world of work, you need to adopt new rules of the game
What to expect in 2022 from the world of work?
At the moment, it is difficult to predict something, and experts point out that with the beginning of the third year of the pandemic, workers still have to face unprecedented difficulties.
Moreover, the return to full-time work begins to seem more and more unreal, reports BBC Worklife.
Two years ago, when the pandemic began, many businesses began to organize work remotely.
The idea was - "so far remotely, but then everything will return to the rolled rails."
But the spread of the omicron strain delayed the plans of millions of workers to return to the workplace.
In addition, the activities of enterprises and the labor market have so adapted to the “new reality ” that a return to“ normal work before the pandemic ” seems increasingly unrealistic.
However, we still don ’ t know what or how will affect the way we work.
Last year, on January 5, people hoped that 2021 would bring some stability or strengthen the hybrid model of work.
Somewhere it worked, but somewhere it did not, as there were new variants of the virus, as a result of which it is too early to talk about stability.
The situation often changes and it is difficult to find a point of reference that would allow us to say where we will be in 12 months.
Experts who study the labor market and employment have found several trends that have already been outlined quite clearly.
This can be considered topical issues in the world of work this year, which will determine its future.
Shortened work weeks may be relevant
The call for shorter working weeks and a more concentrated work schedule is gaining ground in the world.
Many companies and even governments are already experimenting with various alternative work schedules.
We need to change the way we work and the way we work.
The standard 40-hour working week “from 9 to 5 ” was introduced back in the days of the Industrial Revolution about 200 years ago.
This was the last time the work schedule changed.
It is no longer effective in the long run, as our work has become more intense, thanks to new video conferencing technologies and the Internet, ” says Abigail Marks, a professor at the Newcastle University School of Business.
“Those in business and politics should take into account all aspects of how not to overload workers, while at the same time thinking about maintaining or increasing productivity.
This decision often comes in the form of a four-day work week.
Work that is concentrated in a shorter period of time and more free time is good news for the mental health of workers and the balance between personal and work life, ” says the professor.
Although it looks that this idea in 2022 may receive even greater support, this model of work, unfortunately, will not suit all workers.
Marx recalls that switching to a four-day working week may be convenient for individual office workers, but not for all workers.
“A four-day work week may be the privilege of a limited group of white-collar workers.
Such a change in labor policy will not affect low-paid labor in any way.
You also need to take into account the specifics of the work: in the field of IT and many other services, a four-day work week is virtually impossible, ” says Marx.
Therefore, she points out that in 2022, the main challenge will be finding a middle ground between those workers who can enjoy an elastic work schedule and those who do not.
“This way we can come to a fragmented labor market.
As long as various office workers and important officials can enjoy fewer hours of work, for others, especially health care workers, this will not even be possible in theory, ” says the expert.
Different benefits as the main way to attract employees
In 2021, there were not enough workers around the world.
This problem is not going anywhere, and in 2022 it will also create new problems.
According to Allison Sullivan, manager of corporate communications at Glasdoor, this is because "the factors that create this problem will not disappear as the pandemic and the growing demand for food delivery continue to be around."
This means that employers will be forced to change tactics when hiring new employees, as well as have to think about how to keep those who are already working.
The methods that helped before the pandemic are no longer going to help.
Associate Professor Anthony Klot of the University of Texas pointed out that this year a popular trend was a personal approach to each potential and actual employee.
"In 2022, we will see employers pay more attention to the interests of employees to improve relationships with those who are already working, as well as attract new professionals," Klot said.
This is not only the basis of good business performance – elasticity and employee care is becoming a major advantage, and more and more workers expect this from their employers.
Sullivan argues that workers will also become more demanding, so the employer must be willing to provide everything necessary to ensure a comfortable working environment.
As a result, companies will have to develop "personalized tactics of personnel organization.
Instead of a one-size-fits-all program, companies will have to take care to give each employee an individual approach, ” says Klot.
Sullivan points out that a personalized approach can be expressed in salary increases, or, for example, in helping with loan repayment, or extended maternity leave.
Another important nuance is to determine the mental health of an employee as a priority.
After all, burnout last year was a major problem for many companies, and more people are leaving their jobs, or thinking about it.
“Even bastions of career and work like Wall Street are beginning to act and changing the culture of work, focusing more on workers than just performance, ” says Klot.
Employees will not return to the same office.
When some (not all) workers finally return to work in the office - this year, or later, it will have to be concluded that the "new normal" office will not be like the one we have seen before.
Nicholas Bloom, a professor of economics at Stanford University, points out that companies will adapt jobs to all the requirements of hybrid labor, taking into account how people actually want to work.
Bloom, who has been studying the future of office work for many years, points out that the days that all employees will be in the office will be rare.
When they do, it will be unusual and even uncomfortable.
He pointed out that he had heard “horror stories about employees who have to go to an office where there is an unusual silence. ”
In other words, such work in the office, as before the pandemic, will remain in the past.
More and more companies are introducing a hybrid model in their work, where individual employees are sent to the office and the rest remain at home.
Under this model, offices are also adjusted, where everything is now equipped so that it is possible to comply with all the requirements of epidemiological safety.
"Separate meeting rooms, small soundproofed rooms for video calls, as well as free choice of workplace.
Employees no longer like being in the crowd.
Therefore, offices adapt to this by providing employees with a convenient and accessible environment where there is enough space to meet colleagues in person, ” Bloom said.
Another important thing is the need for office space itself.
Experts point out that the need for offices will not disappear, and their area will not change.
Although it is expected that the number of hours worked on site will still be 30% less than before the pandemic, companies are not going to reduce the area of   their offices.
“While the hybrid model, where we work both remotely and on-site, will be relevant, the office will remain an integral part of the job. It ’ s impossible to imagine a job without a specific base, ” says Bloom.
The Road to the Unknown Continues
Although man by nature tries to make predictions and hope for the best, much is still almost unclear.
The main thing is that we don't know - what exactly we don't know.
At the beginning of the pandemic, many analysts predicted that a return to office work would largely happen by the summer of 2021, when vaccines became publicly available.
However, this deadline continues to be pushed back to the future.
Delta- and omicron strains of the coronavirus cause concerns about public health, so plans to return to the office continue to be delayed.
“What we ’ ve learned over the past two years is to stop looking at the crystal ball, ” said Canina Blanchard, a professor at the University of Western Ontario.
There are things that give hope for a return to “normal life before the pandemic, ” such as vaccines, coronavirus medications, and a short period of self-isolation.
But we know that there are many unknowns in the future (a good example is the omicron, which unexpectedly changed the plans of many companies).
We also do not know what to expect from the future, as everything can change in an instant.
Therefore, with forecasts and hopes for 2022, you need to be careful.
Especially when it comes to returning to “normal life. ”
It is very possible that the "new normal" situation is the rules of the game that we must accept.
“What we clearly know is that in 2022, as in the previous two years, the most important thing will be health and its preservation.
Life will still be very chaotic and even abnormal, "Blanchard said.
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An Icelandic trial with 2,900 employees saw sharp falls in staff turnover and absenteeism, and maintained or increased productivity, after 6 months.

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Content: [Retain talent] Enterprise test 4 days a week production efficiency improvement of employees: work pressure reduction and health improvement
Stock Market 07: 41 2023 / 02 / 22
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[Retain talent] Enterprise test 4 days a week production efficiency improvement
Do you want to work four days a week?
According to the Wall Street Journal, most of the British companies participating in the four-day work week test said that after six months of testing, the staff turnover rate and absenteeism rate fell sharply, which is the largest four-day work week test to date. 61 companies, including banks, fast food restaurants, marketing consultants, etc., involved 2900 employees. Eighteen companies said they would permanently implement the four-day workweek.
For decades, the market has been exploring the idea of working less than five days a week, or 40 hours a week, which has become a new opportunity under the pandemic, as home-based and mixed-work arrangements have become more widely accepted, and employers have also taken the opportunity to explore whether shortening work hours can improve employee happiness and loyalty.
Working days have become a retention and recruitment issue
Juliet Schor, an economist and sociologist at Boston College, said that it was initially due to the mental fatigue of wage earners during the epidemic, but it has now become a retention and recruitment problem.
Her team has helped conduct research around the world on a four-day workweek, including researchers from the UK think tank Autonomy and the University of Cambridge.
The research is being conducted around the world. Small tests in the United States and Canada are being led by research institutes in the United Kingdom, and similar tests are being conducted in Australia and Brazil. Unilever, an internationally renowned consumer goods company, is also participating in the tests.
Testing in Iceland, involving more than 2,500 employees in various industries, researchers found that most employees maintained or increased productivity, as well as reduced work stress.
Most companies that try 4-day work are small employers
Since most of the companies experimenting with four-day work are small employers, many large companies have yet to embrace the concept.
In the test, some employees reported that it was difficult to complete all the work during this time.
In a study conducted in the UK from June to November, most employees did not increase their work intensity, but bosses held fewer meetings to give employees more time to get their work done.
Finally, employers rated employee productivity and performance on an average of 7.5 on a scale from 0 (very negative) to 10 (very positive), and at half of the test, 46% of companies said their business productivity remained unchanged, while 34% reported a slight improvement and 15% reported a significant improvement.
20% of your time is wasted on unnecessary meetings
On the other hand, 39% of employees reported less stress at work, but half of employees reported no change in their index.
Nearly half of employees reported improved mental health and 37% reported improved physical health.
Claire Daniels, CEO of Trio Media, a digital marketing company with 13 employees in the UK, said she took part in the trial to see if she could improve productivity.
Before the test began, she analyzed with employees that 20% of their time was wasted on unnecessary meetings, business trips, and other inefficiencies.
"Very soon, we will know that we do not have to do any extra work in these four days," she said.
The productivity of the 4-day work was flat or slightly improved from the same period last year
Daniels pointed out that she would have employees work from Monday to Thursday, and Tuesday to Friday, and have employees take extra places to follow up on their colleagues ’ work during the holidays.
No longer do marathon daily team meetings with employees, in longer meetings involving customers and multiple presentations, employees will only attend part of the meeting based on necessity and then leave.
The hardest part, she says, is for employees to make sure they don ’ t go back to their old work mindset or habits. Overall, productivity was flat or slightly higher compared to the same period last year, with revenue up 47%.
She wants to continue experimenting for another six months before making a permanent change, “but I don ’ t think we ’ re going to go back to the typical five-day week. ”
If the four-day work week can improve production efficiency and the employees are happy, the bosses think that they can give it a try, or they think that the workload of five days can be completed in four days, so that the employees can continue to overcomplete their work on the fifth day.
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A four-day workweek can boost employee loyalty, but economic instability makes it unfeasible for many companies.

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The majority (81%) of Russian companies support the idea of reducing the working week to four days, while only 4% consider this possibility in the coming years, according to a study by hh.ru (Izvestia).
The main advantage of the four-day plan is the reduction of burnout among employees, the main drawback is the need to cut wages.
Today, business in Russia is not ready for such changes due to the insufficiently stable economy, experts say.
Nothing interferes
The reduction of the working week, advocated by 81% of employers, mainly supports large business.
However, the transition to such a schedule in the next three years is considered by only 4% of companies.
Even fewer are already working in a reduced week - this was told by 1% of companies with less than 50 and more than 3 thousand employees.
Such results were shown by a survey of the HeadHunter service, conducted in May among almost 700 enterprises at the request of Izvestia.
Economically, a shortened working week means a more flexible approach to the formation of a wage fund and increasing employee loyalty.
In the operational business, as well as the entire economy, continues to be under the influence of deep transformational processes caused by external circumstances.
Companies are not yet ready for another factor of possible tension in unstable current conditions, - explained the main expert on the labor market hh.ru Natalia Danina.
Photo: Getty Images / Matthias Kulka
The main advantages in the transition to a four-day period were the reduction of burnout of employees and more efficient use of working time.
In turn, the main disadvantage is the need to reduce wages for employees.
Among the risks, they also noted a reduction in productivity and bureaucratic difficulties.
Reducing the working week can favorably contribute to the development of the company, said the Director of personnel and organizational development of the service "Rabota.ru" Julia Sanina.
For example, the productivity of employees can increase by increasing their free time.
However, it is possible that the business will need additional staff to ensure continuous operation, and this, in turn, additional costs, the expert noted.
According to Article 91 of the Labor Code of the Russian Federation, normal working hours cannot exceed 40 hours per week.
That is, now nothing in the regulatory field does not prevent to switch to a four-day, having organized a shift schedule, said the head of the expert center for labor relations and labor protection of Business Russia, co-founder of the SRG group of companies Vitaly Fedin.
It is worth noting that in recent years there has been a trend of actual increase in working hours.
The corporate culture of Russian business often suggests that employees in offices significantly recycle and the schedule is stretched to 45-50 hours per week, the expert added.
Photo: Getty Images / Thomas Barwick
The four-day work week is something to strive for in the near future, Dmitry Medvedev, deputy chairman of the Security Council, told reporters in January 2022.
He added that it is necessary to make such a decision as the economic prerequisites mature, for individual industries and industries, and based on the general economic situation in the country.
Earlier it was reported that Kazakhstan is going to introduce a four-day period from July 1 of this year.
Amendments to the Labor Code have already been approved by the President of the country.
A similar experiment was also conducted in the UK, Belgium and other EU countries.
“Izvestia ” sent a request to the Ministry of Labor.
Transition to three years
As a rule, the shortened week was previously introduced in developed countries to manage the unemployment rate or against the background of the formation of a structural shortage of personnel, said Natalia Danina from hh.ru.
This was also done to “cool ” production cycles in the absence of demand or transfer the creation of products to other countries.
Recent examples of the introduction of four-day experiments are typical mainly for large technology giants, she stressed.
The desire to balance work and personal life intensified during the pandemic, when a huge number of people had the opportunity to work remotely, said Aghvan Mikaelyan, a member of the Board of Directors of the audit and consulting network FinExpertiza.
— Today, the global transition to a four-day period would be difficult to implement.
This requires either a significant increase in productivity, or a reduction in wages, or an increase in the cost of production.
So, to reduce the working week to four days, that is, by 20%, provided that wages are maintained at the same level, a proportional increase in the productivity of all employees would be required, the expert explained.
Photo: Izvestia / Konstantin Kokoshkin
It is not difficult to switch to a four-day period, it is enough to fix it by law, says Alexander Isaevich, CEO of the SME Corporation.
According to him, it is important that this was an additional option, not an obligation, since Russian citizens are accustomed to a certain level of service and want to receive services all seven days a week, and sometimes even at night.
The expert added that in the matter of reducing the working week, everything depends on the business sector.
For example, there are areas with continuous work, such as security activities, production and others.
Russia today is not ready for the introduction of the four-day plan.
There are serious problems with the structure of the workforce.
Despite the low unemployment rates, a significant part of the employed work at fractional rates for low salaries, and the shortage of personnel is combined with the lack of vacancies in depressed territories and in a number of sectors, ” said Aghvan Mikaelyan.
At the beginning of the adaptation to the new schedule, productivity may temporarily subside, so the transition to a four-day in Russia should be gradual and consistent, taking into account the specifics of business sectors, said Dmitry Puchkov, Director for Development of the Avito Work Platform.
According to the expert, the process of transition to a four-day period in the country can take from one to three years.

What challenges will the companies with diverse workforce have for implementing 4-day workweek??

Lack of resouces to support shift for sall comppanies

A four-day workweek boosts employee productivity, happiness, and work-life balance.

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Content: More vacations, less time, higher productivity.
American companies are testing their four-day job.
In an effort to retain competencies and balance work and personal life
In an effort to retain competent employees, offer incentives not to give them away to other competitors, and to balance work and personal life, many American companies have begun experimenting with a new work system that is perpetually only four days a week instead of five.
Participants in this experiment were asked to apply it for six months, with working hours reduced from forty hours a week to thirty-two hours, without prejudice to the financial entitlements of the employees.
Experiments from several US companies have found that employees who worked only four days a week were more productive and happier.
One of the advantages of working only four days a week, according to these experiences, as reported by Sky News Arabia, is that it made employees stick to their work more, which achieves a balance in the difficult equation between the professional and personal life of the employee.
Commenting on the experience, David Leventhal, chief economic editor at Business Insider, said: “In the United States, the coronavirus epidemic has changed everything, including employees who have worked from home for months, but so far there has been no move by the federal government to work for just four days.
Nick Loris, a researcher in the clean energy and climate sector, said: “Working just four days will be very important in terms of its environmental impact, as it will reduce the traffic jams that come with going to and from work at the same time for many people, especially in large cities, thus reducing emissions later. ”
The most prominent sectors that tried this approach were health and technology, and it came as an attempt by employers to retain qualified employees and offer them incentives not to give them away to other competitors.
On the other hand, there are those who have registered their objection to this career approach, pointing out that it may cause challenges that are difficult to resolve in terms of conflicting work schedules and scheduling.
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What did  the trial of 4-day workwee in New Zealand show?

The employees were happier
The productivity  increased

What did a survey on 4-day workweek conducted in Hong Kong show?

61% of respondents said employers could implement a four-day workweek to improve employees' mental health.

What did surveys conducted in London before and after the experiment of 4-day workweek  find?

54% of employees had better balance of work and home responsibilities

What has a Gallup Poll found out about the prospect of 4-day workweek?

46% of American employees said it will have an "extremely positive" impact.

What has the implementation 4-day wrokweek in Dubai, UAE indicated?

Increase in employee and customer satisfaction.

What were the results of UAE's trial of 4-day workday?

A 90% increase in job performance, happiness, and mental health.