The global trend toward a 4-day workweek is expanding, with trials and implementations in countries including the UK, Japan, the United States, Germany, Sweden, Spain, the UAE, and Saudi Arabia.

These experiments often reduce work hours to approximately 80% of a traditional week without cutting pay, aiming to enhance productivity and employee well-being.

Reported benefits include increased productivity—such as a 40% boost recorded in Microsoft's Japan trial—improved mental and physical health, better work-life balance, and greater job satisfaction.

Employees gain more time for family and personal interests, experience reduced stress, and show lower absenteeism and greater loyalty.

This model supports creativity by mitigating burnout and sick leave.

Employers report advantages in recruitment and retention, particularly appealing to younger workers amid the “Great Resignation” phenomenon .

However, several barriers complicate implementation.

Challenges include managing compressed workloads and ensuring consistent service delivery, especially in industries requiring continuous coverage or customer interaction, such as healthcare, retail, and frontline services.

Higher daily work intensity can cause stress if workload distribution is poorly managed.

A key equity issue arises because office-based or higher-paid professionals generally benefit more from flexible schedules and reduced workweeks, while frontline or service workers—who often have rigid shift patterns and less autonomy—face difficulties accessing such benefits.

For example, service employees in retail may lack the ability to condense hours without wage reductions or scheduling conflicts, amplifying workplace inequality.

Businesses worry about economic costs if productivity gains fail to compensate for shorter hours, particularly where output depends on volume.

Long-term sustainability remains uncertain in some sectors .

These diverse regional experiences enrich the global understanding of the model’s applicability.

The global trend toward a 4-day workweek is expanding, with trials and implementations in countries including the UK, Japan, the United States, Germany, Sweden, Spain, the UAE, and Saudi Arabia.

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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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These experiments often reduce work hours to approximately 80% of a traditional week without cutting pay, aiming to enhance productivity and employee well-being.

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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.

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

The employees were happier
The productivity  increased

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

Reported benefits include increased productivity—such as a 40% boost recorded in Microsoft's Japan trial—improved mental and physical health, better work-life balance, and greater job satisfaction.

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.

Employees gain more time for family and personal interests, experience reduced stress, and show lower absenteeism and greater loyalty.

Title:

Content: Scottish public sector workers have started working a four-day week to test whether the practice could be rolled out country-wide.

The Scottish Government confirmed a pilot was underway involving around 140 staff at South of Scotland Enterprise doing a 32-hour week without loss of pay.

Although this represents only three hours less per week, the shift to four day working is seen as key to changing people's work-life balance.

The move follows Humza Yousaf announcing the experiment as part of his Programme for Government last September.

It was confirmed in a written parliamentary answer by economy secretary Neil Gray.

He said: “Work has commenced on the 4 Day Working Week Public Sector Pilot to assess the wellbeing, environmental and productivity benefits a 4 Day Working Week could bring.

“We have appointed [think tank] Autonomy as our expert partner to support the pilot.

“The team involved in this project have previous 4 Day Working Week pilot experience including from the Valencian Government pilot, and the Icelandic public sector pilot.

“The South of Scotland Enterprise 4 Day Working Week pathfinder work is being folded into Autonomy’s methodology, and engagement will continue with other public bodies interested in participating in the 32-hour working week pilot.

“Autonomy will also provide support and evaluate organisations moving to a contractual 35 hour working week.

“This will capture valuable insights from a wider range of public bodies on different shorter work week models and be included in the 4 Day Working Week evaluation report.”

READ MORE: Jason Leitch confirms he wiped pandemic WhatsApp messages

The pilot is expected to run around 12 months to see if it can extended across the Scottish public sector and inspire the private sector to adopt it.

In 2022, a six-month pilot involving 61 companies employing 2,900 people in the UK ended with 56 of the firms reporting they would continue with the system, 18 permanently.

Employees reported feeling less stressed, anxious, fatigued and sleepless afterwards, while company revenues stayed broadly the same or higher.

Almost one in six employees said they would not accept a return to a five-day week.

Green MSP Ross Greer, whose question elicited the information, said normalising a four-day working week with no loss of pay would transform workers’ health and wellbeing.

Mr Greer, whose party has had a four-day week for staff since 2022, said: “The four-day working week has a transformative impact on work-life balance, health and happiness.

“It means people can spend more time with their families, friends and loved ones and it helps employers retain staff and boost productivity.

“We have seen the benefits for ourselves, including better job satisfaction and a reduction in stress. The Scottish Government is rightly leading by example with these pilots.

“They will provide a lot of useful evidence and lessons which will in turn help other sectors and businesses to make the shift.”

READ MORE: Sturgeon blasted Aberdeen FC  Covid statement ‘abomination’

Will Stronge, Director of Research at Autonomy, said: “We're very pleased to be working with the Scottish Government on this historic trial.

“Alongside those who are already underway with the pilot and others who have already expressed interest, we will be looking to sign up a number of public sector organisations as the year progresses.

“A four-day week with no loss of pay has been trialled extensively across the private sector and parts of the public sector to great success: it’s important that we find out if it can also work in public sector organisations in Scotland.”

Joe Ryle, Director of the 4 Day Week Campaign, added: “Numerous trials and pilots from across the world have shown that a four-day week with no loss of pay increases productivity and improves work-life balance.

“It is working extremely well for many businesses in the private sector so it's only right and fair to see if those benefits can be applied to the public sector.

“One hundred years ago we moved from a six-day week to a five-day week. It's great to see Scotland now leading the charge towards a four-day week."

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?

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

This model supports creativity by mitigating burnout and sick leave.

Employers report advantages in recruitment and retention, particularly appealing to younger workers amid the “Great Resignation” phenomenon .

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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However, several barriers complicate implementation.

Title:

Content: The four-day work week is welcome, but some challenges remain

This shift has thrown up interesting questions on macro and micro levels that over time will need answering

Beta V.1.0 - Powered by automated translation

The sin of presenteeism is shaping up as a pre-pandemic anachronism, and the principal reason for this is not just remote working but an emerging historic global shift towards a shorter working week.

The global headaches from supply constraints following Covid-19 disruption have overshadowed equally profound changes in the labour market. For some bosses, there is rationing not just of the number of workers but the time they are willing to work. As people reassess their work-life balance, responsible employers and some countries are looking at the advantages of compressed hours on the job.

The UAE is a trailblazer in this regard, with most emirates having formally adopted a 4.5-day working model. Sharjah has gone further by opting for a four-day model. Reporting last week in this newspaper found that its residents said they are healthier and happier, enjoying more weekend flexibility and having more time with their families.

Many forecasts over recent years have been very wide of the mark about the economic trajectory of the big developed economies. The Resolution Foundation, a UK-based think tank that looks at work, points out that in analysing the pandemic, “many feared a house price bust, expected the inflation spike to be small/short-lived, said unemployment/insolvencies for workers/firms respectively would surge and claimed this would be a ‘she-cession’. None happened”.

Technology is the driver of all this, and the trend may over time become irresistible

Analysis of Google searches in the UK from an employment agency recently reported the four-day work week had gained popularity among people on the hunt for their next job opportunity. “Google searches for "4 day week jobs" exploded a spectacular 1,011 per cent in early 2022, when compared to 2021,” according to the firm’s research.

One of Britain’s biggest and best-known corporate brands, the department store M&S, has hired a well-known female executive who is a prominent four-day week champion, Katie Bickerstaffe. She said her role was compatible with shorter hours, even though it is a round-the-clock operation.

“We’re a seven-days-a-week, 24-hour operation and that’s what you do, but I’ve always done that [four days] because it gives me the freedom to spend some downtime with my kids and not feel that I don’t have the opportunity to do that during the week,” she explained.

The news coincided with the announcement that 70 UK companies had voluntarily joined a scheme to alter the working week basis of their business. Signing on to a pledge to pay 100 per cent of wages for 80 per cent of the hours worked means much more than just creating new rotas. It means altering the internal working patterns of the business and finding new ways to accommodate latency in the workforce.

Not everyone is convinced this can deliver a kind of workplace nirvana.

The Centre for Policy Studies carried out some research last year that estimated that a four-day week would have a big cost to the economy if productivity levels remained constant. The annual shortfall to the economy would be £45 billion ($55.42bn). On more generous calculations, if a 6 per cent increase in productivity could be achieved in the first decade of the reform, the loss overall could be pared back to £17bn. The analyst behind the figures believes the evidence for productivity gains from compressing hours and having shorter working weeks is extremely limited.

That is not much of an argument for not experimenting with shorter weeks. Employees already job-share and expect work-from-home arrangements throughout the work force. In office-based roles or project work, the flexibility to complete the workload that comes with the job most obviously lends itself to working with a defined, shorter time frame.

There are hurdles for other jobs. Customer-facing roles or service functions will still need to be provided across a far longer time-frame than four days or 32 hours. Unlike in Sharjah, there is no clear directive in the UK for a common day that extends the weekend. Indeed, many people working four days chose a non-consecutive day, such as Wednesday, for the non-working option.

Without the government plumping for Friday as part of a three-day weekend, it is likely that businesses will experience co-ordination both internally and with clients and supplies if substantial numbers in the workforce are missing in action for part of the working week.

There are also concerns around the equality of the development. Can it be true that more flexibility would allow women, in particular, to better balance childcare obligations and thus erode the disadvantage with men?

And as the work-from-home phenomenon has shown, the higher-paid employees have snapped up the main benefits from structural changes in how people work. There is little to suppose that this trend would not emerge from the four-day week.

Technology is, of course, the driver of all this, and the trend may over time become irresistible.

Certainly, the difficulties of drawing an absolute boundary between the working day and your time revolve around the fact that your email is always in your pocket on the phone. That is double-edged. It would be difficult for employers to play another card: offering people four days’ pay, not the salaried five.

Published: June 13, 2022, 4:00 AM

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?

Education industriy may face more problems.

Challenges include managing compressed workloads and ensuring consistent service delivery, especially in industries requiring continuous coverage or customer interaction, such as healthcare, retail, and frontline services.

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

Healthcare industry may face more problems.

Higher daily work intensity can cause stress if workload distribution is poorly managed.

A key equity issue arises because office-based or higher-paid professionals generally benefit more from flexible schedules and reduced workweeks, while frontline or service workers—who often have rigid shift patterns and less autonomy—face difficulties accessing such benefits.

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

Food and beverage industry may face more problems.

For example, service employees in retail may lack the ability to condense hours without wage reductions or scheduling conflicts, amplifying workplace inequality.

Businesses worry about economic costs if productivity gains fail to compensate for shorter hours, particularly where output depends on volume.

What are the views that object 4-day workweek?

It may lead to a large increase in labor costs

Long-term sustainability remains uncertain in some sectors .

These diverse regional experiences enrich the global understanding of the model’s applicability.

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Mao Zedong ’ s daughter-in-law Liu Siqi has died at the age of 92.
A Texas mom who was diagnosed with his son's infection in the car pulled him into the back of the car.
San Francisco Startup Permanently Implemented Employees: Increased Efficiency
San Francisco unicorn startup Bolt announces new employee benefits: a permanent four-day workweek.
The e-commerce development company trialed the system last fall, and the results were very positive.
“I can ’ t think of a better way to run this company, ” said Ryan Breslow, founder and CEO.
Breslow said that with the implementation of the program, the company has increased productivity, streamlined workflows, and employees are happy.
At the end of the three-month pilot program, Bolt conducted an opinion survey and 94% of employees and 91% of management wanted the program to continue.
In addition, 84% of employees reported increased productivity, 86% reported increased productivity, and 84% found a better work-life balance.
Breslow noted that the idea is not to increase the number of hours employees work, but to increase their productivity.
After the implementation of the plan, the concentration of employees during working hours has increased significantly.
“Many companies are like ‘ theater ’ where people care more about appearances than the work itself, so there are endless meetings and endless reports, ” Breslow added.
In this case, it is impossible to exclude noise from the core of the problem. "
With 550 full-time employees, Bolt is one of the few companies in the United States to implement a four-day workweek.
Supporters of the system hope that this approach will be adopted by more businesses, especially at a time when the focus is on attracting and retaining employees.
Millions of people in the United States have quit their jobs in the Great Resignation over the past few months, a record 4.5 million last November alone.
Joe O ’ Connor, Global Experiment Program Manager at 4 Day Week Global, said: “The companies we ’ ve helped transition to a four-day week say it ’ s significantly broadened the pool of potential candidates. ”
In fact, in July last year, Members of the United States introduced a bill to reduce the working week from the standard 40 hours to 32 hours, but no progress has been made.
The four-day work week is not applicable to all businesses, because the business model of each company is different.
“It should be seen as a starting point for how companies can work smarter and more efficiently, ” O ’ Connor said.
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