The global trend toward the 4-day workweek has gained significant momentum since pilot programs began around 2018, notably led by the non-profit 4 Day Week Global.

Large-scale trials in the UK, Iceland, New Zealand, Spain, Canada, and other regions have tested the "100%-pay for 80%-time with 100% productivity" model, often referred to as the 100-80-100 framework.

These pilots involve diverse industries including banking, marketing, healthcare, finance, retail, hospitality, construction, manufacturing, and professional services

[1d46f039-99eb-4046-8a7f-5507144417d2_316669687; cf48d8ac-0386-40b7-9253-77191b543af4_295608395; 740d02c7-245a-4405-a579-818efb5231e7_333774911].

Reported benefits have been extensive and broadly consistent across different workplace sizes and sectors.

For employees, the 4-day workweek reduces workplace stress, anxiety, depression, and exhaustion, leading to improved mental and physical well-being, decreased burnout, fewer sick days, and better sleep quality.

Employees also report higher job and life satisfaction, increased time for exercise and family care, and reduced commuting times, which further contribute to a better work-life balance [1d46f039-99eb-4046-8a7f-5507144417d2_316669687; cf48d8ac-0386-40b7-9253-77191b543af4_295608395; d5e7633e-4964-44ea-86b2-578d7f85d75a_492757152].

Behavioral data show women may experience greater gains in burnout reduction and reduced commuting time, plus a more balanced division of household duties among genders was observed during trials .

Employers report increased productivity—with productivity and business performance rated highly—and revenue gains, coupled with improved recruitment and retention, as well as reduced absenteeism .

Despite these successes, there are notable barriers and challenges.

Skepticism remains in some parts of the business community about maintaining 100% productivity with reduced hours.

The heterogeneity of industries presents challenges: shift-based, client-driven, manufacturing, and some blue-collar sectors may struggle to reduce working days without operational disruptions

[1d46f039-99eb-4046-8a7f-5507144417d2_316669687; fab3c828-582b-4ae0-bf95-7773cf884e4d_871877708].

Implementation costs, workforce willingness, and ethical concerns about voluntary participation and data transparency complicate adoption.

Moreover, cultural norms and statutory labor protections vary widely among countries, affecting feasibility and equity in application .

The increased work intensity within shorter periods can cause stress or fatigue spikes for some workers, raising concerns about long-term sustainability.

A further challenge is equity in access, as new employment forms, including platform and gig work, require specialized governance to protect workers’ rights amidst flexible schedules.

The need for robust labor protections, transparent labor rules, suitable dispute resolution mechanisms, and legal safeguards is critical for newer, flexible work models related to 4-day weeks .

In addition, challenges such as maintaining innovation requiring teamwork and minimizing feelings of workplace alienation due to remote or reduced days demand attention .

Survey data from countries like India show high employee favorability (100%) toward the 4-day model, with over 60% of employers anticipating morale and stress improvements, while about a quarter remain uncertain about productivity effects.

Willingness to extend daily hours to compensate for the extra day off varies, indicating adjustments in work intensity and scheduling are factors for consideration .

Noteworthy is the emerging link between 4-day workweeks and broader societal benefits.

Reduced work hours improve work-life balance, enabling greater personal and social engagement, family care, and increased loyalty and teamwork, which benefit organizational culture and innovation.

This model is also associated with improved rankings on global happiness and well-being indices .

Environmentally, reduced commuting lowers carbon footprints, aligning the workweek reform with sustainability goals [cf48d8ac-0386-40b7-9253-77191b543af4_295608395; 14b4fea7-1be0-4a7c-beba-00550afcd896_579011915].

Overall, while the 4-day workweek shows promising benefits in productivity, employee well-being, retention, and social equity, challenges remain around sector-specific adaptation, implementation complexity, legal protections, and cultural acceptance.

Continued rigorous, diverse pilot programs across industries and countries, alongside supportive policy frameworks and equitable labor governance, are essential to realize the potential of the 4-day workweek as a globally adoptable labor model

[1d46f039-99eb-4046-8a7f-5507144417d2_316669687; cf48d8ac-0386-40b7-9253-77191b543af4_295608395; fab3c828-582b-4ae0-bf95-7773cf884e4d_871877708].

The global trend toward the 4-day workweek has gained significant momentum since pilot programs began around 2018, notably led by the non-profit 4 Day Week Global.

Title:

Content: [Workplace Culture] Non-Profit Organization 4 Day Week Global Advocates for Corporate Transition to “4-Day Workday ”
Commercial 15: 09 2022 / 06 / 01
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“4 Day Week Global ” explores and studies with businesses to see if they can stay 100% productive if their employees work 20% less hours, four days a week.
(Data Image)
During the COVID-19 pandemic, many companies have changed their work patterns, such as hybrid work and flexible working arrangements such as the four-day workweek, to reduce the chance of infection due to social contact.
However, in 2018, before the outbreak of the epidemic, New Zealand entrepreneur Andrew Barnes had already piloted the four-day work system for his company, and later established the non-profit group “4 Day Week Global ” to promote and guide the implementation of the four-day work system to global enterprises.
Andrew Barnes experimented with a four-day workweek for 240 employees at his company, Perpetual Guardian, which turned out to be a great success, with employees becoming happier and more productive, making it a permanent system.
Report: 92% of HR executives plan to use AI to enhance talent recruitment and management processes
Andrew Barnes then founded “4 Day Week Global ” and spoke in 99 countries on the topic of the four-day workweek, working with businessmen, academics and researchers around the world to bring productivity-focused flexible working to life.
“4 Day Week Global ” explores and studies with companies to see if they can stay 100% productive if their employees work 20% less hours, four days a week. Andrew Barnes says it ’ s not just about work-life balance, it ’ s about how to increase productivity to make the business better.
Focus more on production and return time to employees
“The idea of working four days a week is what I can give my employees as an incentive to focus on production, ” says Andrew Barnes.
If they can use their time more wisely, it makes sense to give it back to them. ” So he created the “100: 80: 100 framework ”, which allows employees to trade 100% of their salary, 80% of their time, for 100% productivity.
Report: 60% of employees have misused email to leak company data
In June this year, 20 companies from Oceania participated in the 4-day workweek pilot project of “4 Day Week Global ” and collaborated with Boston College, the University of Sydney, the University of Melbourne, and the Auckland University of Technology in New Zealand to guide companies through each step of the implementation trial.
Since January, similar pilot projects have been running in Ireland, North America and the UK, with 125 companies enrolled.
Andrew Barnes warns entrepreneurs: “Your biggest risk right now is not whether or not to try the four-day workday, but whether or not your biggest competitor has implemented it before you. ”
He emphasized that if entrepreneurs can ’ t re-imagine how the business works, employees will leave you and choose leaders with a broader vision.
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Large-scale trials in the UK, Iceland, New Zealand, Spain, Canada, and other regions have tested the "100%-pay for 80%-time with 100% productivity" model, often referred to as the 100-80-100 framework.

Title:

Content: Since June 1 this year, more than 3,000 employees from more than 60 companies in the United Kingdom have conducted a social experiment with a six-month “four-day work ”.
Since 2018, the non-profit organization of "4 Day Week Global" wants to test whether the public interest of "80% working time - 100% wages - 100% productivity" and "three days off a week, labor and management win" really exists.
Due to the COVID-19 outbreak so far in 2020, many enterprises have adopted the method of “working from home, diverting work ”, and in the long process of the epidemic, working from home and working from home has become an emerging work style.
Since the end of the epidemic this year, many countries have returned to their original or new jobs, whether they are blue-collar and white-collar workers who have left or changed jobs.
However, in more than two years, the transformation of various workplaces in the enterprise to survive, and the labor compromise of "unpaid leave + retained work" have made more and more pioneer projects of "four days a week", and the industry category has become more and more diversified, becoming a new opportunity to promote.
Among them, the most representative is Iceland.
According to media reports in the middle of last year: “The three-day weekend experiment in Iceland has been a success, and workers ’ happiness and productivity have improved ”; the reason for this is:“ Employees face less workplace stress, anxiety, depression and exhaustion, and therefore work harder and take fewer sick days; workers feel more leisure time, and therefore are more committed to their work. ”
This conclusion, in addition to the ethical questions of the willingness of enterprises and workers to participate, and whether or not to remain anonymous, also requires the testing of more rigorous research methods, such as the length of the experiment, whether the industry type and size of the experiment is consistent, and the working tolerance of the workers involved in the experiment, are worthy of further investigation.
On the other hand, the three-day experiment, the success stories of Iceland, New Zealand, and British Columbia, Canada, did not clearly describe the type of industry, the development of the industry in each country, and whether the size of the enterprises in the industry varies greatly.
In addition, across all continents of the world, countries have different levels of economic development, industrial structures have their own characteristics, and the government originally conferred statutory labor rights and interests, are also different.
In addition to industries that are not suitable for at-home work, the sense of alienation of human relationships, the synergy of face-to-face communication, and whether innovation requires teamwork have become the focus of discussion.
On the front page of the “Four Days a Week Worldwide ” website, the home page shows where the current pioneer projects are located on every continent around the world. Surprisingly, Central and South America, Africa, and Southeast Asia each launched at least five projects, but in Canada and the United States, there is only one pilot project.
Moreover, the website reveals that “working four days a week makes 78% of employees feel happier and less stressed. ”
It can also be seen that not only developed countries are promoting, in fact, more developing countries are also conducting experiments.
While there is a lack of a more convincing description of the experimental design, it is clear that this is indeed a possible new type of workplace.
Because of this, in addition to the pilot of national enterprises to cooperate with international non-profit organizations, there are also governments taking the lead in responding.
Spain ’ s leftist political party, once launched a “three days off ” policy in 2021, and the Spanish government agreed to test the new work system of“ 32 hours per week (8 hours per day) ” on a limited scale. 200 companies are willing to participate, and 3,000 to 6,000 workers benefit.
The result of such a trial gives more room for imagination to "take three days off every week, and employees will win both."
The social experiment of "80% of working hours - 100% of wages - 100% of productivity" has important policy significance for the harmony of labor relations and the long-term development of the economy.
"High working hours" does not mean "high productivity", which is the general consensus of the current society.
"Shorten working hours, wages unchanged", helps companies retain employees, perhaps without controversy; but whether it can also maintain 100% of the work output is questioned by the business community.
After the epidemic, "three days off a week, labor and management win" is applicable to some specific industry categories, and the nature of the work of individual employees may also be more widely distributed in various industries.
And the flexibility of working hours, the heterogeneity of the workplace, the universalization of work dispatch, and even the high expectations of the young generation for "enterprise decentralization" are all the help of "working four days a week", which may be a major challenge for enterprises in the future.
# Work # Employee # Business # Home # 4 Days

These pilots involve diverse industries including banking, marketing, healthcare, finance, retail, hospitality, construction, manufacturing, and professional services

Title:

Content: Saudi News
Thousands of employees at 70 UK companies begin four-day workweek
MOHAMMED BIN MASOOD, DAMMAM – Thousands of employees at 70 companies in Britain have started a four-day work week trial, a six-month trial to cut workers ’ hours while earning the same amount. From the salary.
Researchers at Cambridge University, Oxford University and Boston College will assess the impact of a shorter work week on productivity and quality of life.
* * Results in 2023,
The programme in Britain follows similar efforts in other countries, including Iceland, New Zealand, Scotland and the United States.
Organisers said more than 3,300 workers in banking, marketing, healthcare, financial services, retail, hospitality and other industries in Britain were taking part in the pilot programme.
A four-day work week has been a workplace dream for decades.
In 1956, then-Vice President Richard Nixon predicted such an arrangement in “the not-too-distant future. ”
Working from home during the epidemic was the main factor driving the growing momentum for a shorter work week.
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[1d46f039-99eb-4046-8a7f-5507144417d2_316669687; cf48d8ac-0386-40b7-9253-77191b543af4_295608395; 740d02c7-245a-4405-a579-818efb5231e7_333774911].

Title:

Content: To increase production and care for the family.
Saudi writer calls for "4" days of work and study
Journalist Omar Al-Omari calls for the application of the system of work and study for 4 days a week, considering that the subject has become worthy of study, as studies showed that employees who work (4) days a week achieved the same levels of productivity, but also showed positive levels in job satisfaction, teamwork and balance between work and caring for families, which increased their loyalty to the facilities in which they work.
Decreased motivation to be in the workplace
4 thoughts on “4 days a week?! ”
In Makkah newspaper, Al-Omari says: There is no relationship between productivity and the length of work, and the headquarters of the school is not the only place to learn, contributed by the presence of modern technology and advanced communication system, artificial intelligence and speed of information exchange and automation, all in its great purpose to serve man and save his time from daily routines, thus decreasing the need to be in the workplace. Innovative thinking, wider spaces of creative products and the acquisition of new skills to make real progress and development difference and impact, and this can only be achieved by creating a comfortable balance between social life and human humanity and the harsh official working environment. ”
Business Idea (4) days trending in recent months
While the idea of working for four days has been popular in recent months, and has been successful in a number of developed countries recently, it is not a product of the moment, so recent studies have shown that employees who are overworked by long work periods and transport to work are actually less productive than the average productivity of employees who work in the same field for less time and have more freedom.
Employees achieved the same levels of productivity
“Studies have shown that employees who work with the idea of   working four days a week achieved the same levels of productivity, but also showed positive levels of job satisfaction, teamwork, work-life balance and loyalty to the facilities in which they work.
People feel happy and satisfied
“I believe that the idea of working four days a week will increase some of the important global rankings as a soft power in enhancing the presence on the world map, namely (World Happiness Index), (World Wellbeing Index) and (Quality of Life), thus reflecting this on the ranking of the best cities and places to live in the world. Other contributing factors include additional income, social support, family empowerment, quality of health and education, security, absence of corruption and the level of freedoms enjoyed by individuals. ”
Greater care for families
According to several European research findings, working four days a week promotes work-life balance and greater personal and social space for the individual; employees will be able to spend more time with their families, better reconcile care and work obligations, be more committed to their tasks and duties, and less likely to be stressed or take sick leave; as a result, they return to work ready to face new challenges in solving problems. And promote the presence of innovation and creativity in the work to achieve efficiency and competition. ”
The subject is worth studying.
“I think the topic has become worthy of study at the level of the number of school days and the number of working days to enhance the quality of life, create wider social spaces, and enhance the happiness and mental health index, ” concluded Al-Omari.
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Reported benefits have been extensive and broadly consistent across different workplace sizes and sectors.

Title:

Content: Ina Opperman
Business Journalist
3 minute read
26 Feb 2023
10:00 am

Largest 4-day week trial results good news for future of work

Ina Opperman

Will a 4-day workweek work? It seems that employees and employers are happy.

The results of the world’s largest 4-day week trial is good news for the future of work, with new research showing that these results are largely in line with existing global evidence, further demonstrating the benefits of reduced-hour, output-focused working.

The pilot programme conducted in the UK by non-profit 4 Day Week Global, the UK’s 4-Day Week Campaign and think tank Autonomy, guided over 60 companies and almost 3 000 workers through a six-month trial of a 4-day week, with no loss of pay for workers.

This brings the global campaign’s total number of completed pilot participants to 91 companies and approximately 3 500 employees. Lead researcher, professor Juliet Schor of Boston College, says overall results show that almost every organisation will stick to a 4-day week after the trial, with 91% definitely continuing or planning to continue and another 4% leaning towards continuing. Only 4% of participants are definitely not continuing.

Participating companies rated their overall experience of the trials at an average of 8.5/10, with business productivity and business performance each scoring 7.5/10. Revenue increased by 35% over the trial periods when compared to similar periods from the previous year, while hiring increased and absenteeism decreased.

ALSO READ: 28 SA companies to implement 4-day work week on 1 March

Improved employee wellbeing and health

During the trial it was also found that the health and wellbeing of employees also improved, with significant increases observed in physical and mental health, time spent exercising and overall life and job satisfaction. Rates of stress, burnout and fatigue all decreased along with problems with sleep.

Even the environmental outcomes were encouraging, with commuting time falling across the full sample by a half hour per week.

Schor says she observed an encouraging consistency in the data, with results largely steady across workplaces of varying sizes, demonstrating this is an innovation which works for many types of organisations.

“There are also some interesting differences. We found that employees in non-profits and professional services had a larger average increase in time spent exercising, while those in construction and manufacturing enjoyed the largest reductions in burnout and sleep problems.”

Behavioural scientist and new CEO of 4-Day Week Global, Dr Dale Whelehan, explained the sample produced interesting differences in gender outcomes. “While men and women benefit from a 4-day week, women’s experience is generally better for burnout, life and job satisfaction, mental health and reduced commuting time.”

ALSO READ: 4-day work week pilot so successful, all participating companies sticking to it

4-day workweek also balances home tasks

Encouragingly, the research also showed that the burden of non-work duties appears to be balancing out, with more men taking on a greater share of housework and childcare.

Co-founder and MD of 4-Day Week Global, Charlotte Lockhart, says her team is delighted to be expanding the arguments in favour of a 4-day week with this new world-class academic research. “We look forward to adding our Australasian pilot results to this data set in the coming weeks and our European, South African, Brazilian and North American results in the coming months.”

4-Day Week Global was founded in New Zealand by entrepreneurs and philanthropists, Andrew Barnes and Charlotte Lockhart, following the world-renowned success of their pioneering trial of the 4-day week in Perpetual Guardian.

Their approach is based on the 100-80-100™ model designed by Lockhart alongside the Perpetual Guardian trial in 2018. That means 100% of the pay, for 80% of the time, in exchange for a commitment to deliver 100% of the output.

4-Day Week Global’s ambition is to make a 4-day week the new default and reduced working time the new standard.

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

For employees, the 4-day workweek reduces workplace stress, anxiety, depression, and exhaustion, leading to improved mental and physical well-being, decreased burnout, fewer sick days, and better sleep quality.

What did  the trial of 4-day workwee in New Zealand show?

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?

39% of employees became less stressed
40% of employees reported better sleep

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

77% of American employees believe that it will have a positive impact on their health

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

Employees also report higher job and life satisfaction, increased time for exercise and family care, and reduced commuting times, which further contribute to a better work-life balance [1d46f039-99eb-4046-8a7f-5507144417d2_316669687; cf48d8ac-0386-40b7-9253-77191b543af4_295608395; d5e7633e-4964-44ea-86b2-578d7f85d75a_492757152].

What did  the trial of 4-day workwee in New Zealand show?

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

Increase in employee and customer satisfaction.

Behavioral data show women may experience greater gains in burnout reduction and reduced commuting time, plus a more balanced division of household duties among genders was observed during trials .

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

Employers report increased productivity—with productivity and business performance rated highly—and revenue gains, coupled with improved recruitment and retention, as well as reduced absenteeism .

What did  the trial of 4-day workwee in New Zealand show?

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

Increase in work quality indicators
Increase in productivity

Despite these successes, there are notable barriers and challenges.

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26 / 09 / 2023
People are an important element of corporate sustainability! Bank of New York Mellon: Focus on training young people! 6 ways to increase employee happiness
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International competition for talent has increased significantly in recent years, and people pay special attention to the sustainability of enterprises and organizations.
What strategies are better at attracting talent and have more long-term effects than silver bullets?
Hani Kablawi, president of Mellon Bank of New York ’ s International Department, said that he was once a refugee, and now he is committed to integrating DE & I culture into the workplace, promoting it as a management, and supporting refugees through education and employment opportunities. (photo by Chen Yongkang)
Hani Kablawi, president of BNY Mellon ’ s international division, recently shared in an interview with this newspaper that over the past few years, companies have focused their talent strategy on nurturing young talent; and six other strategies (see table) to increase employee happiness and engagement.
Attracting and retaining the right talent is an ongoing strategy for the company, says Hani Kablawi. “We should think carefully about how to recruit, who to recruit, how to retain, how to develop and promote talent. ” The strategy also covers all levels of management at BNY Mellon and has been focused on developing young talent for the past few years.
Nurturing young leaders to provide a platform for advancement
Among them, it is not only an effort to provide opportunities for emerging leaders to take on more responsibility within the company as a priority.
What ’ s more, we need to start with campus recruitment, starting with recruiting young, aspiring graduates to provide them with a platform for internal training, development and advancement.
Taking the deployment in the Asian market in recent years as an example, he said: “In addition to the introduction of entry-level courses on campus, the number of interns has also increased significantly.
This large group of interns also ended up being offered a job at BNY Mellon as part of the company, providing them with the tools to succeed and many development opportunities. ”
As the global talent war continues, as a 239-year old company, maintaining an employer brand that attracts and retains talent, internal culture and innovation are also key, deeply affecting the willingness of many people in the workplace and young people who are entering the workforce to join the company.
“We are a company with annual revenue of US $16 billion (approximately HK $125 billion), serving 93% of the Fortune 100 and 89% of the world ’ s top 100 asset managers, ” Hani revealed.
Platforms of this type and size require investments in technology and flexibility, as well as “disciplined self-management ” according to risk management principles.
The company invests US $3.5 billion (HK $27.3 billion) annually in technology to improve investment management and investment services.
Digitalization introduces machine learning AI operations
There is also the introduction of artificial intelligence (AI) tools in internal operations, with open source tools to bring new capabilities, predictive analytics and other alternatives, and AI and machine learning in a controlled and orderly manner, “allowing us to be more agile and at a lower cost on our digital transformation journey. ”
Expect to improve the quality of work while helping employees focus on higher-value work.
He believes that in times of market volatility and crisis, the business continues to emerge, due to the investment in stability and reliability, as well as risk management, “while investing in innovation to inject new ideas and innovations into the industry, such as digital assets, data and digital solutions, wealth and technological creativity. ”
At the same time, to attract different talents, "both campus talents, new entrants, but also senior talents."
"The best way to attract talent is to keep these things going, to be reliable, flexible and risk management, to keep innovating and to keep investing in technology," he said.
The team is flexible and adaptable to all challenges
In addition, the company has promoted flexible working environments, including the introduction of special employee benefits such as hybrid office models and Work From Anywhere (WFA) to give employees greater freedom.
He also revealed that at present, some employees choose to work in the office five days a week, while a small number work full-time from home, and most of the employees adopt a hybrid office model.
“We have implemented some special employee benefits, such as a maximum of two weeks a year for them to choose Work From Anywhere. ”
Early in the pandemic, the team has developed the ability to work from anywhere, flexibly, and meet different challenges.
He believes that in addition to improving productivity, this also increases employee happiness and engagement.
“We want people to be engaged and committed to working for the company, so I think it ’ s important to achieve that balance (to promote a flexible working environment). ”
“We need experts in the industry who are outside in thinkers who think about customer strategy, customer priorities, customer challenges and bring these back to the company and work to ensure that our capabilities and solutions are tailored to the needs of our customers, ” he explains.
The content of the signed and / or unsigned articles published by Economic Times is the author's personal opinion and does not represent the position of Economic Times, and the role of Economic Times is to provide a free speech platform.
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What are the challenges of 4-day workweek?

To ensure employees didn't fall back into old work mindsets or habits.

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

Lack of resouces to support shift for sall comppanies

Complicated to roll out for large companies

What did Labor economist Jonathan Boys say about 4-day workweek?

Food and beverage industry may face more problems.

Healthcare industry may face more problems.

Education industriy may face more problems.

Skepticism remains in some parts of the business community about maintaining 100% productivity with reduced hours.

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

The heterogeneity of industries presents challenges: shift-based, client-driven, manufacturing, and some blue-collar sectors may struggle to reduce working days without operational disruptions

[1d46f039-99eb-4046-8a7f-5507144417d2_316669687; fab3c828-582b-4ae0-bf95-7773cf884e4d_871877708].

Implementation costs, workforce willingness, and ethical concerns about voluntary participation and data transparency complicate adoption.

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

Complicated to roll out for large companies

Moreover, cultural norms and statutory labor protections vary widely among countries, affecting feasibility and equity in application .

The increased work intensity within shorter periods can cause stress or fatigue spikes for some workers, raising concerns about long-term sustainability.

Title:

Content: 【 Printing 】
【 Page 1 Page 2 】
Governance keeps pace with development and fully protects the rights and interests of workers
Related LINKS http: / / www.CRNT.com 2024-02-29 17: 01: 44
Recently, the Ministry of Human Resources and Social Security has compiled and released the "Guidelines for the Protection of the Rights and Interests of New Employment Workers", "Guidelines for the Publicity of Labor Rules for New Employment Workers", and "Guidelines for the Protection of the Rights and Interests of New Employment Workers". Employers and new forms of employment maintain their rights in accordance with the law and safeguard the basic rights and interests of workers.
New employment forms of labor mainly refers to online acceptance of the Internet platform issued by the distribution, travel, transportation, domestic service and other work tasks, in accordance with the platform's requirements to provide platform network services.
In recent years, with the continuous development of the platform economy, new employment forms have become an important channel for workers to increase employment income, employment "reservoir" "stabilizer" role is increasingly apparent, 2023 new employment forms of labor has reached 84 million people.
Unlike traditional employment models, new employment forms are more flexible in terms of labor relations and work content.
In reality, some workers work too long hours, the application of minimum wage standards is unclear, the formulation of platform rules is not open and transparent, and the channels of human rights protection services are not smooth.
Whether the relevant problems can be properly solved is related to the happiness index of workers, the overall situation of employment and work, and social fairness and justice.
Solve the anxiety and worry, highlight a "warm" word.
It should be seen that the form of employment is new, and the protection of rights cannot be absent.
The new regulations reflect more prominent issues to put forward new measures for workers to organize the rights and interests of the protection network: in terms of labor remuneration, the new employment forms of workers that do not fully comply with the establishment of labor relations, but enterprises for labor management of workers, apply the hourly minimum wage standard; in terms of dispute resolution, workers can protect their rights and interests through labor dispute mediation and arbitration, labor protection monitoring, judicial litigation, legal aid and other channels.
Only by upholding the basic rights of getting paid for work, social insurance, labor safety and health protection, and rest and leave can workers work in a dignified manner and develop in an all-round way.
Support flexible employment, embody a "live" word.
For the new employment form, it is necessary to strengthen governance and incorporate it into the track of legality, but also to avoid overly strict policies and restrict the development of the industry.
In the past, the platform bound the service length with the income and the quality of the delivery order. Although it objectively encouraged labor activism, it also generated problems such as excessive labor and fatigue distribution, which damaged the health of workers.
In this regard, the new regulations draw a red line on the one hand, requiring the maximum continuous order time and the maximum daily working time to stop pushing, to ensure necessary rest; on the other hand, to allow enterprises, unions or workers on behalf of equal consultation to reasonably determine the relaxation time, does not affect the workers through more work to increase their income.
Combining authority and flexibility can help make regulations more practical and policies more accessible.
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【 Printing 】
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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.

A further challenge is equity in access, as new employment forms, including platform and gig work, require specialized governance to protect workers’ rights amidst flexible schedules.

The need for robust labor protections, transparent labor rules, suitable dispute resolution mechanisms, and legal safeguards is critical for newer, flexible work models related to 4-day weeks .

In addition, challenges such as maintaining innovation requiring teamwork and minimizing feelings of workplace alienation due to remote or reduced days demand attention .

Survey data from countries like India show high employee favorability (100%) toward the 4-day model, with over 60% of employers anticipating morale and stress improvements, while about a quarter remain uncertain about productivity effects.

Title:

Content: Europe

Majority of employers in India favour four day workweek: Report

With quite a few corporations internationally proposing 4-day
workweek for workers, a report has revealed {that a} majority of
employers in India strongly agree that this mannequin will assist in
decreasing stress degree, Trend experiences citing The Tribune.

Over 60 per cent of the employers strongly agree that the brand new
4-day workweek mannequin might be profitable in uplifting the general
morale of the organisation with job satisfaction and work-life
stability, serving to to cut back stress and nervousness ranges, a report by
HR Solutions Genius Consultants mentioned.

However, 27 per cent of the employers who participated within the
survey mentioned they weren’t certain of its implications on
organisations’ productiveness.

The remaining 11 per cent disagreed with the notion, arguing
that the 4-day work mannequin would neither enhance nor yield any
drastic optimistic outcomes, it mentioned.

The report is predicated on a survey performed on-line amongst 1,113
employers and workers between February 1 and March 7 throughout
sectors, together with banking and finance, building and
engineering, schooling, FMCG, hospitality, HR options, IT, ITES
and BPO, logistics, manufacturing, media, oil and fuel.

The survey discovered that 100 per cent workers are in favour of
the 4-day workweek mannequin.

Further, when employers have been requested if they’re keen to work
past 12 hours to compensate for an additional break day, over 56 per
cent agreed immediately, whereas the remaining 44 per cent of the
respondents weren’t satisfied about stretching their standard working
hours.

Similarly, 60 per cent workers within the survey mentioned they’re
keen to work greater than 12 hours in alternate for one more weekly
off.

Over 66 per cent of respondents strongly believed that the 4-day
week module will assist them enhance their productiveness ranges, the
report mentioned.

The survey additionally revealed that for employers, essentially the most most well-liked
third break day is Friday (52 per cent), adopted by Monday (18 per
cent), Wednesday (18 per cent) and Thursday (11 per cent).

“The new 4-day workweek module has been fairly an attention-grabbing
development that has been more and more adopted by fairly a couple of international locations
and organisations from a standalone perspective. People have been
praising the module for serving to workers handle each their
private and work lives higher. Some really feel the 4-day week mannequin has
enabled them to push their boundaries, contribute and carry out
higher,” mentioned R P Yadav, Genius Consultants CMD.

The module has piqued quite a lot of curiosity and has made few
organisations marvel if they need to take into account adopting the identical for
their firm construction, he added.

Source link

Back to top button

Willingness to extend daily hours to compensate for the extra day off varies, indicating adjustments in work intensity and scheduling are factors for consideration .

Noteworthy is the emerging link between 4-day workweeks and broader societal benefits.

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.

Reduced work hours improve work-life balance, enabling greater personal and social engagement, family care, and increased loyalty and teamwork, which benefit organizational culture and innovation.

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

Increase in employee and customer satisfaction.

This model is also associated with improved rankings on global happiness and well-being indices .

What did  the trial of 4-day workwee in New Zealand show?

Environmentally, reduced commuting lowers carbon footprints, aligning the workweek reform with sustainability goals [cf48d8ac-0386-40b7-9253-77191b543af4_295608395; 14b4fea7-1be0-4a7c-beba-00550afcd896_579011915].

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‘Affiliate Content’ is used to describe content that contains affiliate links. Euronews is compensated for the products and services linked to this article. This content is produced by Euronews affiliates and does not involve Euronews editorial staff or news journalists.

Climate change benefits are the next workplace trend but what are these green perks?

Electric car leasing plans are part of the "green perks" being offered by some companies to employees.   -  Copyright  Canva

By Aoibhinn Mc Bride

From flooding to soaring temperatures during the summer months, climate change in Europe has already reached critical levels.

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That’s according to the recently published European Climate Risk Assessment which has identified a number of factors that need to be acted upon swiftly, including ecosystems, food, healthcare and infrastructure, along with the knock-on impact climate change will have on the economy.

Many organisations based in Europe are already on track to make their operations more sustainable - 60 per cent of European-headquartered businesses have made net zero commitments.

But simply reducing their carbon footprint isn’t enough, and employees are increasingly seeking out employers going the extra mile when it comes to climate change, and offering tangible benefits, just like they would for healthcare or pension contributions.

In fact, separate data by research firm Gartner has identified that 37 per cent of employers have already had to adapt their ways of working due to climate-related risks impacting staff.

Sustainable safety

Designed to keep staff safe, these climate change benefits include evacuation procedures, the provision of a designated shelter with a guaranteed electricity source, or even access to critical supplies, such as bottled water, air purifiers, and solar-powered radios.

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Additionally, mental health supports and employee assistance tools are becoming increasingly common.

Speaking about the findings, Emily Rose McRae, senior director analyst at the Gartner HR practice, shared that relocation assistance and short-term housing subsidies are gaining traction in the US, which has suffered multiple natural disasters in recent years.

"One thing we’ve seen organisations do is to create a direct line expert in navigating the various federal programs, local programs, and employer benefits that are available, removing the pressure for employees to sort through complex administrative burdens during climate-related events," she said.

"These experts are typically already employed by the organisation’s existing employee assistance program (EAP), so it’s not about adding a new benefit so much as making it easier for employees to access the benefit and letting them know that this specific benefit is available".

Green perks

While access to disaster relief is a much-needed insurance policy of sorts, employers are also beginning to offer less critical climate benefits to promote a greener future.

These may include access to a subsidised electric vehicle (EV) leasing plan to cut emissions for staff commuting to the office by car, or a cycle-to-work scheme, similar to the ones already in place in the Netherlands, Belgium, France, Italy, and Ireland.

Green stipends for staff are also a way to encourage more sustainable and eco-friendly practices outside of the workplace.

These can be centralised internally or facilitated by a third-party such as Mossy Earth which operates a subscription-based membership model that restores nature via rewinding initiatives or Climate Perks which allows employees to accrue "journey days" to be used on low-carbon holidays, on top of their annual holiday entitlement.

An even more simple solution? Working for a company that has enshrined remote working practices that reduce commuting times and carbon emissions, or has gone one step further by implementing a four-day work week with no loss to productivity or pay, to enable staff to spend less time plugged in - literally and figuratively.

Below, discover three jobs that will facilitate a more climate-conscious way of working, and you can find many more on the Euronews Job Board.

ADVERTISEMENT

In Paris, Octopus Energy is seeking a Client Delivery Lead to work across its Kraken Technology division. Working to support European clients, you will be directly responsible for creating, managing, and prioritising the operations product roadmap to ensure clarity and understanding.

Jobbio is hiring a Front-end Developer to work in a remote capacity. Developing new user-facing features using React.js and building reusable components and front-end libraries for future use are key components of this role, along with translating designs and wireframes into high-quality code.

Alternatively, if you’re based in the UK or Ireland and looking for a new opportunity with autonomy and flexibility, DataAnnotation is hiring AI Content Writers to teach chatbots. Working remotely, you will be able to pick the projects you work on, full-time or part-time, and work to your own schedule.

Want brilliant workplace benefits? Find your next role today via the Euronews Job Board

Overall, while the 4-day workweek shows promising benefits in productivity, employee well-being, retention, and social equity, challenges remain around sector-specific adaptation, implementation complexity, legal protections, and cultural acceptance.

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

Complicated to roll out for large companies

What did  the trial of 4-day workwee in New Zealand show?

The productivity  increased
The employees were happier

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

Continued rigorous, diverse pilot programs across industries and countries, alongside supportive policy frameworks and equitable labor governance, are essential to realize the potential of the 4-day workweek as a globally adoptable labor model

[1d46f039-99eb-4046-8a7f-5507144417d2_316669687; cf48d8ac-0386-40b7-9253-77191b543af4_295608395; fab3c828-582b-4ae0-bf95-7773cf884e4d_871877708].


Biohacking is an emerging field combining biology with self-experimentation to optimize health, well-being, and longevity.

It originated in Silicon Valley as "DIY biology," where individuals attempt to "hack" or enhance their genetic potential and bodily functions through lifestyle modifications, technological aids, and sometimes invasive procedures.

The core principle involves "reprogramming" one’s body and mind by activating latent biological capabilities, often through epigenetic mechanisms that influence gene expression without altering DNA sequences .

Common biohacking techniques among enthusiasts include various dietary strategies such as intermittent fasting, ketogenic diets, elimination diets (gluten-free, dairy-free), and the "Bulletproof diet," all aimed at reducing inflammation and optimizing gut health.

Supplement intake is prevalent, with users often consuming multiple supplements purported to support muscle growth, cognitive function, anti-aging, and anti-inflammatory effects.

For instance, creatine supplementation is increasingly recognized for its benefits across genders in improving muscle mass and cognitive performance .

Physical activity regimens often extend to extreme and hormetic stress-inducing practices like cold exposure (ice baths), heat therapy (saunas), and intensive exercise routines with planned recovery.

Gut optimization commonly involves probiotics, prebiotics, and diet adjustments to target inflammation .

Besides lifestyle interventions, biohackers employ advanced technological tools, including wearable medical-grade devices that track biomarkers such as heart rate variability, sleep quality, hormonal fluctuations, and physical performance metrics.

Some experiment with DIY blood testing and personalized biomarker tracking.

Evidence supports intermittent fasting’s metabolic benefits and the role of anti-inflammatory diets; creatine is well-studied for muscle and brain health.

Biohacking is an emerging field combining biology with self-experimentation to optimize health, well-being, and longevity.

Title:

Content: Biohacking is a controversial practice, but Lepht Anonym accepts its risks. More than once he has ended up in the ER, leaving doctors perplexed by inserting chips and even boxes with connectors into his body.

Centuries ago, when a doctor wanted to try a new vaccine or a new drug that he had created … he tested it on himself. Many died while developing new medicines.

Some biohackers they see themselves as those pioneering doctors of the Middle Ages: they test on their own body biotechnologies that aspire to improve the human being, cure diseases, and evolve the human condition, to achieve the desired happiness. And some have also died trying.

The biohacking, also known by the name of DIY biology or DIYbio, has as purpose improve our human condition making nanotechnology, genetic engineering, and technological implants available to everyone. You have more information on this card:

From its origins, Humanity pursues immortality and eternal youth. Biohacking seeks to improve our human condition with cybernetic implants. We explain who biohackers are, and why chips are installed inside the body.

Biohackers implant chips, sensors, machines and other mechanisms with the aim of overcoming physical and intellectual limits.

There is an ethical branch o legal of biohacking that only experiments with implants that do not pose a health hazard, for example chips under the skin.

But another trend is committed to not setting limits, even at the cost of putting your health at risk. Its objective is to defeat all diseases, aging and even death, with the help of technology. Then we will stop being human to become transhumans.

A first step towards posthumanism, where Humanity could dispense with its own body and live eternally as data in a neurological network.

Tips and guide to buy a next-generation sports watch that fits your needs and helps you improve your sports goals.

Within these biohackers, grinders they are the most extreme version. It is the case of Lepht Anonym, a British biohacker that, as he tells us Business Insider, more than 50 chips, antennas and other devices have been implanted in the body.

Read:  You can now install macOS Monterey with new features in Shortcuts, Safari, spatial audio in FaceTime and much more

As only professionals can use anesthesia, all Lepht Anonym implants have been inserted into your body by volunteers, to live. Your goal is “improve our quality of life through technology“.

Lepth explains on his blog that inserts its own chips because “there is no other easy way to do it. I will not wait for someone with a research laboratory to endorse this search.“.

The first chip that this biohacker was implanted under the skin, it allowed pay in stores simply by touching the card reader.

It was also implanted some magnets under the fingers, which detected external sensors to feel the distance between hands and objects. This could help blind people to move without hitting obstacles.

Hackers and the computer world are increasingly present in television fictions. Surely at the moment we can think of a series that deals with these topics, but if you can only think of one or two, we have selected a few about hackers that we find interesting.

His latest experiment, last year, has been his most troublesome. A box several centimeters long, with antennas, USB storage and connectors, was inserted under the arm. All went well until he hit his arm in a taxi, and began to swell. He had to go to the emergency room:

There the doctors told me that I was fatal, that they did not understand why I had put a box in my arm“.

In the end, he gave up: “They kept insisting that I take it off. I let them do it because they discovered that a hole had opened in one corner of the device and a large amount of a viscous substance was coming out“.

After that incident, Lepht Anonym has not updated his blog again.

The biohacking it is a practice that is just beginning. But without a doubt, it will go further. There are already medical biohackers, and the goal is to incorporate this branch of technology into medicine.

Put it in the hands of experts, because people’s health is at stake.

It originated in Silicon Valley as "DIY biology," where individuals attempt to "hack" or enhance their genetic potential and bodily functions through lifestyle modifications, technological aids, and sometimes invasive procedures.

Title:

Content: Home » biohacking, reprogramming mind and body to live better

biohacking, reprogramming mind and body to live better

by admin

It’s called “biohacking” and it comes from Silicon Valley. Listen: The long life diet: the longevity formula is calorie restriction …

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It’s called “biohacking” and comes from Silicon Valley.

A relatively new word that comes from the union of “biology” and “hacker” and indicates the attempt to positively influence the functioning of the organism, by hacking, ie trying to “force”, one’s genetic heritage. A strategy to live better and longer launched years ago by Californian top managers and which then spread throughout the world. How to upgrade the “operating system” of the human body? No manipulation, here we are talking about “reprogramming” and new lifestyles. “Our genetic heritage has enormous unexpressed potential that can be activated,” he explains Fabio Piccinidoctor and psychoanalyst, researcher of Food Sciences of theMarche Polytechnic University, author of the book “Biohacking Techniques: how to optimize metabolism to increase health and longevity”. “Biohacking aims to activate epigenetic modifications by awakening dormant genes to enhance the body’s resources.” While genetics studies the structure of DNA, epigenetics the way genes express themselves, i.e. how much they are turned on or off. “We’re talking about a set of strategies that aim to strengthen the body from a physical and mental point of view, first of all through nutrition, sleep quality, physical activity, cognitive stimulation”. One of the pillars of biohacking and the intermittent fasting, Piccini adds, which plans to concentrate the diet in a precise time span of the day (to be followed always under medical supervision). «But it is equally important to take care of sleep, we know very well that sleep debt accelerates aging and that 30-40 percent of people sleep too little. Just as it is essential to check thehydration. Physical training must also be intermittent, with recovery periods in place to allow the muscle layers to rebuild. And then, you have to keep learning something at any age, another pillar of biohacking: studying music or a new language, for example, to counteract cognitive degeneration”.

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THE QUALITY OF LIFE

Sandra Milo is one of the supporters of this well-being and longevity strategy. «I’m lucky, at 90 I’m in full health and I still have a great desire to enjoy life. I don’t know if it’s a matter of genetics, nor do I think there is a “magic formula” of longevity, but I have certainly always been careful to lead a healthy life. There is nothing more beautiful than reaching old age with a smile and in full autonomy », says the actress who baptized the first Biohacking Suite in Rome. “Our mission is not so much to lengthen life but to improve its quality by lowering the rate of morbidity,” explains Dr. Claudio Urbani, specialist in regenerative medicine, neuroscience and stress therapy, head of the longevity center Umb. «Biohacking aims to modify dormant functional responses from non-use, from muscular or cardiovascular function to flexibility. It is about regaining possession of the body and the mind-body axis, starting with stress management». Diagnosing your own state of “aging” involves a series of tests. «The measurement of oxidative stress which measures the quantity of free radicals and indicates any inflammatory states, plethysmography to evaluate the functionality of the microcirculation of the legs, impedancemetry to study body composition, fat and lean mass, nutritional status and hydration level. And only after the check is a tailor-made program created for each person. Among the suggested therapies, there is also that of the cold which stimulates the metabolism and reduces inflammation ».

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The core principle involves "reprogramming" one’s body and mind by activating latent biological capabilities, often through epigenetic mechanisms that influence gene expression without altering DNA sequences .

Common biohacking techniques among enthusiasts include various dietary strategies such as intermittent fasting, ketogenic diets, elimination diets (gluten-free, dairy-free), and the "Bulletproof diet," all aimed at reducing inflammation and optimizing gut health.

Supplement intake is prevalent, with users often consuming multiple supplements purported to support muscle growth, cognitive function, anti-aging, and anti-inflammatory effects.

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Biohacking & Toxic Masculinity: How Women Dismantled The Boys Club

Author: Medical reviewer:
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By Jamie Schneider
Beauty & Health Editor
Jamie Schneider is the Beauty Editor at mindbodygreen. She has a B.A. in Organizational Studies and English from the University of Michigan, and her work has appeared in Coveteur, The Chill Times, and Wyld Skincare.
Medical review by
Bindiya Gandhi, M.D.
Physician
Dr. Bindiya Gandhi is an American Board Family Medicine–certified physician who completed her family medicine training at Georgia Regents University/Medical College of Georgia.
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Take a quick search for “biohacker” on TikTok (a tag with over 137 million views), and you’ll discover a slew of men discussing their muscle gains, testosterone levels, and cold plunge routines. You’ll see some women on the page, but the space is undoubtedly dominated by male energy. And think of the outspoken biohackers you may listen to on podcasts—chances are most of them are men, too.

This gendered approach to biohacking, while pervasive, is simply misguided. But now, women are asserting their authority in health optimization, and we expect their emphasis to soar in the year ahead.

Meet the experts

Molly Maloof. M.D.

Molly Maloof. M.D. provides health optimization and personalized medicine to high-achieving entrepreneurs, investors, and technology executives. Since 2012, she has worked as an advisor or consultant to more than 50 companies in the digital health, consumer health, and biotechnology industries. Her company, Adamo Bioscience, is working on sexual health optimization.

Gabrielle Lyon, D.O.

Gabrielle Lyon, D.O. is a board-certified family physician leading a disruption in modern medicine that focuses on the largest organ in the body: skeletal muscle. With a background that includes a combined research and clinical fellowship in geriatrics and nutritional sciences at Washington University and undergraduate training in nutritional sciences at the University of Illinois, she is a subject-matter expert on protein for health, performance, aging, and disease prevention.

Stacy Salvi

Stacy Salvi is the vice president of product and strategy at the medical device company Movano Health—the creator of the Evie Ring, the first medical-grade health wearable designed for women.

Mona Vand, PharmD

Mona Vand, PharmD studied pharmacy at Massachusetts College of Pharmacy and Health Sciences before developing her platform that shares holistic wellness advice.

Why biohacking isn’t just for “bros”

“Women are the original biohackers,” declares family physician, Molly Maloof, M.D. “Our hormones change throughout our lives, and this requires us to adapt accordingly.” Our biology means that women often need to constantly edit their health routines and experiment with lifestyle habits as time goes on. Isn’t that the very definition of biohacking?

Let's back up: Here at mindbodygreen, we think of “biohacking” as the practice of making lifestyle tweaks to optimize health and promote longevity. Not shortcuts—contrary to popular belief—but low-lift, everyday habits that complement and enhance an existing well-being routine. Think: optimizing your exercise regimen using tools and techniques (the “biohacks”) to enhance muscle growth. It’s essentially all about advancing health with “do it yourself” biology—a topic that can pique anyone’s interest, regardless of gender.

“[Women] have a most complex physiological lifecycle that requires us to track and manage fertility, pregnancy, breastfeeding, sexuality, perimenopause, and menopause. So we should be looking at biohacking as a path to even greater health and owning the opportunity to improve our lives,” says Maloof.

Yet many women feel intimidated to enter the biohacking scene as it exists today, turned off by the male-dominated energy in the room.

Women are the original biohackers

Molly Maloof, M.D

“Biohacking has always grabbed my attention, and I want to learn, but it sometimes makes me really stressed out, because I go into this state of perfectionism where I have to do all the things,” says doctor of pharmacy and wellness practitioner Mona Vand, PharmD. “The few biohackers that I followed were all males… it just doesn't really resonate with my energy.”

This male energy is not only frustrating but can potentially harm women’s health in the long run. After all, building muscle, prioritizing protein, and keeping an eye on various health metrics are crucial for longevity—in some cases, these proactive measures can save lives. When women don’t get involved, it can totally impact their well-being.

“Physical strength is nonnegotiable,” says functional medicine doctor Gabrielle Lyon, D.O. “I've been a physician since 2006, and I've never heard someone say, ‘I regret being physically strong.’” And the muscle-building space impacts more than just physiological changes, she says. “You optimize fertility, you make healthier babies, you help the epigenetics of your child,” Lyon adds. “You age better, your skin is better, you're less likely to fall and break a hip… There's nothing that doesn't get better the stronger you are.”

So let’s be clear: Dismantling the biohacking boy’s club is not just about helping women feel included; there are real health implications at stake here.

Why the biohacker space actually really needs a dose of feminine energy

I’d be remiss not to mention how biohacking culture can easily become synonymous with hustle culture (some experts don’t even like to use the term, as it implies you can achieve optimal health with quick fixes). But as more women enter the biohacking space, we expect it to become more intuitive and less about hitting every single benchmark. From there, we predict women will focus more on sustainable changes long-term instead of a gazillion quick hacks.

“I used to think it was a flex to do a million things at the same time and habit stack,” Vand recounts. “I now carve out time for doing things that have no efficiency to them, that are strictly for joy or rest and relaxation, versus benefiting my longevity or health. It can be a little bit obsessive when you get into this thought pattern, and I just don't resonate with it.”

This doesn’t mean biohacking will become “softer” as it embraces feminine energy. But there’s an opportunity here for women to introduce some much-needed flexibility into a space that has long felt needlessly rigid.

How the biohacker game is changing — and where it’s headed next

Thanks to a growing awareness that healthcare protocols should not be gendered, more women are now starting to pay attention to markers of performance like lean muscle, hormetic stressors, VO2 max, HRV, zone 2 training, etc. “Cold plunging, saunas, and harder, more physical activities are not just for the boys anymore,” adds Lyon—and we expect an even bigger shift to come in 2024.

“I think it’s super exciting to see biohacking become more mainstream and more women joining the conversation,” adds Maloof. She praises apps like Wild.AI, for women who aim to make lifestyle adjustments based on their menstrual cycle, and Zero, for women who want to dabble in time-restricted eating, both of which have helped to herald the shift.

Other existing health optimization companies are now inviting women into the conversation by introducing specific features informed by their unique physiology. WHOOP, for example, is currently working on upgrades to their popular health-tracking band: “We did a study recently where we learned a lot about how a woman's body changes during pregnancy and how her heart rate variability (HRV) will evolve. It'll decrease, and then about seven weeks before she gives birth, it will increase sharply,” explains Will Ahmed, WHOOP founder and CEO, on the mindbodygreen podcast

If a woman didn’t know that this was supposed to happen, she might look at this stark increase with a critical (or anxious) eye. “We've been able to take population-level data on pregnant women and now have a feature in the app, where a woman can see how her body is evolving alongside what other pregnant women are experiencing,” he adds.

Similarly, creatine supplements—from the ingredients to the packaging—are no longer marketed toward dudes looking to bulk up, and we are certainly here for it. After all, muscle mass is a predictor of longevity and healthspan, so supplements that promote it can help all of us “hack” our health in a big way.

And as Lyon notes, women have lower endogenous creatine stores compared to men (meaning, they have less available). And the amino acid has been associated with significantly increased muscle mass1 in both men and women, without increasing the risk of adverse outcomes2, like weight gain. “Most of the women in my practice will go on creatine, and they find anecdotally that it really improves both anaerobic and aerobic exercise performance,” Lyon shares.

Not to mention the supplement’s brain health perks: Taking creatine has been shown to benefit both working memory and processing speed3 as well as cognitive longevity4. “It is above and beyond simply sport performance,” adds Lyon, who has certainly seen an uptick in women curious about creatine.

As women feel intimidated (or even restricted) by biohacking spaces, some experts have taken it upon themselves to create new ones that center the feminine. For example, neuropsychophysiologist Kayla Osterhoff, MPH, offers a Women's Biohacking Mini Course, consisting of lifestyle routines and tips aligned with female physiology.

Osterhoff also recently presented at the 2023 Dragonfly Live Conference—among other female biohackers—to discuss the latest advancements in women's well-being and the “health revolution” that’s sweeping the mainstream. This conference aims to gather the “who's-who” in the health space to discuss cutting-edge strategies and innovations that optimize well-being—by having women biohackers at the forefront of the conversation, we can expect them to hit the main stage in a broader sense.

Or take the brand new Evie Ring, the first medical-grade health wearable designed for women, created by medical device company Movano Health. The technology ties hormonal information to a woman’s sleep, activity, and heart health data (among other metrics).

For instance, “If we notice a more restless night of sleep in the luteal phase, we'll point it out and also give some strategies for how somebody may attack their day, despite having not gotten as good of a night of sleep,” says Stacy Salvi, vice president of product and strategy at Movano Health. Similarly, “We know that there are cardiovascular implications when your estrogen drops, so they would want to keep a better look on the function of their heart,” she adds. “This would be something that they would be able to do from our app.”

Even the design itself was made with women in mind: The ring features an open band meant to accommodate how women’s fingers change in size throughout the day, so it can stay comfortable.

To avoid needless stress, Evie also limits the amount of goals you can set on the app. “You can only set three at a time, because we do not want to overwhelm [users] with a bunch of different things,” says Salvi. “I mean, I'm an overachiever. I probably would set every single goal and then fail at them.” And heaven knows we don’t need yet another way for busy, overwhelmed women to feel like they’re failing in a society with unsurmountable standards.

Forecasting the future

A woman walks up to the weight rack in 2024. She sees the usual suspects—bros pounding protein shakes and grunting through their bicep curls—but now she also sees a fair amount of women on the scene. They’ve got creatine supplements! Fitness trackers! Kettlebells! (And no, they aren’t pink.)

Granted, we still have a ways to go before women feel totally embraced by the biohacking space (we’d first have to close the centuries-long gender gap in science and medicine), but it’s clear that the arena is becoming way less of a boy’s club. “And the world is ready, my friend,” says Lyon. “The world is absolutely ready for this.”

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For instance, creatine supplementation is increasingly recognized for its benefits across genders in improving muscle mass and cognitive performance .

Physical activity regimens often extend to extreme and hormetic stress-inducing practices like cold exposure (ice baths), heat therapy (saunas), and intensive exercise routines with planned recovery.

Gut optimization commonly involves probiotics, prebiotics, and diet adjustments to target inflammation .

Besides lifestyle interventions, biohackers employ advanced technological tools, including wearable medical-grade devices that track biomarkers such as heart rate variability, sleep quality, hormonal fluctuations, and physical performance metrics.

Some experiment with DIY blood testing and personalized biomarker tracking.

Evidence supports intermittent fasting’s metabolic benefits and the role of anti-inflammatory diets; creatine is well-studied for muscle and brain health.

According to the studies, how does intermittent fasting help?

It reduces the risk of lifestyle-related diseases, such as metabolic disorders.