# Report: Benefits and Barriers of a 4-Day Workweek

## Executive Summary

The global trend toward a 4-day workweek represents a significant shift in labor policy, with various countries experimenting with reduced working hours while maintaining productivity and employee well-being.

This report examines the reported benefits, implementation challenges, and international perspectives on this emerging work model.

## Global Trends and International Experiences

### Iceland
Iceland conducted one of the most comprehensive experiments, reducing work hours for 2,500 municipal employees by 4-5 hours per week.

The results were described as an "overwhelming success," with maintained productivity levels and improved employee satisfaction.

Approximately 86% of the working population gained the right to reduced working hours.

### United Kingdom
The UK launched its largest experiment in June 2022, involving 3,300 employees across 70 companies.

Using the "100:80:100 model" (8

# Report: Benefits and Barriers of a 4-Day Workweek

## Executive Summary

The global trend toward a 4-day workweek represents a significant shift in labor policy, with various countries experimenting with reduced working hours while maintaining productivity and employee well-being.

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Content: Sunday 5th November 2023 Abu Dhabi UAE
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Germany: Four days a week will not boost prosperity
Germany: Four days a week will not boost prosperity
November 4, 2023 19: 22
German Finance Minister Christian Lindner has rejected the idea of making working four days a week for full pay a standard practice in Europe ’ s largest economy.
Late on Friday at an event in the Swiss city of Lucerne, Lindner was quoted by Bloomberg News as saying: “Never in history has a society increased its well-being by reducing work. ”
The idea of reducing workdays has gained momentum since the coronavirus pandemic turned staff schedules upside down and gave many a glimpse of how different ways of working can improve workers ’ lives.
Empirical programs suggest that such a system could reduce stress and anxiety among workers and would increase efficiency and employer returns.
Around 50 companies in Germany are planning to take part in a six-month project to reduce weekly workdays starting in February.
“The key to our prosperity remains hard work, ” said the minister, who heads Germany ’ s pro-business Free Democratic Party (FDP); it is the junior partner in Germany ’ s ruling tripartite coalition, which also includes Chancellor Olaf Scholz ’ s Social Democratic Party (SPD) and the Green Party.
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Content: New trend of preventing employees from leaving work three days a week
It is not that long working hours represent high efficiency, and more and more Japanese companies are beginning to accept it, and the implementation of the new three-day week off rule, which is not lack of many well-known large companies.
With this new benefit, in addition to attracting more talent, employees will also be prevented from leaving their jobs due to overwork.
Panasonic, one of the latest Japanese companies to work just four days a week, said in April that it would offer some employees the option of taking a 3-day week off in FY2022.
At the same time, the Japanese government also announced in 2021 that it would be good to encourage Japanese companies to work four days a week, because they can take an extra day off each week to spend more time with their families and do what they want to do.
In addition to Panasonic ’ s 3-day weekend program, Hitachi, Mizuho Financial Group, and Uniqlo ’ s parent company, Rapid Sales, are all working only four days a week. Recruit Works Institute, an independent research unit, believes that Japanese companies feel that they can use this benefit to keep their employees who have done their jobs and spend their time cultivating new employees.
The Japanese government found that in a survey of more than 4,000 companies, 8.5% of employees had paid vacation days as of 2021, up to the standard of just four days a week.
Shionogi & Co has been taking a 3-day weekly break since April, giving employees an extra day off each week to study, build connections and even create side jobs.
Yoneyi Pharmaceutical, which has applied for the approval of the new crown drug, pointed out that if you take a 3-day week off, the salary is only about 80% of the original, but you can work part-time.
In addition, Hitachi said in April that employees can take three days off a week as long as they reach the required number of working hours per month.
At the same time, the monthly salary will not be reduced.
Dai-ichi Life Research Institute (Dai-ichi Life Research Institute) believes that companies that can give employees three days off a week basically do not affect the financial structure.
Flexible working hours are becoming increasingly important as Japan ’ s population is ageing and the number of workers is expected to decrease in the future.
However, in the current situation of the job is generally difficult to find, Japanese labor bank Mynavi reported in February that 78.5% of workers aged 20 to 50 years old said that if it will affect wages, they will not want to take three days off a week.
At the same time, 60.1% said they were unlikely to work as long as four days a week.
However, the Recruit Works Institute believes that working four days a week should be a new global trend, and that large companies are taking the lead.
[00: 04: 45.560] and the time.
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36,000 people diagnosed in a single day Japan ’ s Golden Week airport crowded
Core CPI increased by 7 in March, the largest day in 2 years
Japan plans fourth dose of vaccine to limit two types of people

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Philippines considers four-day working week to combat rising costs

Economist calls for compressed working hours with 10-hour days in response to higher fuel prices

The Philippines is considering a four-day working week to conserve energy, as the cost of fuel continues to rise globally, driven by Russia’s invasion of Ukraine.

Officials are searching for ways to soften the impact of dramatic price increases, which have prompted calls for a rise in the minimum wage and greater assistance for drivers.

The socioeconomic planning secretary, Karl Kendrick Chua, has suggested a compressed working week, with employees working fewer days but for two extra hours each day. He proposed the idea initially for government staff but also encouraged private businesses to adapt their working patterns.

“Each Filipino will still work 40 hours per week. But instead of five days, it will be four; instead of eight hours a day, it will be 10 hours a day,” he said, in comments quoted by Philippine Daily Inquirer.

The country adopted similar measures during previous sharp increases in the price of oil in 2008 and during the Gulf war.

The energy secretary, Alfonso Cusi, backed the idea and called for an extension of work-from-home arrangements to reduce the number of commuters. Workers in the capital region, Metro Manila, were told to return to their offices this month after Covid restrictions were relaxed.

President Rodrigo Duterte will make a decision on the proposal on Monday, according to local media.

The idea has been adopted by Iloilo City, in the Western Visayas region. The mayor, Jerry Treñas, said the policy would be introduced for government employees from 28 March, to “give [them] time to adjust their schedules”.

“We are also going to make use of our modern jeeps to ferry our employees from the district plazas to the city hall and back every day. Other measures recommended for energy conservation will be seriously studied,” he said.

Drivers in the Philippines were hit by another price rise on Tuesday, when the cost of oil rose for the 11th consecutive week.

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Image / Sichuan forest fire more than 400 kilometers away in Chengdu "the sky is yellow"
Study: Work-less Workers More Energetic and Focused
Vermont Senator Bernie Sanders has proposed reducing the number of hours worked in a week from 40 to 32, or three days off a week; critics say that forcing the cut would force many companies to hire extra workers or reduce productivity.
Sanders said that thanks to advances in automation, robotics and artificial intelligence, companies can give employees more time off without cutting salaries and benefits.
A recent analysis of research also agrees with Saunders ’ claim that the results of the 32-hour workweek adopted by British companies show that while earnings remain stable or increase, employees are less stressed and more focused.
In 2022, a team of university researchers and non-profit organization 4 Day Week Global called on 61 companies to reduce their working hours without pay cuts over a six-month period, after which 71% of 2,900 employees reported feeling less tired and nearly half said they were more satisfied with their work.
At the same time, 24 participating research companies reported revenue growth of more than 34% in the first six months, while about 20 other companies reported smaller increases.
Juliet Shor, a professor of sociology at Boston College and lead researcher on British studies, told the Saunders Senate committee: “Most of the employees were more productive during the trial period, and they were more dynamic, focused and competent. ”
Critics say the 32-hour workweek may be useful for companies where employees spend most of their time using computers or meeting rooms, but it can have a severe impact on production in factories where employees are required to keep production lines running.
"These programs have consequences and don't work in many industries," Roger King of the HR Policy Association told the Senate committee.
Due to strong opposition from Republicans and some Democrats, Sanders' proposal is not expected to make much progress in the Senate, and the corresponding bill proposed by California Democratic Congressman Mark Takano is more likely to fail in the Republican-controlled House.
Senator Bill Cassidy, a Republican, said paying the same wage for fewer hours would force employers to pass on the cost of hiring more labor to consumers, “which would threaten millions of small businesses because they can ’ t find enough workers and therefore have little profit. ”
Sanders Senate Republican Party
The last one.
Home Depot founder blasts Sanders for “rich and hypocritical ” Republicans for pushing up inflation
The next one.
If the proposal is approved, the workplace operation and the overall economy will be drastically changed.
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Content: [Workplace benefits] British Bank changed to 4 days of work artificial unchanged CEO: 5 days of work is a product of the 19th century
Personal Value Added 18: 50 2021 / 12 / 07
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When Hong Kong people were still working nine nights, seven days a week, five days a week, or even six days a week, some banks in the United Kingdom had already started to work four days a week.
Portugal ’ s new remote work law prohibits employers from contacting employees during off-hours: Click here
Atom Bank, a fintech bank in the United Kingdom, recently announced that it will let employees choose whether to work four days a week, and said that the company will not reduce employee pay, which is expected to benefit 430 employees.
However, under the four-day work, although the total working hours per week will be reduced from 37.5 hours to 34 hours, the daily working hours of employees will be extended by one hour to compensate for the extra day of vacation, that is, the daily working hours of employees will be increased from 7.5 hours to 8.5 hours.
According to Mark Mullen, CEO of Atom Bank, five-day work was an industrial necessity in the 19th century, and it is now obsolete. As the epidemic has completely changed the working model of many employees, companies have begun to consider how they can work more efficiently, healthily and happily, and in addition to promoting working from home, reducing the number of working days and hours is one of the new norm.
Iceland Trials 4-Day Job Productivity to Rise
In fact, four-day work is not new, there have been companies in the past, but mainly in European countries, and many people have questioned whether four-day work is more efficient than five-day work.
In the early days of Iceland, a pilot scheme was conducted between 2015 and 2019 to test whether a reduction in working days would lead to higher productivity, with 2,500 participants across pre-school education, social services, health care and office white-collar workers, accounting for more than 1% of the Icelandic workforce.
The testers worked 4 days on a trial basis, and the work week was reduced from 40 hours to 35 to 36 hours.
It was found that the productivity of most of the testers who adopted the four-day work system remained unchanged or even improved.
Lidl is the UK ’ s highest paid supermarket: Click Here
The median working week in Hong Kong is 45 hours.
According to the Quarterly Report of the General Household Survey for the third quarter of 2021 released by the Government, the median number of working hours per week for wage earners in Hong Kong is 45 hours, which is 10 hours more than in Iceland.
US mobile security technology company KISI earlier released the "2021 work-life balance city ranking", Hong Kong ranked 45th out of 50 statistical places, is the largest city in the world in the statistics of overworked population, nearly 3 adults appear overworked.
Hong Kong people are known to love to work again, do you think it is possible to implement a four-day work in Hong Kong?
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Content: Dunelm is the latest UK business to trial a shorter hybrid-working model that allows some employees to work four days a week.

According to Retail Week, the homewares retailer is testing different four-day work patterns for its employees in particular departments, with the possibility of expanding the initiative once the trial period is completed.

A memo to employees said those taking part in the limited trial can work from home or in the office.

Read More: Retailers urge Christmas shoppers to hit the high street ahead of Royal Mail strikes

Dunelm is not the only retailer that allows employees to work four-day weeks.

Sainsbury’s announced last week that employees at its headquarters, warehouses, and store managers in its 1,400 UK stores would be able to work a four-day week.

Need Career Advice? Get employment skills advice at all levels of your career

Morrisons and M&S have also introduced compressed four-day work weeks as part of their flexible working policy, which aims to help employees achieve a better work-life balance.

Source:   Retail Gazette

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Content: "People are exhausted": BC political leader calls for four-day workweek across the province

Feb 23 2023, 8:22 pm

A BC political leader is calling on the government to introduce a four-day workweek across the province.

The leader in question is Sonia Furstenau, the head of the BC Green Party, who tweeted that “people are exhausted from trying to keep up with rising costs of living, inadequate healthcare, and working through a pandemic.”

Furstenau said that she wants this pilot not to impact the amount people are paid and doesn’t want to see people working longer hours.

Many places worldwide and in Canada have done trials around a four-day workweek, including right here in BC.

Last year, Merritt said it was introducing a four-day workweek pilot for a whole year for City of Merritt staff. Merritt introduced the pilot idea due to concerns about staff retention and morale.

“It’s time BCers had a better work-life balance,” Furstenau continued in a tweet thread.

Results from pilots and trials in BC, across Canada, and around the world prove that a four-day week is good for businesses and good for people.”

Furstenau says, “working more hours does not mean working better.”

“The time has come to test a new way of working that fits in the world we want to shape. This pilot would be the start of renewing our economy towards better working conditions, well-being, and a healthier life.

Furstenau also brought the idea forward in 2020.

Most people have responded positively to Furstenau’s tweet, with one person saying, “good idea,” another saying, “more of this please,” and one person simply tweeting, “🔥.”

One person was on the other side of the fence, suggesting it wouldn’t work in their industry.

A poll conducted last year suggested most Canadians would welcome a shortened workweek. How would you feel about a four-day workweek across BC? Let us know in the comments.

Amir Ali

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Content: Writers' Column
Lin Ke-ying
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Classes Closed / Lin Ke-ying
[Ming Pao article] There is no news about the four-day work system that Hong Kong wage earners are waiting for, but since the beginning of September, the barbaric weather has been diligently arranging the "four-day study system" for all students, from the wind storm to the rainstorm, from the miracle of each year to the luck of each week.
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Content: Lamborghini is the first in the industry to introduce a 4-day work week.
And raise the premiums!
Growing revenues and record sales allowed Lamborghini to be the first company in the European automotive industry to start transferring employees to a 4-day working week, while employees will receive no less, but more money.
Employees of other car companies can only envy colleagues from Lamborghini.
“Work less, work better ” – under the motto of the Italian trade union organizations announced a historic deal with Automobili Lamborghini S.p.A., whose employees will be the first in the industry to be transferred to a shortened, 4-day working week.
The transition is still incomplete, but even it will give people dozens of “extra ” free days a year.
According to Reuters, Lamborghini employees working on a rotating two-shift schedule will alternate a 5-day work week with a 4-day one, giving them 22 extra days off a year.
Employees working on a three-shift schedule, where there are night shifts, a 5-day working week will alternate with two 4-day ones, the number of days off per year for such employees will increase by 31.
In addition, Lamborghini ’ s plan to optimize the work regime implies an increase in regular bonus payments by 50% and a one-time bonus of 1,000 euros at the end of this month.
In short, the new year of seamstresses, motorists, collectors, cutters, fashion designers, cleaners, other employees of the factory in Sant ’ Agata Bolognese will meet on a high note and with excellent prospects - you can only rejoice for them.
The transition to a 4-day work week is an emerging pan-European trend, but the automotive industry does not support it yet, Lamborghini has become a pioneer in this sense.
The experience of this transition in other industries (for example, in the banking sector) shows that employees who work four days a week instead of five are better motivated, have better and better rest and therefore often achieve greater success than their colleagues who work five or more days a week.
Lamborghini today can afford the industry ’ s first experiment with reducing working hours, and even in combination with increasing employee pay.
Last year was a record year for the Italian company in terms of profit and sales, and 2023 is likely to be even more successful.
According to the results of the first three quarters of this year, Lamborghini sold 7,744 cars in the world (+ 4.2% compared to the APPG), turnover for the same period for the first time exceeded 2 billion euros, the order book is full for several years ahead.
Meanwhile, the parent brand of the Volkswagen concern, which includes the company Lamborghini, is now on the contrary - losing money, is forced to reduce costs and reduce employees.
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RANDSTAD N.V.

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Randstad N : Workers prioritize job security amid economic uncertainty but they won't give up flexibility and a sense of belonging

01/18/2023 | 02:10am EST

Gen Z and retirees most impacted by cost of living crisis - global survey of 35,000 workers

  • Despite macroeconomic headwinds, workers still want flexibility, value alignment and a good work-life balance, with 61% of workers not accepting a job if it impacts work-life balance

  • One in four workers have taken on or are looking for a second role to help manage the cost of living crisis, while a fifth are considering resigning to find a better job to help them cope

  • Nearly three quarters (70%) think that their financial position is preventing them from retiring as early as they would like

Randstad's latest Workmonitor - now in its twentieth year - surveyed 35,000 workers in 34 markets across Europe, Asia Pacific and the Americas, and found that over half (52%) are worried about the impact of economic uncertainty on their job security. Over a third (37%) of workers are worried about losing their job, rising to 43% for Gen Z* - a 10% increase compared to last year.

However, this doesn't mean that workers are willing to forgo any of the expectations they became accustomed to in the pandemic - like flexible working and a good work-life balance. A third (33%) of workers would still rather be unemployed than unhappy in a job and over two fifths (42%) also said that they would quit their job if their employer did not take into account their request for better conditions. Despite the cost of living crisis and new concerns over job security, these proportions are largely unchanged from last year's Workmonitor (33% and 43% respectively).

continued demand for flexibility and purpose.

The research shows that the pandemic has left a lasting legacy on workers' demands on flexibility:

  • Despite the economic environment, 61% of workers said that they would not accept a job if they thought it would impact their work-life balance.

  • The vast majority of workers (83%) also said that flexible working hours are important in terms of what they look for in a role, over parental leave policy (62%) and training and development (76%).

  • Nearly three quarters (71%) said that flexibility in terms of location is key.

Alongside practical requests, workers still want their employers' values and purpose to align with their own. Over half (54%) said that they would quit a job if they felt like they didn't belong there, and this is especially true of Gen Z (61%). Two-fifths of people wouldn't accept a job if it didn't align with their social and environmental priorities.

new sources of income

But while they're not willing to give up flexibility, the tough economic environment, with the cost of living rising and inflation across the world, has pushed workers to seek new sources of income, as:

  • A quarter (25%) have made the decision to take on or look for a second role to help manage the cost of living crisis, rising to (30%) for Gen Z, compared to only 17% of Baby Boomers.

  • Just under a quarter (23%) are planning to increase their hours at their current job. This proportion is higher for Gen Z (32%), and drops to 13% of Baby Boomers.

  • A fifth (21%) are considering resigning to find a better job to help manage the rising cost of living. Over a quarter (29%) of Gen Z are considering this route, but only 11% of Baby Boomers said the same.

The cost of living crisis is also having an impact on workers' expectations of retirement, with over a quarter (26%) of baby boomers delaying their retirement due to their financial position and 70% of workers saying money worries are preventing them from retiring as early as they would like. Meanwhile, the expected retirement age has risen too, as last year 61% thought they'd retire before 65, with only half agreeing now.

the role of employers

In addition to action on an individual level, workers are also looking to their employers to help them manage the cost of living crisis, whether that's through increased salaries, subsidies or pay boosts outside of salary reviews.

  • 41% of workers would like a monthly pay boost from their employers.

  • 39% would like an increase in salary outside of the usual cadence of annual pay review.

  • Close to a third (28%) would like subsidies for the cost of energy, travel or other daily expenses.

Sander van 't Noordende, CEO of Randstad, commented:"Talent scarcity is here to stay. Period. Employers have to step it up once again, as cost of living support is becoming a new differentiator in the ongoing scrabble for talent. At the same time, people continue to want flexible and stable employment that aligns with their own values.

The height of the 'Great Rotation' may have passed, but companies must step up to expectations if they want to attract and retain their talent. Companies should have the ultimate ambition of creating a happy, inclusive and inspiring workplace where people feel they belong, and this means listening to workers' views and respecting their values. Ultimately the businesses which support their employees throughout the tougher economic conditions will reap the rewards in retention when times are easier."

Gen Z - 18-24 year olds

Millennials - 25-34 year olds

Baby boomers - 55-67

about randstad

Randstad is the world's largest HR services provider and is driven to become the world's most valued 'working life partner', supporting as many people as possible in realizing their true potential throughout their working life. We provide companies with the high quality, diverse, and agile workforces they need while helping people get rewarding jobs and stay relevant in the ever-changing world of work. In 2021, we helped more than two million people find a job that is right for them, advised 235,000 clients on their HR needs, from talent acquisition to total workforce management, and delivered training to over 450,000 people. We use data and technology to provide the right advice at the right moment at scale, while our consultants across almost 5,000 locations in 38 markets give talent and clients personal, dedicated human attention. It is this combination of Tech and Touch that makes our offer unique.

Randstad was founded in 1960 and is headquartered in Diemen, the Netherlands. In 2021, Randstad had on average 39,530 corporate employees and generated revenue of € 24.6 billion. Randstad N.V. is listed on the Euronext Amsterdam. For more information, see www.randstad.com

about the randstad workmonitor

The Randstad Workmonitor was launched in 2003 and now covers 34 markets around the world. The study encompasses Europe, Asia Pacific and the Americas. The study is conducted online among people aged 18-67, employed for at least 24 hours per week (minimum 90%) or sole trader or unemployed but considering looking for a job in the future. Minimum sample size is 500 interviews per market. The Dynata panel is used for sampling purposes.

This survey was conducted between October 18th - October 30th, 2022 in Argentina, Australia, Austria, Belgium, Brazil, Canada, Chile, China, Czech Republic, Denmark, France, Germany, Greece, Hong Kong SAR, Hungary, India, Italy, Japan, Luxembourg, Malaysia, Mexico, the Netherlands, New Zealand, Norway, Poland, Portugal, Romania, Singapore, Spain, Sweden, Switzerland, Turkey, the United Kingdom and the United States of America.

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Randstad Holding NV published this content on 18 January 2023 and is solely responsible for the information contained therein. Distributed by Public, unedited and unaltered, on 18 January 2023 07:09:02 UTC.

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Artificial intelligence will help employees work 4 days a week
A job expert said AI would allow us to work four days a week, instead of five.
Sir Christopher Pissarides explained that technology like ChatGPT could boost productivity and save humans from having to do tedious jobs.
The Nobel Prize-winning economist insisted that employees can work four days a week thanks to artificial intelligence, which will help employees complete their work faster and better.
Pissarides, who led a review on the effects of automation on jobs, noted that the impact of AI could be positive — though some fear it could lead to widespread layoffs of employees worldwide.
A recent report by Goldman Sachs estimated that 300 million jobs worldwide could be at risk due to artificial intelligence.
Sam Altman, president of OpenAI developer ChatGPT, admitted he was “a little scared ” that the technology could replace jobs too quickly.
In a recent blog he proposed within five years believing that computer programs would be able to read legal documents and provide medical advice.

Title:

Content: The country of Iceland has released the analysis of its 4-day work week experiment and the results speak for themselves.

The trials run by Reykjavík City Council and the national government took place from 2015 to 2019 and included about 1% of Iceland’s working population, making it the world’s largest shortened workweek trial to date. The findings show that paying people the same amount to work fewer hours per week results in a happier, healthier workforce with similar or increased productivity. Who knew?

Will Stronge, director of research at Autonomy, a UK think tank that co-conducted a study of the trials, said in a statement: “This study shows that the world’s largest-ever trial of a shorter working week in the public sector was by all measures an overwhelming success. It shows that the public sector is ripe for being a pioneer of shorter working weeks—and lessons can be learned for other governments.”

So what are those lessons we can learn?

1) There’s nothing magical about a 40-hour workweek.

Most of the workers in the trial reduced their hours from 40 […]

Read the Full Article

Title:

Content: Nike announces three days off in Greater China on January 8 next year
Author: Xu Qian
Published: Updated:
Nike (Nike) Greater China is about to usher in a new type of work, according to the company's internal letter notice, Nike will launch a new hybrid work model, requiring employees to work in the company four days a week, Monday to Thursday.
The new work model will be officially implemented on January 8, 2024 and will be limited to office employees only.
Comprehensive domestic media reported that the news has been confirmed by Nike Greater China employees.
Nike said that the change in working mode is not only to strengthen the connection and cooperation between employees, but also to better serve consumers.
Domestic media "Nine School of Finance" reported that Nike global CEO John Donahoe (John Donahoe) has recently sent an internal email to announce the new hybrid work model plan and implementation.
On September 29, Nike released the first quarter of the fiscal year 2024. From June 1, 2023 to August 31, 2023, Nike achieved revenue of $12.9 billion, an annual increase of 2%; net profit of $1.5 billion, an annual decrease of 1%.
It is worth noting that both Nike and Converse performed poorly in the North American market during the reporting period.
However, unlike the performance of the North American market, the performance of the Greater China region is excellent, Nike's revenue in the first quarter of fiscal year 2024 reached $1.735 billion, an annual increase of 5%, an increase of 12% in the previous year, following the second quarter of fiscal year 2023, the fourth consecutive quarter of growth, achieving two consecutive quarters of double-digit growth.
"Daily Economic News Network" reported that since this year, a number of companies in the mainland have announced the implementation of the four-day work system. On June 2, "Zhang Xuefeng company will implement the four days off three" on the hot search, arousing concern.
According to the report of the domestic media "Elephant News", the mainland research guidance instructor and network celebrity Zhang Xuefeng announced at the company's meeting on May 31 that it will be implemented, on the second day of the first day, on the second day of the second day, and on Wednesday, the salary is unchanged.
The video shows that Zhang Xuefeng said at the all-staff meeting: "On the second day off one, on the second day off two, Wednesday off, Wednesday this day has work to come, but do not force the card."
After that, there was a clap of applause from the scene.
Reported that on January 3 this year, LeTV video also sent a full staff letter said that the company will implement a four-and-a-half day work week, specifically for the implementation of a flexible half-day work system every Wednesday, and the attendance time is adjusted to five consecutive hours, such as 10: 00 a.m. to 3: 00 p.m., 11: 00 a.m. to 4: 00 p.m. are in accordance with the regulations.
The benefits of four-and-a-half days a week are mentioned in this letter, including the benefits of timely medical treatment for employees and their families, the relief of “Monday work anxiety ”, and the improvement of family well-being.
According to the latest data from the National Bureau of Statistics, in September, the average weekly working time of mainland enterprises was 48.8 hours.
Based on the eight-hour working day, mainland migrant workers worked an average of 6.1 days per week in September.

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Japanese proposal to reduce the number of staff days
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Dr. Hussein Zanati, director of the Japanese Tankyo Arab Academy, revealed the details of a Japanese proposal for the idea of   reducing the working days started by Microsoft in Japan, pointing out that it is a distinctive idea and needs to train the worker.
Dr. Hussein Zanati added in an intervention via ZOOM from Japan, with journalist Ahmed Magdy, in the program "Without Prohibition" broadcast on the echo of the country, "Japan is famous for increasing the number of working hours, due to the post-World War II period in the 1950s to rebuild the country to reach work periods more than 13 hours per day."
The director of the Tankyo Arab Academy of Japan continued: "Due to the increased pressure of work, problems began to appear in society, where the number of births and the increase in the number of people with old age, the appearance of psychological symptoms of the worker during work, and reached suicides."
He continued: « In 2013 the former Prime Minister, made a proposal to reduce the number of working days to 4 days instead of 5, pointing out that Microsoft applied this proposal and increased production, which makes the motivation for the proposal to reduce working days.
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The state Duma warned about the risks of a four-day working week
The introduction of a four-day working week can lead to serious consequences for the country, said the deputy, chairman of the labor committee.
An interview with him was published in the Telegram channel of the portal Ura.ru.
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Nilov warned that the transition to a four-day working week could have a negative impact on both employers and employees.
The deputy stressed that if you shift the financial component of the initiative on the shoulders of employers, it will lead to higher prices and inflation.
Some organizations will be forced to close.
Then people will be on the street.
In the same case, if the issue is resolved at the expense of citizens, the deputy specified, the innovation will affect the incomes of citizens.
The quality of life of workers will decrease, its duration will decrease.

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Following the Scandinavian countries, the UK, Germany and Switzerland, Scotland decided to test the world experience in reducing the working time of employees.
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The First Minister of Scotland will announce today that some Scottish civil servants will have the opportunity to switch to a four-day working week.
Pilot schemes will be launched in various departments and agencies for 12 months.
The introduction of these pilot schemes is intended to inspire the private sector to follow suit, which will ultimately improve the work-life balance of employees.
In addition, the Scottish National Party, led by Yousaf, hopes that the move will give it a positive impetus ahead of the upcoming elections, which will be held next year.
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From September 1, German companies can already apply for testing of a four-day working week with the preservation of wages from February to August 2024.
The consulting firm Intraprenör will monitor the results and help companies find the right working time model.
Europeans are inspired by the successful experience of the UK, where in 2021 more than 60 companies reduced the working day of employees by 20% while maintaining wages.
The experiment involved employees of IT, healthcare, consulting, marketing, HR, real estate, hotel business and cosmetology.
The results of testing were arranged both by employees who were able to spend more time on their own life, health, and by employers.
Productivity of employees remained the same or increased, sick leave time decreased, staff turnover decreased, company profits increased by an average of 1.4%.
Only 10% of companies returned to the previous schedule of work of employees, the rest of the participants of the experiment continued to work in a new mode.
In Russia, former Prime Minister Dmitry Medvedev periodically puts forward the idea of a four-day week in one of the regions, gradually reducing the working day by several hours.
However, the Ministry of Labor takes such an initiative, arguing that the labor legislation already reflects the possibility of a reduced working schedule by agreement with the employer.
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The plan to gradually limit the number of working hours was in the program of the Scottish National Party, which won the last election.
At the same time, according to the results of polls, almost 90% of working Scots approved the reform.
“The pilot plan will allow us to better understand the possible consequences of the planned further nationwide transition to reduced working hours, ” the Scottish government said in a statement.
According to the publication, enterprises in which the working week is limited to four days, will be paid £10 million.
Officials assured that although the number of working hours will be reduced, workers' wages will remain at the same level.
At the same time, which enterprises and sectors of the economy will be involved in the experiment, has not yet been reported.
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Content: Most businesses in the UK have not resumed the five-day system after the trial of the four-day working week
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Most of the companies involved in the four-day trial last year did not return to the five-day work system, and a third of the companies are also planning to implement the four-day work system permanently.
The largest four-day trial, involving about 2,900 employees from 61 companies, took place between June and December last year, with only three companies deciding to suspend the trial and two still considering reducing their working hours.
Other companies believe that the four-day work week has brought benefits of increased income, turnover and reduced employee burnout rates.
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Goldman Sachs names four cities in San Jose for 2008 housing crash
Maryland State Legislature Proposition 7 / 1 Working 4 days a week
The state legislature recently introduced a new proposal to introduce a "four-day workweek" pilot program to encourage state and municipal employees to give employees more rest time, and private companies can flexibly reduce the number of working days to four to improve employee productivity on the working day.
If passed, the pilot program will start July 1 and expire in 2028, when government departments will enforce specific work regulations under the Department of Labor, and private businesses and businesses can encourage employees to switch to state tax credits. In addition, each company must have at least 30 employees working fewer working days, and employers cannot reduce benefits or wages as a result of the reduction.
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Content: The 3-day experiment was successful!
Employees say, "Can't go back," and the company benefits.
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Most countries around the world still use the “five-day work ” system, which allows employees to get two days off in seven days a week.
However, in recent years, some advanced countries have begun to carry out "three days off" experiments. Recently, the United Kingdom carried out a test that lasted for half a year, and the results showed that three days off a week is not only conducive to the health of employees, but also the company can benefit from it.
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According to foreign media reports, researchers from the British non-profit organization "4 Day Week Global" and top universities such as Autonomy think tank, Cambridge, Oxford and Boston, USA, led the three-day weekend trial, and found 61 companies in different fields, a total of 2,900 employees from June 2022, to maintain the three-day weekend work mode for six months, with no change in salary.
This experiment is also the world 's largest weekly rest 3 day experiment, also in the recent experimental results released, the results found that for employees, not only can get enough sleep and improve anxiety problems, work laziness, but also more time to study and accompany their families, "71% of employees think that after the implementation of the weekly rest 3 days, work laziness is reduced, 40% of people also feel their own. Mental health and physical conditions have improved", and 96% of the employees admitted that they prefer to take a 3-day week off, and 15% of them insisted that they continue to take a 3-day week off, even if the salary is increased, they will not want to return to the 2-day week mode.
Brendan Burchell, a professor of social sciences at the University of Cambridge in the United Kingdom, also mentioned that before the trial, there was concern that employees working only four days a week might usher in higher intensity work, which would offset the benefits of three days off, but the results showed that “people found various ways to be more productive and reduce a lot of time wasted. ”
Because of the improvement of the physical and mental conditions of employees, the 61 companies in this experiment also benefited, not only the number of sick days of employees decreased by 60%, the turnover rate of employees decreased, and the average income increased by about 1%, so most companies want to continue to implement the three-day week off model.
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India’s new labour codes likely in 2022; 4-day work-week, reduced salary and more

According to a senior official, the four labour regulations covering salary, social security, occupational safety, industrial relations, health and working conditions are expected to be enacted by the following fiscal year. Working hours, wage restructure, and PF contribution, to name a few, would all be affected by the new wage law once it is enacted. At least 13 states have pre-published draft rules on these laws, according to the official, and the Centre completed the process of finalising the draft regulations on these codes in February 2021.

The central government announced 4 labour rules on August 8, 2019: the Code on Social Security, the Industrial Relations Code,2020, the Wage code, 2019 and the Code on Occupational Safety, Health, and Working Conditions, 2020. Because labour is a concurrent subject, the Centre wants the states to accept it all at once, according to the source. Employees’ take-home pay for the following fiscal year, i.e. April 2021, may be reduced as a result of the government’s Code on Wages, however components such as PF and Gratuity may increase. This is because the new pay rule stipulates that an employee’s basic income must equal at least 50% of their net monthly CTC. As a result, if this provision is implemented, employees will be unable to earn more than 50% of their net monthly compensation in the form of an allowance. As a result, the employee’s gratuity and PF payment are likely to increase. As a result, while employees’ take-home pay may decrease, the Gratuity and PF component of their salary may increase.

Experts believe that the new draft will have an impact on employees’ working hours, with some news sources reporting that employees may be allowed a four-day workweek starting next year, however they will be required to work for 12 hours on those four days. The ministry of labour appears to have said unequivocally that a minimum of 48 hours weekly work is required.

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US congressman: 32 hours a week is key to happiness
California Rep. Mark Takano has again submitted to Congress his bill, which would impose 32 hours of work a week in the United States, to become a federal labor law.
Once passed, the number of working hours per week in the United States would be reduced from 40 to 32.
The law also includes a proposal for overtime pay for any work done after 32 hours, which will encourage companies to pay extra salaries to employees working longer hours, and encourage companies to hire more people.
The bill applies to workers in fields such as entertainment, hospitality, transportation, construction, manufacturing, wholesale and retail.
Insisting on the bill after it was first introduced in 2021, Takano told CNBC Make It that he wanted to stimulate debate in order to benefit and protect all workers as well as enhance their happiness and achieve what he called “social justice. ”
Nearly 3,000 UK workers from 61 companies have recently been experimented with four days a week for six months, with positive results including improved productivity, revenue, morale and team culture, as well as improved employee health and personal lives.
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Content: 4 days work week makes men more responsible, dad time increases by 27%
Nursery Sutra 18: 23 2023 / 05 / 17
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The results of a pilot project in the United Kingdom showed that men ’ s child-rearing time increased by 27% during the four-day working week.
Many wage earners are eager to work four days a week, but employers are worried about too little workload. Recently, an experiment in the United Kingdom tested employees to work four days under the same salary and promised to complete 100% of the original work. The results showed that the efficiency of men will increase, and the time to care for children increased by 27%.
According to CNN in the United States, 61 companies in the United Kingdom launched a large-scale experiment in June last year for six months, allowing employees to work one day less per week without changing their wages, but employees must commit to 100% of the original work.
The program initially involved about 2,900 employees and ended up with 1,238 employees completing the final survey.
Male participants were found to have significantly increased their time spent caring for their children by 27% while female participants reported a 13% increase in the cost of their own childcare.
The results came as a surprise to the nonprofit organization 4DWG, which runs the program. Charlotte Lockhart, founder of 4DWG, said she was pleased that the program could begin to balance the responsibility of families to care for their children, saying, “It ’ s a huge success! ”
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No company is inclined to return to five-day work.
Dale Whelehan, CEO of 4DWG, also noted that while both men and women benefited from the 4-day work plan, overall, women ’ s experience was better.
Four-day work also helps improve job burnout, life and job satisfaction, and is also good for employees ’ mental health.
Many of the employees who participated in the program told CNN that they had more time to cultivate their preferences and “fork power ” after they started taking three days off each week. A 4DWG survey of 27 participating companies found that none of them tended or planned to return to the previous five-day work schedule.
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Content: Rise of the four day week? Bank becomes largest British company to slash hours for staff

DIGITAL bank Atom has become the largest company in the UK to introduce a four day week without cutting pay for any of its staff.

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Home working is ‘regressive’ for women claims Rachel Johnson

The app based bank has confirmed it introduced the new four day week on November 1 for all of its 430 employees with the majority choosing to adopt it. Previously Atom employees worked a 37.5 hour week across five days but this will now reduce to a 34 hour week spread over four days. Staff taking up the reduced hours option will see their shifts lengthen slightly, working 8.5 hours instead of 7.5. It is expected most employees will take Monday or Friday as the default day off apart from those in operational or services roles whose days will vary to allow seven day a week customer support. Mark Mullen, CEO of Atom, explained experiences during the pandemic had "exploded many of the myths of the modern workplace" with changes not needing to stop at working from home.

Mr Mullen said: “A four-day week will provide our employees with more opportunities to pursue their passions, spend time with their families, and build a healthier work/life balance.

"We firmly believe that this will prove beneficial for our employees’ wellbeing and happiness and that it will have an equally positive impact on business productivity and customer experience."

Ben Willmott, Head of Public Policy at the Chartered Institute of Personnel and Development cautioned a shorter working week would only be sustainable by smarter working to improve productivity.

Mr Willmott explained: "“It is undoubtedly a positive move for employers to seek to reduce people's working hours without compromising pay.

"However, the challenge of simply reducing people’s working hours without other changes is that you can increase exposure to work intensity and stress, which is already one of the main causes of working time lost to sickness absence."

Workers will see hours cut but not salaries (Image: Getty)

Atom CEO Mark Mullen (Image: Atom )

Atom points to the evolving history of working patterns as evidence for the need to change.

The standard five day working week was first popularised by US carmaker Henry Ford in the 1920s and subsequently taken up by Boots in the UK in 1934.

From there most other companies began to follow suit whereas previously a six day week had been more common.

In Iceland a trial was run by Reykjavik City Council this year to introduce four day weeks to workplaces such as preschools, social services and hospitals.

The five day week was introduced by carmaker Henry Ford in the 1920s (Image: Getty)

Widely reported to be a success trials are also now taking place by consumer giant Unilever in New Zealand.

The idea of a four day week has not always worked for all sectors though.

In 2019 the Wellcome trust shelved its plans to try out four day working after concluding it was "too operationally complex to implement."

Mr Mullen commented: “While we appreciate a four-day working week will not be right for all workplaces, the move to working from home has proved that working practices that may have seemed years away can be introduced rapidly."

"We are proud to be one of the first businesses to introduce a four-day week for all our employees, and we hope many others follow suit."

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Iceland has been trialling a four day week (Image: Getty)

As well as benefits to employee welfare Atom also believe a shorter working week could reduce the environmental impact of companies.

The group cites a 2021 study by environmental organisation Platform London which found a UK wide switch to four day working by 2025 could lower CO2 emissions by over 20 percent.

Atom was launched in 2016 as the UK's first app based bank offering savings accounts, mortgages and business loans.

This report examines the reported benefits, implementation challenges, and international perspectives on this emerging work model.

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Content: Fastest wage growth over the last four years

Report on the impact from the expanded unemployment insurance, economic impact payments, aid to states and localities, child tax credits, and temporary protection from eviction amongst other measures as reported by the authors. These actions provided relief to workers and their families to help them weather the recession. These measures also fed the surge in employment, wages, and gave low-wage workers better job opportunities and leverage to see strong wage growth.

The graphs reveal the impact of the programs, The words detail the results So yes there is some reading involved besides the graphs. I minimized as much of it as possible without impeding the report’s integrity.

~~~~~~~

Fastest wage growth over the last four years among historically disadvantaged groups

by Elise Gould and Katherine deCourcy

Economic Policy Institute

Fastest wage growth over the last four years among historically disadvantaged groups: Low-wage workers’ wages surged after decades of slow growth, Economic Policy Institute.

Real wage growth at the 10th percentile was exceptionally strong, even in the face of high inflation

Wage growth strongest for low-wage workers between 2019 and 2023

In this analysis, we divide the wage distribution into roughly five groups to uncover recent wage trends at different wage levels. Figure A displays wage growth at the 10th percentile (“low-wage”), the average of the 20th–40th percentiles (“lower-middle-wage”), the average of the 40th–60th percentiles (“middle-wage”), the average of the 60th–80th percentiles (“upper-middle-wage”), and the 90th percentile (“high-wage”) using Current Population Survey (CPS) Outgoing Rotation Group microdata (EPI 2024a). Gould and deCourcy (2023) provide a more detailed discussion of these data measures and their robustness. Note that the 90th percentile as “high-wage” does not capture the earnings of those at the very top and is better captured with other data sets which are discussed briefly later on.

Our analysis focuses on changes in real wages between 2019 and 2023, as well as historical comparisons of real wage changes between 1979 and 2019. Our focus on 2019 and 2023 allows us to largely ignore the dramatic swings in employment and wages in 2020 and 2021, which were most impacted by the pandemic recession and initial recovery.1

Real wage growth at the 10th percentile was exceptionally strong—even in the face of high inflation

Between 2019 and 2023, hourly wage growth was strongest at the bottom of the wage distribution. The 10th-percentile real hourly wage grew 12.1% over the four-year period. To be clear, these are real (inflation-adjusted) wage changes. Overall inflation grew nearly 20%, or about 4.5% annually, between 2019 and 2023. Even with this historically fast inflation, particularly in the immediate aftermath of the pandemic recession, low-end wages grew substantially faster than price growth. Nominal wages (i.e., not inflation-adjusted) rose by roughly 34% cumulatively since 2019.

Across the wage distribution, we see the pace of wage growth declining for each successive wage group. Compared with the 12.1% wage growth at the bottom, growth was less than half as fast for lower-middle-wage workers (5.0%) and less than one-third as fast for middle-wage workers (3.0%) between 2019 and 2023. Upper-middle wages grew 2.0% over the four-year period, while the 90th-percentile wage grew even slower at 0.9%.

Wage compression in the most recent period contrasts sharply with prior 40 years

Because wages grew much faster at the 10th percentile than at the other four points, we measure within the 20th to 90th percentiles, wage compression has occurred. These findings—disproportionately strong wage growth at the bottom leading to wage compression—are consistent with the other research (see, for instance, Autor, Dube, and McGrew 2023).

This wage compression between 2019 and 2023 is in stark contrast with the experience of workers in the prior four decades. Figure B displays wage growth between 2019 and 2023 compared to wage growth between 1979 and 2019 for the same five wage groupings: low-wage, lower-middle-wage, middle-wage, upper-middle-wage, and high-wage. This time we report annualized wage changes in wages—which allow for comparison across periods which span different numbers of years, e.g. a four-year span versus a forty-year span.2

The differences in wage growth between these periods are striking. Whereas in the most recent period wage growth was stronger among each successive lower wage group, the opposite pattern occurs in the earlier forty-year period. Each successive higher wage group displays wage growth at least as fast as the previous one, except for between the lower-middle to the middle-wage group where there’s a small decrease.

In the most recent period, middle-wage workers experience growth more than three-times faster than high wage workers, but in the 1979-2019 period their wage growth was one-third as fast. The difference is even more extreme for the lowest wage workers: close to zero growth over the forty-year period versus nearly 3% annualized growth over the past four years. Except for the 90th percentile, all wage groups experienced wage growth at least as fast in the most recent period as between 1979 and 2019, and much faster among roughly the bottom half of the wage distribution.

The very top continues to amass larger shares of the overall pie

Changes at the very top of the wage distribution cannot be measured using the CPS, but Social Security Administration (SSA) data reveal what’s happening within the top 10%, 5%, 1%, and even 0.1% of the annual earnings distribution. Between 1979 and 2019, the bottom 90% grew 0.6% on an annualized basis, while the top 5% grew 2.0% and the top 0.1% grew 3.8% (Gould and Kandra 2023). There are vast differences not only between the top and the vast majority, but also within the top of the earnings distribution.

The latest SSA data only extends to 2022. The 2019–2022 period is characterized by relatively even growth. Primarily stock market declines in 2022 drove losses among the highest earners. After dropping significantly in 2022, the stock market rebounded greatly in 2023 (Trackinsight 2024). Therefore, very top earnings are likely to show a solid rebound in 2023, continuing the concentration of wages at the high end.

Figure C shows how exceptional this recovery has been in achieving strong wage growth for low-wage workers. The figure presents the real changes in the 10th-percentile wage and the middle wage four years from the prior peak in each business cycle since 1979. Wage growth at the 10th percentile in the current business cycle is more than twice as fast as the next closest period over the last 40 years.

Middle-wage workers, workers between the 40th and 60th percentiles of the wage distribution, experienced slower gains in the recent business cycle compared to low-wage workers. However, the slower middle-wage growth over the last four years was significantly faster than found in the four prior business cycles.

Faster growth for low-wage workers was driven by policy decisions and a tight labor market

The fast growth over the last four years (particularly for low-wage workers) didn’t happen by luck. It was largely the result of intentional policy decisions addressing the pandemic and subsequent recession at the scale of the problem. Policymakers learned from the aftermath of the Great Recession (2008). In which, the pursuit of austerity led to a slow and prolonged economic recovery.

Several large spending bills were passed in the first year of the pandemic. It provided enhanced and expanded unemployment insurance, economic impact payments, aid to states and localities, child tax credits, and temporary protection from eviction, among other measures (Gould and Shierholz 2022). These actions provided relief to workers and their families to help them weather the recession. These measures also fed the surge in employment, which gave low-wage workers better job opportunities and leverage to see strong wage growth.

Unemployment fell to 3.6% in 2022 and held steady in 2023 as both the labor force and employment grew. The share of the population ages 25-54 with a job (the prime-working-age employment to population ratio (EPOP)) rose to 80.7% in 2023. It surpassed even the pre-pandemic high of 80.0% in 2019. In fact, we have to go back to 2000 to find a prime-working-age EPOP exceeding the level reached in 2023.

This tightening labor market further bolstered workers’ leverage. Low unemployment means workers are relatively scarce. The result requires employers to work harder to attract and retain workers and lessens their discretion to discriminate without facing a profitability penalty. In low-unemployment labor markets, lower-wage and historically marginalized workers experience better labor market outcomes and faster wage growth (Bivens and Zipperer 2018; Wilson and Darity 2022).

Additionally, the sudden loss of millions of low-wage jobs at the start of the pandemic, followed by the extraordinarily fast employment recovery, meant the frictions tying workers to particular jobs or the barriers normally keeping workers from searching for better employment opportunities were not constraining workers looking for work in this period. This “severed monopsony” in a time of furious re-hiring reduced the normal drag on wage growth imposed by these frictions (Bivens 2023). High numbers of low-wage workers quit and found better jobs, increasing churn in the low-wage labor market. This phenomenon increased low-wage workers’ leverage, which further contributed to faster wage growth. Employers simply had to work harder to attract and retain the workers they wanted.

I am going to stop here as the rest of this report goes beyond what was done during the Pandemic. Not that what is being said is bad. It is the next level of wage improvements (such as improved minimum wage laws, etc,). My concentration was on the pandemic.

~~~~~~~~

1. In 2020, the bottom dropped out of the labor market as low-wage and low-hours workers lost their jobs in disproportionate numbers (Gould and Kandra 2021; Gould and Kassa 2021). As the recovery took hold in 2021, swings in the composition of the workforce by gender, race/ethnicity, education, work hours, industry, and occupation made it necessary to account for these differences in measuring wage changes in the pandemic labor market (Gould and Kandra 2022). By 2022, the dramatic compositional shifts in the pandemic labor market had mostly resolved (Gould and DeCourcy 2023). In the latest year of data, most measurable spikes in the workforce by demographic and job characteristics normalized in the last year. As a percent of the workforce, white workers, workers with lower levers of educational attainment, and leisure and hospitality workers are found at slightly lower rates in 2023 than in 2019.

2. Appendix Figure A provides a look at cumulative real wage changes over the entire period, 1979 to 2023, to get a sense of overall wage trends. Even though the most recent period exhibited wage compression, it’s clear that the much longer forty-year period of unequal growth remains the most striking finding from the overall period.

As mentioned in the Atlantic by Rogé Karma, in support of his article “The U.S. Economy Reaches Superstar Status.”

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### Iceland
Iceland conducted one of the most comprehensive experiments, reducing work hours for 2,500 municipal employees by 4-5 hours per week.

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Content: The reduction caused financial and administrative burdens to the employer
Parliamentary recommendation to extend work permits for up to three years
A parliamentary report prepared by the Financial, Economic and Industrial Affairs Committee of the Federal National Council (FNC) on the impact of legislation regulating labor market activities on economic variables in the country said that reducing the duration of work permits issued by the Ministry of Human Resources and Emiratisation to two years caused financial and administrative burdens that affected the employer.
The report, which will be discussed by the members of the Council during its session scheduled to be held today, recommended increasing the period of notice of the worker to the employer, to become three months instead of 14 days according to the employment contract during the trial period, while revealing that the number of small and medium enterprises in the country decreased by more than 50% according to the latest statistics of the Ministry of Economy during the current year.
In detail, the Federal National Council (FNC) will hold its tenth session of the fourth ordinary session of the 17th legislative term, chaired by Speaker Saqr Ghobash, to discuss the impact of legislation regulating labor market activities on economic variables in the country. Han, on “Bicycle Delivery ”, and the second from member Hamid Ali al-Abbar, on“ Young Citizen Drug Users. ”
Two other members address two questions to the Minister of Health and Prevention and Minister of State for Federal National Council Affairs, Abdulrahman bin Mohammed Al-Owais, the first from Obaid Khalfan Al-Salami, on “Reducing cancer rates ”, and the second from Dr. Hind Humaid bin Al-Ali, on“ The mechanism of evaluation of treatment institutions outside the country to which patients are sent ”. Dr. Abdulrahman bin Abdulmanan Al-Awar, on "Bringing domestic workers with a tourist visa."
During the session, the members of the Council will discuss a parliamentary report prepared by the Committee on Financial, Economic and Industrial Affairs of the Council on the subject of "the impact of legislation regulating labor market activities on economic variables in the State", which dealt with the subject from two main axes, the first is the impact of the law in supporting economic enterprises in the State and achieving balance between stakeholders.
The second is the impact of legislation regulating labor market activities on the objectives and future strategies of the UAE and the UAE Vision 2071, including a number of observations, suggestions and recommendations.
The report, a copy of which was obtained by Emirates Today, pointed out that the Committee of Financial, Economic and Industrial Affairs held several meetings to study the general topic at the headquarters of the Secretariat General in Dubai, during which it reviewed many studies and research papers prepared on the subject. Work for two years led to many financial and administrative burdens, which resulted in harm to the employer, as well as the notice period for the termination of the employment contract during the trial period of (14) days, with a minimum of the date set for the termination of the trial, is insufficient for the employer, which led to the imbalance between the interests of the contracting parties and the instability of SMEs and thus not achieving the targeted economic growth.
With regard to the second axis (the impact of legislations regulating labor market activities on the objectives and future strategies of the UAE and the UAE Vision 2071), the report said that the committee reached a number of observations and conclusions, the most important of which is that the number of SMEs in the UAE decreased by more than 50%, from 350,000 in mid-2020 to 122,000 according to the latest statistics of the Ministry of Economy in 2023.
The report also noted that the provision of preferential benefits and tax exemptions for foreign investments in competitive foreign markets will negatively affect the target ratios to attract foreign investments to the state market, in addition to the challenges faced by national entrepreneurs in many areas (such as the pension system, federal fees and tariffs for some basic services, and the speed of change of laws) led to increased financial burdens on them, which negatively affected the growth of their enterprises.
The report pointed out that the committee reached a number of parliamentary recommendations, based on the observations and conclusions it monitored, related to the legislative and executive frameworks, where the recommendations of the legislative framework included two aspects, the first is to consider the amendment of the Federal Law No. 33 of 2021 on the regulation of labor relations and its amendments and executive regulations, as well as the legal regulations. Work to become from one to three months instead of 14 days according to the contract of employment during the trial period, and the requirement to complete a period of one year in case the worker wishes to transfer to another employer after the end of the trial period (this condition is canceled if the employer agrees to transfer the worker), and not to oblige the employer to bear the expenses of returning the worker to his recruitment or any other place agreed upon by the parties. A sector of work, and the establishment of a mechanism to notify the employer to enable him to know the return of the worker to the state and increase the period of compensation of the employer to six months from the end of the employment contract. ”
The second aspect of the legislative recommendations included "the consideration of amending the Federal Law No. 13 of 2022 on unemployment insurance to include temporary contracts for the category of citizens working in the private sector."
According to the report, the parliamentary recommendations of the Ministry of Human Resources and Emiratisation included “not collecting additional work permit fees from the new employer when the worker moves to another facility, and coordinating with the General Pension and Social Security Authority on finding a mechanism to encourage entrepreneurs to register in the pension system by reducing the cost of participation fees for national entrepreneurs. ”" The Council of Ministers on the reduction of working hours for the month of Ramadan. "
The parliamentary recommendations of the Ministry of Economy also included establishing a specific mechanism to coordinate with the concerned authorities to link and unify the licensing systems in the various emirates (such as a unified government services portal), creating a mechanism to receive the views of the stakeholders before preparing their legislation to ensure that it is prepared according to the real conditions in the economy. It has the potential to add value to the local economy. ”
• 50% decrease in the number of small and medium enterprises in the country.
Training of citizens in "private"
The Financial, Economic and Industrial Affairs Committee of the Federal National Council confirmed that the lack of training and qualification of citizens in the private sector led to their inability to compete in the labor market with foreign workers, in addition to their lack of qualification to meet the requirements of the state and its strategic objectives.
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Retain and develop.
How employers retain employees in conditions of acute shortage of personnel
Last Friday, February 9, Tomsk hosted the first expert discussion platform for the HR community this year.
The topic of the meeting was trends and strategies in staff motivation and retention.
Invited experts told about what awaits the labor market this year.
They also shared their experience and practices on employee retention.
Trends and prospects
Photo: Seraphima Kuzina
Every year, as an HR community, we face new challenges.
This year is no exception.
We used to look for and attract people, now we are looking for them twice.
Staff retention is on the agenda: how to motivate it so that it does not run away to another employer, ” said Anna Gomozova, Deputy Head of the Department of Labor and Employment of the Tomsk Region.
Head of the HeadHunter Siberia press service Lilia Esaulenko was the first to speak before the audience.
She shared the analysis of the labor market at the end of last year, and also spoke about current trends.
- Last year was very important, because the business came to a very clear understanding: the lack of personnel is not the fault of recruitment specialists.
This is a situation in which everyone finds themselves, and it is called a “labor shortage ”.
There is a decrease in those age groups that are now entering the labor market - from 14 to 35 years.
The labor market is leaving a large generation of 60 +.
Accordingly, we are talking about the fact that there are not enough people in order to fully meet the demand, ” said Lilia Esaulenko.
Photo: Seraphima Kuzina
According to her, one of the results of last year was the understanding that the problem of shortage of human resources is fundamental, it becomes a “new normal ” and it is necessary to work with it.
The second conclusion: the cost of attracting and retaining people will grow for all market participants.
— Now it becomes an absolute necessity to work on the effectiveness of the selection process.
We look at new channels that we can attract.
It is great that employers are turning towards youth communities, but we still do not cover teenage groups, where employers are very inactive, or older age groups, where competition for applicants is low.
But these are all promising areas, - said Lilia Esaulenko.
She stressed that the activity of job seekers in the labor market is growing, but does not show the same dynamics as in demand, lags about three times.
Experts also note increased competition for each individual candidate.
- We see that last year, the competition indicators returned to the indicators of 2021, when for the first time we faced the fact that employers talked massively about the shortage of personnel.
The labor market has not only returned to these low rates of competition for work, but has also updated historical lows.
In 2023, the index fell below the minimum values   that were recorded in 2021, - said Lilia Esaulenko, stressed that in Siberia the deficit situation is more pronounced than in Russia as a whole.
The greatest problems with the shortage of personnel are recorded in the field of retail trade and working professions.
At the same time, hunger affects the level of wages.
So, in general, for Russia at the end of the year, their expected level is higher than the proposed one.
Photo: Seraphima Kuzina
Applicants have already indexed their salary expectations.
They want to earn more than the labor market currently offers.
The same advance of expectations regarding the market we see in five Siberian regions: Krasnoyarsk Territory, Omsk, Tomsk region, Kuzbass and Altai, — said Lilia Esaulenko. — This means that employers will inevitably have to tighten the offered [amounts], otherwise it will be impossible to compete for personnel.
It is very interesting that in the regions of Siberia, where the average salaries lag behind the average ones, applicants are more actively increasing their salary claims.
If the average expected wages in Siberia increased by 13% from the year, then in a number of regions, including the Tomsk region - by 25%.
Despite the difficulties with the selection of personnel, every fifth company evaluated 2023 better than the previous three.
More than half of employers raised their employees ’ wages last year, with far fewer engaged in improving working conditions for workers.
Entrepreneurs are also positive about the prospects for their business in 2024.
The number of negative assessments decreased by three times, positive ones increased by three.
— The business is set on the fact that there will be development, growth.
More than half of the companies plan to increase hiring.
Reductions are expected to be less than 10%.
the number of vacancies will increase by about half of last year's.
At the same time, the number of free people who can enter the labor market is only 9%.
So there is probably no hope that it will be easier to find people this year.
We do not see the bases for this, ” said Lilia Esaulenko.
Photo: Seraphima Kuzina
To maintain competitiveness, companies intend to increase budgets for the wage fund.
In addition, the focus has shifted to staff retention.
Working with the employer ’ s brand also increases relevance, as does the provision of flexible working conditions, work with self-employed and the introduction of “remote ”.
Employers keep a focus on corporate training, increase budgets for non-material motivation.
– A very important point is to increase the managerial competencies of middle management, because now the request of applicants for the type of management is very much changing, – said Lilia Esaulenko. – We see a focus on human-centric, on the one hand, on the other – on the automation of processes, which will increase labor productivity.
A very clear focus grounding of their plans, search and hiring strategies on people ’ s needs and expectations, even in the same human-centric strategies.
For some job seekers, it is important that the child is provided with a kindergarten, and for the other - that he is fed lunches at work.
Third, it is important that he be sent to the sanatorium.
Business will need to be very carefully and for a long time engaged in the offer of such options that work for loyalty, retention in the company.
Identifying needs and doing good
Ksenia Burykhina
Photo: Seraphima Kuzina
Ksenia Burykhina, Head of Corporate Culture and Welfare, spoke about the methods of working with staff at Gazpromneft-East.
— Human-centered philosophy is at the heart of our company ’ s strategy.
An employee is a full-fledged partner of the company, who shares its goals and corporate values.
Today, the motivation and retention of staff is a key challenge for all employers.
We strive to identify the needs of our employees, analyze them, constantly improve working conditions, implement measures for the development of employees, work on improving the quality of their lives and improve the social infrastructure, ” said Ksenia Burykhina.
One of the competitive advantages of the company in the labor market is the remuneration system, an expanded package of social benefits.
Along with the material aspects, intangible motivation also works effectively: corporate recognition programs “People of Progress ”,“ Recognition of the Best ”, award campaigns for the day of the oil worker, at the end of the year and for personal anniversaries, corporate sports and much more.
In order to determine the needs of employees, assess their relevance and the possibility of implementation in the perimeter of the company, studies of the socio-psychological climate are conducted annually.
According to the representative of Gazpromneft-East, this tool is effective.
It allows you to find key areas for development that will increase the level of employee engagement.
— For us, as employers, this is a tool for understanding what is good and where it is necessary to focus on new focus areas for further work.
The main goal is to measure the level of engagement and satisfaction with aspects of work, - said Ksenia Burykhina. - All employees in late August receive links to electronic questionnaires.
They include about 80 questions and are processed annually depending on the needs of the business.
This questionnaire covers all areas - from the actions of top management and direct managers to the level of awareness.
Also in the questionnaire there are topics about the balance of work and personal life, factors of comfortable work in a team and others.
The results of the study become the basis for building work for the future: the formed plan is implemented during the year.
In turn, the head of the corporate communications department of Gazpromneft-Vostok LLC, Irina Nikolaeva, spoke about the pro-volunteer movement in the company.
Irina Nikolaeva
Photo: Seraphima Kuzina
— Today, Gazpromneft-East has more than 180 active volunteers.
The volunteer movement can be divided into general corporate events: the day of the donor, subbotniks, the competition of volunteer projects.
We have our own actions that we invent on the ground.
There is also “quiet ” volunteering.
For example, our employee from the fishery on his own initiative in his free watches trains free of charge children, adolescents and adults who decided to engage in volleyball, - said Irina Nikolaeva.
She stressed that corporate volunteering allows creating conditions for self-realization of employees, not only in their professional sphere, but also in the social direction.
— If you decide to start developing corporate volunteering, it is very important to hear your team and understand what kind of work is closer to you.
I believe that the volunteer movement can be in any, even the smallest company.
We have to start small and simple.
And one volunteer in the field is a warrior, ” said Irina Nikolaeva.
She also stressed that it is possible to help volunteers in the team by training them, developing and supporting activities.
It is very important to get the support of management, learn best practices and, if possible, join the actions of other organizations.
Industrial experience
Photo: Seraphima Kuzina
The meeting was concluded with a speech by Elena Kulagina, Head of Human Resources Management at Tomsk Electronic Company LLC.
She said that over the years, the company has significantly expanded the starting package of preferences for new employees: from stable wages and regular schedules to the provision of corporate transport, training and “serious things related to the leisure of employees. ”
We realized that we need to develop a strong HR brand.
People want to work in a company that has a social position approved by society, clearly declares itself.
Here we can recall the large federal companies, IT companies that actively broadcast their positive HR-brand.
And this is a story that works in the market, ” said Elena Kulagina.
Among the areas of work at the Fuel and Energy Complex, she noted personal motivation, employee training, the introduction of a mentoring system for new employees, recognition of achievements through a corporate magazine, placement on the board of honor, financial incentives and just verbal gratitude.
An important point is the corporate culture.
As soon as informal relations between employees are established, when you get wet in a tent together, navigate in the forest or run a distance, then it becomes much easier to solve any problems in the office - it is easier for you to ask a question.
It is important that the heads of departments support this initiative, — said Elena Kulagina.
She shared analytics on the reasons for the departure of employees from the company.
According to Kulagina, most of these workers go to a better offer.
Others retire, move, go to educational institutions or completely change their field of activity (for example, go to couriers from auxiliary workers).
Photo: Seraphima Kuzina
— No matter how much the company tries to be good, comfortable, with a lot of advantages and bonuses, people have basic needs: a salary, a team, comfortable working conditions and the opportunity for career growth.
And the higher your basic offers are, the more attractive an employer you will be for your candidates, ” said Elena Kulagina.
Photo: Seraphima Kuzina
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Title:

Content: Economics.
The scarcity of labor is putting pressure on companies in America.
06-01-2022 | 16: 00
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The head of the private employment agency, Bridgy Kaji, received a strange request last year: Can he find 200 migrant workers willing to catch a bus from Texas to Detroit, where they are hosted by hotels while working at a factory that makes car doors for the big three automakers?
Kaji, who had to tell the customer that he could ensure that people qualified to work on this type of machine were found, said: “I ’ ve never seen anything like this.
“Any low-paid, low-educated employee can walk through the door and get a job. ”
This is a classic story about the employment crisis caused by the epidemic.
Successive U.S. jobs reports — a December report due on Friday — showed the workforce shrinking, with potential employees standing by or retiring early.
Presidents desperately needed new appointments to meet rising demand, driving up wages, and giving inflationary officials at the Federal Reserve something else to keep an eye on.
What many don ’ t understand is that labor shortages in many industries are likely to persist for years – or even decades – even after COVID-19 ends.
What is really behind the global labor shortage crisis?
Slowing labor force growth
The labor force is expected to grow by only 6.5 million workers until 2030, according to the Bureau of Labor Statistics, almost 10 million less than the 10 years ending in 2019, and even larger numbers in previous decades.
US jobless claims fall on strong labor demand
A combination of slower population growth within a country and fewer immigrants from abroad — both exacerbated by the epidemic, but also a trend that dates back to before the epidemic — suggests that in periods of strong or even steady economic growth, companies may struggle to find people for entry-level jobs.
"We have a problem."
William Emmons, an economist at the Federal Reserve in St. Louis, said: “Call it a crisis, if you like, but it ’ s getting bigger.
“We have a problem, where are the workers coming from? ”
On top of falling birth rates, rising death rates, and trends that worsened after the financial crisis and then the epidemic, Emmons says: “Migration is likely to be less and slower.
“This safety valve that has enabled us to continue operating an economy based on an endless supply of low-cost, low-skilled labor is unlikely to be viable. ”
Similar demographics across advanced economies are stirring debate over whether decades of low inflation may reverse as fewer workers have greater bargaining power and wages rise.
In December, U.S. companies added the largest number of new jobs in seven months.
In late 2019, companies got a general idea of labor pressures when the unemployment rate fell to 3.5 percent, and the federal regional survey for November of that year reported labor shortages that “spread to most industries and skill levels. ”
Even some giant companies that are able to offer higher wages can see limits on the horizon.
Elon Musk said in a video interview with the Wall Street Journal on December 6, explaining why Tesla is working at full capacity to develop robots: “The foundation of the economy is labor.
There are not enough people, and I can ’ t stress this problem enough. ”
Lack of visas
Along with health care and social services, as individuals age from the baby boom period, the Bureau of Labor Statistics says leisure and hospitality will be the fastest-growing sectors in employment in the next decade.
That means more demand for workers like Chotel Angiano, a Mexican immigrant who has become a legal permanent resident and is a guest room attendant at a Las Vegas hotel.
But net migration flows are declining, so is the domestic birth rate, and there is a shortage resulting from the epidemic of about one million work visas.
The Department of Homeland Security ’ s announcement last month of 20,000 additional permits for seasonal guest workers has had little impact, and immigration interferes with politics, making it difficult to reopen the gates.
"Inappropriate."
Slowing workforce growth means companies will have to reorient their hiring focus in almost every profession, looking for candidates from different types of colleges and family backgrounds more often than they are used to.
Jacob Martinez, founder of Digital Nest in California, which seeks to help people from rural areas find work in technology and similar industries, says there is a lot of work needed on this front.
“The truth is, they don ’ t get these jobs, ” Martinez says of his students, many of whom are Hispanic, and big tech or even local tech companies don ’ t hire much from cities like Gilroy or Watsonville, California, known as the garlic and strawberry capitals, he says.
“I can ’ t reach the heads of Google and Twitter.
They are working with big universities in their search for talent. ”
Corporate lobbyists point out that more workers from outside the state are needed to work in the kind of jobs Anguiano holds.
Kurt Kashour, vice president of media relations at the American Hotel and Accommodation Association, said: “Hotels have always been a major employer for immigrants.
“The current immigration system is inadequate. ”
"Fewer people."
Low-supply labor markets can boost productivity as companies work more efficiently and invest in better equipment and software.
Those with only a high school diploma enjoyed faster wage growth than other groups last year, according to the Atlanta Federal Reserve.
Such conditions can prevail “for a while, ” says Nick Bunker, director of research for North America at Indeed Rising Lab,“ There is slower population growth, and we will have fewer people in those younger age groups. ”
There is still room for companies to lure workers on the bench with better pay and benefits, even without more migration, and broad measures to boost workforce participation among working-age people remain below pre-epidemic levels, and “strong demand can stimulate supply, ” Bunker describes.
In practice, what that would likely mean, as happened late in the last decade, is that long-standing barriers to work — from racial bias to criminal records — will fade as companies compete for employment.
Kaji, the head of the employment agency, saw some of these trends materialize as demand for semi-skilled manufacturing workers flared.
In some cases, companies waive drug tests, as well as conviction records, and temporary employees get permanent jobs in three months or less, rather than nine months.
“If a person didn ’ t have a work history for a year, we wouldn ’ t talk to them, ” Kaji says.
But we had to loosen our restrictions to six months of work, then three months, ” and even one of the few remaining requirements — a high school diploma — is no longer valid across the board.
(Bloomberg East)
Source: Bloomberg 24
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The results were described as an "overwhelming success," with maintained productivity levels and improved employee satisfaction.

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Content: The boss, the staff, come back and try?
Three weeks after the British try "two working nine days a week"
Journalist Ni Haoxuan / Comprehensive Report
The UK has previously held the world ’ s largest “3 Days a Week Off ” experiment, and the final results seem to be very successful. The companies involved in the experiment have not only achieved high revenue, but also significantly reduced employee turnover and absenteeism, and significantly improved employee health and satisfaction.
However, there are still a small number of companies willing to implement the "3 days a week", and now the UK has launched the next wave of experiments, this time the "9 days a week", hoping to find a new model that is acceptable to more people.
This is an advertisement, please continue reading.
According to CNBC, although the "3 Days a Week" experimental project jointly organized by the British non-profit organization 4 Day Week Global, the British think tank Autonomy, Boston College, Cambridge and the University of Oxford has received positive feedback, but many companies still cannot accept it, after all, from 2 days a week to 3 days a week, which is equivalent to a 20% reduction in the working day.
So now there is a new way of working, that is, "two working nine days a week."
The “9-day work week ” method is usually the employee takes regular leave every other Friday of the week, taking two days off a week and three days off a week.
Some companies have adopted a "9-day 2-week" with conditions, such as requiring employees to work overtime on the working day; others have implemented a "9-day 2-week" without any conditions, but require employees to commit to maintaining the same output as in the past.
Basically, the concept is similar to the three days off, which is to reduce the working day of employees, so as to achieve a better balance between life and work; while improving employee mood and satisfaction, improve work efficiency, and thus maintain the same work output in less working hours.
One company CEO, who is implementing a “9-day two-week ” plan, told CNBC that switching between two and three days off creates a magical balance that prompts employees to guarantee that they can do the same amount of work as they do on the 3-day weekend.
However, there are also additional troubles, that is, every Friday there will be someone to work, someone on vacation, and sometimes it will bring some problems.
In any case, the focus is on finding flexible models that work for the company that are acceptable to both bosses and employees, rather than being constrained by the way society is currently accustomed to working.
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Content: Low-income female workers can turn around as long as they “make the right decision ”.
Scholars are in a difficult position.
As an advocate of women ’ s rights, I believe that employment can bring many benefits to women: salary can enhance women ’ s status in the home, and work and career can also bring women dignity, autonomy and decision-making power.
Indeed, many of the women I interviewed told me that when they went out to earn money, they were free to decide what to buy for themselves and their children, which made them feel very fulfilled.
However, over the years, I have also seen that women from low-income families may not feel the benefits of employment, at least not enough to exceed the cost of having children without proper care.
The main problem here is that we tend to have class bias when discussing employment and caregiving responsibilities.
So far, our society has not really focused on the quality of low-paying jobs, and we talk about work-life balance in a way that defies reality and ignores class differences.
This is very important.
Failure to address the needs of families of different classes in a step-by-step manner through public policies has prevented us from understanding and addressing the huge care gap for low-income families.
For example, my working conditions are very different from the working conditions of the respondents.
First of all, I know that I basically work from Monday to Friday, and the commute time is normal, and the schedule of many low-wage workers changes every other time, and the working hours are not fixed, for example, they may work a few nights, followed by a day, or a few days this week, the number of days next week is different, and usually only a week before the schedule.
Unpredictable and irregular working hours make it difficult for them to arrange care, and they have to spend a lot of energy thinking about how to solve their child ’ s care needs.
While I have many advantages, including flexible working hours (I can work from home at night or on weekends); flexible working hours for the other half; reliable babysitters (which we can afford); parents who can help at any time; and money to send their children to camp, the process still takes me a lot of time and effort. Energy, mainly to coordinate with the parties and discuss with the relevant personnel.
If the work is a shift nature, the schedule may change at any time, in the arrangement of care for children must spend more time, commuting time fixed people are less worried about this.
An irregular schedule is like a leaky roof, you plug a hole, and another hole appears.
We shouldn ’ t underestimate the time and effort it takes to deal with a leak and the stress it puts on people.
Related to this is the concept of “controlling ” time.
Working hours for low-income earners are not only irregular, they are also difficult to predict, and it is entirely up to the employer to decide.
As different scholars have pointed out, flexible working hours are mainly flexible for employers, not workers.
This isn ’ t unique to low-paying jobs, but it ’ s especially common.
As Dan Clawson and Naomi Gerstel have shown, irregularity and unpredictability often go hand in hand.
Employers expect low-wage workers to take on unplanned jobs at any time, and they have little leverage or ability to bargain.
Because they can ’ t afford to pay someone to take care of their children, respondents have to ask neighbors for help, ask older children to take care of them, or leave the children at home alone, and most people who work regular hours are not aware of this problem.
We must discuss the working conditions of low-wage workers to understand how difficult it is to “balance ” work and life for those who can only find irregular work.
We need to understand how important formal rights and substantive rights are, and low-paying jobs fail on both fronts.
Many low-paid jobs are contract jobs, not regular jobs, which means workers have limited or no vacation at all, and are paid according to the number of hours worked.
Even in full-time jobs, benefits such as paid leave or health care are often offered on a salary scale, so low-wage workers don ’ t get much benefit.
In addition to these formal power differences, there are also significant differences in physical rights.
I am respected in the workplace, and I never have to doubt whether I have the right to take time off to deal with personal matters. I believe colleagues can understand, and I do not have to worry that taking a few days off will result in salary withholding, blame or other punishment.
Believing that I will not be blamed will affect my approach and ability to deal with my personal needs.
As a Dutch study shows, considerate employers and colleagues determine the standard of reasonable and expected practice.
Low-paid workers often do not enjoy similar conditions when they have to deal with family matters, and they usually have no physical rights even when they have formal rights.
The reality of low-paid jobs is that workers think they lack protection and are powerless, and even if their families need it, they are afraid to take time off, worried that their supervisors are not happy.
According to experience, they should strive to avoid being scolded by their boss or losing the necessary job.
When talking to low-income people, I can clearly feel the fear and anxiety about taking time off.
Experience with bosses and employers in the past, telling them that they should worry and should be anxious. For example, a woman told me that she recorded a video of her child being sick and hospitalized because she felt that she needed this video as evidence to take a few weeks off.
I recall that when my child was sick several times, I did not hesitate to ask for leave, the absurdity of which was obvious, and the need to prove that I did not lie, was completely beyond my imagination.
There are two main biases against low-income people: First, they have different "values" and "attitudes", especially in terms of working attitude and raising children.
Many people believe that low-income people tend to make “bad decisions ” that prevent them from escaping poverty, especially when it comes to raising children. Second, they prefer not to work and only rely on government assistance.
Many people have this idea because public policy makes avoiding “dependency ” a priority.
Both of these biases are in fact inaccurate and even do a great deal of damage.
Children and child care are at the heart of many respondents ’ lives. All their practices and decisions, including work, leisure, and spending, are about what is best for their children.
There are no perfect parents in the world, regardless of the level of class, any class has a variety of parent-child relationships.
But over the years, I have found that low-income parents sacrifice their comfort and enjoyment far more than wealthier parents do. When talking about daily life, many people reveal that they have little sleep and spend a lot of time doing things (whether at work, taking care of their children, or doing housework); they mention giving up their needs (such as buying new clothes for the New Year ’ s holiday, or even eating), putting their children ’ s needs first, and no complaints. And...
Seeing them frowning and shrugging their shoulders helplessly, and occasionally hearing stories of abandonment and despair, one can feel how much damage these sacrifices have done to their physical and mental health.
Low-income parents don ’ t necessarily make more “wrong decisions ” than higher-income parents, but their practices often lead to negative outcomes.
To be precise, their options for managing money and childcare needs are not as good, mainly due to poor employment conditions, and the lack of ongoing, unconditional public support for childcare needs.
Therefore, we should re-examine our biases.
* This article is excerpted from “The Appearance of Inequality: The Tragic Song of the Social Bottom Behind the Myth of Singapore ’ s Prosperity ” by Zhang Youyuan.
Working at Home Parents Leakage Care
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Scholars are in a difficult position.
As an advocate of women ’ s rights, I believe that employment can bring many benefits to women: salary can enhance women ’ s status in the home, and work and career can also bring women dignity, autonomy and decision-making power.
Indeed, many of the women I interviewed told me that when they went out to earn money, they were free to decide what to buy for themselves and their children, which made them feel very fulfilled.
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Content: Chairman of the Board of Directors and Editors
I'm sorry.
Mohamad Elbaz
Editor-in-Chief
Wael Lotfy
Chairman of the Board of Directors and Editors
I'm sorry.
Mohamad Elbaz
Editor-in-Chief
Wael Lotfy
How do recreational programs enhance employee happiness and productivity?
Maintaining the psychology of employees and achieving happiness for them, is one of the most important criteria that a large number of companies seek to achieve, in order to be able to obtain the largest possible amount of production for them, and then they have developed a number of programs that achieve the well-being of employees and increase production at the same time.
In the following lines, we present the reasons that prompted companies to develop programs for happiness and how they affect the psychology of employees, according to the site “Success ”.
The impact of Corona on employee happiness?
Despite the start of the movement to control the spread of the virus and push about the return of life to normal, and the exit of a large number of employees from their homes to their places of work, but the obsession of fear is still dominant, cases sometimes increase, including those who die, and this of course affects the psychological state of employees, which necessarily leads to a lack of production.
The impact of working hours on employee happiness
The large number of hours in which the employee practices work within the company, is considered an obstacle to achieving the happiness of the person, as there is no room for self-entertainment, and therefore the presence of entertainment means during work is an absolute necessity.
Sitting at home for months.
Since the spread of the coronavirus, the home has become the only window to do everything, work and entertainment, and everything, which negatively affected the psychology of employees who did not find a way to go out or meet their friends and relatives, which prompted some of them to leave this experience and is loaded with a great deal of despair and the need to entertain again, which these companies sought to achieve.
Managers deal with employees
Managers should appreciate the difficult period that employees went through during the spread of the coronavirus and try as much as possible not to put pressure on employees, so that they can achieve as much production as possible and are in a general sense of satisfaction and happiness.

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“Three days of rest a week. ”
The Emirate of Sharjah reveals the results of the experiment
Shurooq Online
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The newly implemented work system in the Emirate of Sharjah, which includes three days of rest per week, contributed to an increase in the number of indicators and positive factors related to the work environment and productivity of employees, according to an evaluation study of the system.
According to the official UAE news agency, the Sharjah Executive Council was briefed on the results of the study, which focused on the impact of the new experience in the police, environment, human resources and financial sectors.
According to the study, the implementation of the “3 days of rest per week ” system contributed to the high indicators of work quality, efficiency, productivity, speed of achievement, and levels of satisfaction of employees and customers.
Traffic accidents and related deaths, compared to the first quarter of 2021, decreased by 40 percent.
The new labour system has also contributed to improving the financial performance of government agencies.
In the environmental sector, the period in which the new system was introduced saw a decrease in emissions of carbon monoxide, sulphur dioxide and nitrogen dioxide.
Sharjah adopted the system of three rest days, after changing the two days of the weekend in the UAE, from Friday and Saturday to Saturday and Sunday in early 2022.
The emirate ’ s conservative authorities only added Friday to Saturday and Sunday, extending the weekend in Sharjah for three days instead of two.
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Content: Tuesday, April 11, 2023
4 Guaranteed Ways to Increase Employee Productivity and Happiness
4 Guaranteed Ways to Increase Employee Productivity and Happiness
Happiness activities promote a sense of purpose and belonging
- Advertisement -
Home - Your job as an employer is to work hard to make your company successful.
It ’ s good to put hard work and creative ideas into your work.
But don ’ t forget your employees.
Keeping your employees happy and in a good mood is a top priority if you are the president or CEO of a company.
It turns out that happy employees are more productive and creative in their jobs.
Giving them a raise is of course one way to do it, but why not set aside some time and plan activities to make them happy?
Psychologist and president of the Anannke Foundation, Dr. Malini Saba, told Healthshots about a 2019 Oxford University study that found that happier employees in the workplace have faster work speed and efficiency and are also more creative when dealing with problems and making smarter decisions.
Happiness in the workplace
The COVID-19 pandemic has brought about a major shift in working methods.
Now employees are looking for jobs that align with their values.
Therefore, building a company environment in which work is satisfactory is important.
Ways you should know to keep your employees happy and satisfied
The world today poses tough challenges such as inflation and health concerns.
In this context, expert Saba says that it is important to look at positive psychology and build a safe and happy work environment.
This in turn helps in achieving collaborative professional and personal growth.
- Advertisement -
Here ’ s what you can do as a compassionate and responsible boss
Recreational activities
Dr. Saba says games and fun activities are a great way to help improve communication and collaboration among team members, leading to better decision-making and problem-solving.
Happiness activities promote a sense of purpose and belonging.
Culture of recognition
Meetings or activities that specifically recognize talent and good work go a long way in building a positive environment at work.
This makes employees happy and boosts their performance and motivation.
Providing learning opportunities
Encourage and provide learning opportunities for the employee to contribute to the promotion of new ideas and responses.
This also promotes long-term well-being and success, as well as reducing employee fatigue.
Birthday Celebrations
To please and delight your employees, celebrate important days such as birthdays and anniversaries.
This can greatly affect their happiness during working hours.
Iman Al Baji
Eman El Beji holds a BA in English Language, Literature and Civilization from the Faculty of Arts and Humanities in Sousse.
I have previously worked with a private Tunisian company in the field of translation where I learned some of the basics and fields of translation and worked as a translator for Canadian websites.
Then I started working with Watan newspaper in late 2021
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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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

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 employee and customer satisfaction.

Approximately 86% of the working population gained the right to reduced working hours.

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Content: Image Credit- Unsplash (Representational)

The Logical Indian Crew

Employees Ready To Accept Pay Cut In Exchange For Flexibility Of Working Remotely: Report

The ADP Research Institute's People at Work 2022: A Global Workforce View surveyed about 33,000 employees across 17 nations and found that over 7 in 10 seek more flexibility in how they structure their working time.

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A considerable percentage of employees demand more flexibility in their working lives and are set to make compromises to receive it. The ADP Research Institute's People at Work 2022: A Global Workforce View surveyed about 33,000 employees across 17 nations and found that over 7 in 10 seek more flexibility in how they structure their working time.

According to the research, 76.07 per cent of workers said they would rather have control over work hours, adding they would accept a pay cut in exchange for the flexibility of working remotely or having an opportunity to be alternating between home and office.

New Job If Asked To Return To Work Full-Time

The report stated that in India, about 76.83 per cent of workers would look for a new job if asked to work full-time, as per NDTV.

Rahul Goyal, the Managing Director (MD), South East Asia & India, ADP, said, "Currently, there is a need for innovative alternative options to the traditional nine-to-five to keep employees satisfied at work. Offering more flexibility and control over employees' work-life is worth considering as they have endured immense pressure during the pandemic and have proved to be important assets through their continuous performance."

Goyal added that not too long ago, concepts like adopting a flextime system and the potential for changing employees' work schedules to four days a week would have been sneered at. But presently, they merit serious consideration to retain and draw in the most suitable talent. Further, people who work from home also discuss career advancement with their companies more often.

Other Research Findings

Further, according to the research, approximately 73 per cent believe they are seen and valued even when they work from home, and 74 per cent say their employers are receptive to discussions about the need for upskilling and additional training. Furthermore, 56 per cent of employees report feeling supported by their supervisors about their mental health at work, even while working from home.

The report noted that introducing human resource (HR) management tools and platforms that permit visibility of HRM data might improve decision-making, foster a more cohesive workplace culture and increase employee and company loyalty.

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Writer : Shiva Chaudhary
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Editor : Ankita Singh
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Creatives : Shiva Chaudhary

### United Kingdom
The UK launched its largest experiment in June 2022, involving 3,300 employees across 70 companies.

Using the "100:80:100 model" (8