The global trend toward a four-day workweek has accelerated in recent years, particularly following the COVID-19 pandemic, which prompted a widespread reevaluation of work practices and employee priorities.

This model is gaining traction across multiple countries and industries, with a growing body of research and real-world trials highlighting both substantial benefits and significant challenges related to its implementation, equity, and business continuity .

**Global Adoption and Momentum** Adoption of the four-day workweek is increasing worldwide.

In the UK, a University of Reading survey found that 21% of businesses had implemented a four-day workweek for all staff in 2021, up from 18% in 2019, and 65% had adopted it for at least some employees, compared to 50% in 2019 .

Large-scale trials, such as the UK’s 4 Day Week Global pilot involving over 3,300 workers at 70 companies, have drawn international attention .

In the US, about one-third of companies are considering the model, with over 300 already implementing some form of it .

Other countries, including Portugal, Belgium, Spain, and Japan, have launched government-supported pilots or introduced flexible four-day workweek options .

In Ireland, 95% of workers support the four-day week, and 81% believe it will become standard within a decade, though only 3.5% of workplaces have adopted it so far .

The model is also being piloted in the Scottish public sector and discussed in legislative proposals in the US and the Philippines .

**Reported Benefits** **Increased Productivity and Performance:** Numerous trials and case studies report that a four-day workweek can maintain or even boost productivity.

The largest UK trial found that 91% of participating companies planned to continue the model, with employers rating productivity at 7.5 out of 10 and reporting a 35% increase in revenue during the trial period .

Absenteeism decreased significantly, and companies like Buffer and Microsoft Japan observed notable productivity gains, with Buffer finding 34% of employees felt more productive, leading to permanent adoption .

A US trial reported an 8% revenue increase and improved employee performance, with many workers unwilling to return to a five-day week without a pay raise .

Surveys indicate that 81% of workers believe they would be more productive with a four-day workweek, especially in high-burnout sectors such as healthcare and education .

**Improved Employee Well-Being and Satisfaction:** Employee well-being is a central benefit.

Trials consistently show significant improvements in mental and physical health, job satisfaction, and overall life satisfaction.

Stress, burnout, and fatigue decrease, while time spent exercising and engaging in personal activities increases .

In Ireland, 95% of workers believe a four-day week would enhance mental health and work-life balance .

The Dutch IT firm Infolearn adopted a four-day week with full salaries, emphasizing work-life balance for satisfaction and retention .

Employees appreciate the flexibility to manage personal responsibilities, with examples such as a New York marketing agency reporting improved morale and productivity due to the extra day off .

**Attraction and Retention of Talent:** The four-day workweek is a powerful tool for recruitment and retention.

Atom Bank in the UK experienced a 500% increase in job applications after implementation, with improved morale and no negative impact on customer service .

The Great Resignation has prompted many employers to consider the four-day week as a competitive advantage .

In India, 86% of employees expressed willingness to accept lower salaries for better work-life balance, indicating strong demand for flexible arrangements .

**Work-Life Balance:** A four-day workweek allows more time for family, self-care, and personal pursuits, contributing to overall happiness and productivity .

Employees are often willing to forgo work socials in exchange for the extra day off, highlighting a strong preference for improved work-life balance over traditional workplace relationships .

In education, teachers report that the extra day allows better planning and reduces weekend work, helping to combat burnout .

**Positive Financial Outcomes:** Some businesses report increased revenues during trials, such as a 47% revenue growth at Trio Media and a 22% productivity increase in other cases .

Cost savings are also reported, with 66% of companies experiencing reduced expenses and 78% reporting less stressed workers .

**Sector-Specific Benefits:** In healthcare and education, the four-day week is linked to reduced burnout and improved job satisfaction, with 81% of workers in these sectors believing it would boost productivity .

School districts in Texas adopting the model have seen increased teacher applications and improved retention, with some reporting no significant decline in learning outcomes .

**Challenges and Barriers** **Concerns About Productivity and Work Intensity:** Despite positive outcomes, skepticism remains.

Among companies not offering a four-day week, 65% cite concerns about staffing costs and meeting customer demands .

A survey found 27% of employers uncertain about productivity implications, and 11% disagreed with its benefits .

Some employees report increased pressure to complete the same workload in less time, leading to stress and burnout; 36% of employees in a UK trial felt their work became more intense under a four-day schedule .

Maintaining productivity without extending work hours can create a more intense environment, potentially negating benefits .

**Sector-Specific Limitations and Equity Concerns:** Feasibility varies by industry.

Sectors requiring constant customer interaction, such as healthcare and retail, face challenges implementing the model effectively .

Companies with diverse workforces may struggle to apply a uniform four-day week due to varying roles and responsibilities .

The model may not be accessible to all employees, raising equity concerns, especially in roles requiring continuous service .

In education, some districts reverted to a five-day week due to concerns about instructional time and family childcare needs .

**Implementation Difficulties and Cultural Adjustments:** Transitioning to a four-day workweek requires significant cultural and operational changes.

Some trials, such as at Asda, faced backlash due to longer shifts (11 hours over four days), causing exhaustion rather than benefits .

Agencies relying on hourly billing may find it difficult to maintain revenue without client expectation shifts .

Careful planning and communication are essential to address employee concerns and expectations .

Many organizations have cultural inertia favoring traditional work hours, with fears that a four-day week could disrupt workflows and team dynamics .

In India, skepticism persists about the model’s impact on productivity and work culture .

**Business Continuity and Customer Service:** Employers worry about meeting customer demands and maintaining productivity with reduced hours.

In the UK, 75% of companies expressed concern about the impact on customer service .

The local government minister requested the South Cambridgeshire District Council to end its four-day week trial due to concerns about value for money and potential service delivery impacts .

**Financial and Operational Implications:** Smaller businesses may face increased labor costs if additional staff are needed to cover reduced hours.

The California Chamber of Commerce labeled proposed legislation for a shorter workweek as a potential "job killer" due to these financial concerns .

Some companies have reverted to traditional schedules after trials due to operational difficulties .

**Mixed Employee Experiences:** Not all employees benefit equally; 22% of participants in a UK trial reported increased burnout symptoms despite the reduced workweek .

In some cases, 28% of employees reported either working more hours or experiencing no change in workload after transitioning to a four-day week .

**Government Policy and Support:** Government involvement varies.

Portugal’s government-funded trials use the 100-80-100 model (100% pay for 80% of the time, with 100% productivity expected) to assess effects on well-being and productivity .

Belgium allows employees to condense hours

The global trend toward a four-day workweek has accelerated in recent years, particularly following the COVID-19 pandemic, which prompted a widespread reevaluation of work practices and employee priorities.

The global trend toward a four-day workweek has accelerated in recent years, particularly following the COVID-19 pandemic, which prompted a widespread reevaluation of work practices and employee priorities.

The global trend toward a four-day workweek has accelerated in recent years, particularly following the COVID-19 pandemic, which prompted a widespread reevaluation of work practices and employee priorities.

This model is gaining traction across multiple countries and industries, with a growing body of research and real-world trials highlighting both substantial benefits and significant challenges related to its implementation, equity, and business continuity .

Title:

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Published: June 13, 2022, 4:00 AM

Title:

Content: Minister asks South Cambridgeshire council to end four-day week trial

  • Published

The local government minister has formally requested a council ends its trial of a four-day week "immediately" over concerns about "value for money".

South Cambridgeshire District Council's trial was due to run until 2024, but in a letter, Lee Rowley said such an approach could breach its legal duties.

The Liberal Democrat-led council is the first in the UK to trial the system.

Defending the scheme, leader Bridget Smith said it had helped address a reliance on expensive agency staff.

She said an assessment showed that "performance was maintained" and added that she was "surprised" to receive the letter and wanted to meet "with ministers to discuss this matter".

The authority started the pilot in January for the 450 desk-based staff at its office in Cambourne.

It was recently extended until next March.

Mr Rowley wrote to Ms Smith with a formal request for the council to "end your experiment immediately".

He said he had concerns about the impact of the trial on the needs of local taxpayers at a time when the council should be "cutting backlogs, answering queries and improving efficiency".

"I strongly believe in the ability of councils to innovate and find new ways to discharge their responsibilities," he said.

"Removing up to 20% of the capacity to do those activities is not something which should be acceptable for a council seeking to demonstrate value for money for its taxpayers and residents."

He said while some private sector organisations "may choose to experiment with their own capital and capacity regarding 'four-day working weeks', local government should not do the same".

He added that such an approach could breach the council's legal duties under the Local Government Act and the Department for Levelling Up, Housing and Communities would "shortly be issuing clear guidance".

In a statement, the council leader said she was "surprised to receive Mr Rowley's letter and we have written to him to request a meeting with ministers to discuss this matter".

"This is a trial, but we have already seen strong independently assessed evidence which showed that performance was maintained, and in some cases improved, in the first three months," she said.

"At the start of our trial, we were carrying a £2m annual agency bill.

"During the first three months of the trial, we filled four permanent posts that had previously been impossible to fill [and] this has reduced our annual bill by £300,000."

She added that as time had gone on, it had become "increasingly clear that recruitment has been positively affected, both in terms of the quality and number of applicants, and the consequent success in filling vacant posts".

Joe Ryle, director of the 4-Day Week campaign group, also criticised Mr Rowley's request.

He said the move "flies in the face of all the evidence, which shows the four-day week has been a huge success at the council".

"The four-day week with no loss of pay is already being rolled out across the private sector, so it's only fair the public sector are included too," he added.

"There is no good reason to end this trial, which is already bringing many benefits to council workers, local residents and saving the council money."

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Title:

Content: World
Get the latest news from around the world, live coverage, off-beat stories, features and analysis.

Four-Day Workweek Trial Proved So Successful Many UK Firms Will Retain It as New Policy

CC BY 2.0 / Nenad Stojkovic / Businesswoman with beautiful nails working on her laptopBusinesswoman with beautiful nails working on her laptop
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It's one of the largest trials to put a four-day workweek to the test. The non-profit firm invited companies to either shorten their employees’ workweeks by giving them one day a week off or reducing their work hours to 32 hours per week, while still paying their employees the same salary or wage as before the trial.
Newly released study results have suggested it might finally be time to implement a four-day work week after a trial revealed the shift provided major benefits to general productivity and employee health.
The trial, which took place in the United Kingdom, involved nearly 3,000 employees and was organized by the not-for-profit group 4 Day Week Global (alongside the research group Autonomy and researchers with Boston College and the University of Cambridge).
Some 61 British businesses including banks, fast-food restaurants and marketing agencies participated in the trial.
Analyzing the study findings, officials determined the businesses found a sharp decline in the number of employees wanting to quit, while about 46% of companies said their business productivity remained the same, and 34% reported a slight improvement in productivity. Another 15% of employers reported a significant improvement in productivity.
One company, Trio Media, reported a 47% increase in revenue from the year-earlier period. The chief executive of the company, Claire Daniels, said she would continue the trial for another six months before making a permanent switch, but added she didn’t “see [the company] going back to a typical five-days-a-week model.”
Overall on a scale of 0 (very negative) to 10 (very positive) employers scored the productivity and performance of their employees at 7.5 after six months of a shortened workweek. At least 18 businesses from the study said they planned to make the shorter workweek permanent, while 56 of the 61 companies said they would continue testing the shortened work shifts even after the trial ended.
Just three companies said they would not pursue a shortened workweek.
About 15% of employees who participated in the trial said that “no amount of money” could convince them to return to a five-day workweek, as employees reported better sleep, lower stress levels, and improved personal lives and mental health.
“At the beginning, this was about pandemic burnout for a lot of employers. Now it’s more of a retention and recruitment issue for many of them,” explains Juliet Schor, an economist and sociologist at Boston College whose team helped conduct the study.
A separate study from October 2021 found that in a survey of over 1,000 Americans, 98% of respondents said a four-day workweek would improve their mental health, nine out of 10 people said that a five-day workweek was outdated and almost 80% of respondents said the COVID-19 pandemic encouraged their desire for a shortened workweek.
Three out of four respondents in that another study also said they would consider leaving their current job if they were offered a position with a four-day workweek. And a Gallup Report from 2019 revealed that high turnover rates cost US businesses $1 trillion in voluntary turnover per year.
Opponents argue that a shortened workweek would not be suitable for every field of work including child care and health care, both of which are experience widespread staff shortages as nurses in England have gone on strike after struggling to secure increased wages from their government.
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Title:

Content: 4-day school week helps some rural Texas districts hire teachers. Others? Not so much

·11 min read

Last school year, the DeKalb Independent School District in East Texas struggled to recruit enough educators to teach its 800 students. Administrators hired eight teachers working to get certified, but there were still two positions that were never filled.

“It was difficult. We had a pre-K teacher position open all year. Because we couldn’t fill it, we had one pre-K classroom with 35 students last year,” superintendent Chris Galloway says. “We also had a chemistry position open half the year and ended up going through three different substitutes. It makes it difficult for students that need consistency.”

Right after the district announced that it had a new four-day schedule in April, applications started rolling in. The district was able to fill all 14 open positions for the upcoming school year before June, much earlier than usual. At least three staff members with over 20 years of experience came to DeKalb from other districts, mainly due to the four-day week.

Prior to the change, the district conducted a survey and found that 75% of students, 78% of parents and 100% of teachers were interested in the four-day week. An additional hour was added to the school day to make up for Fridays being off. The switch added more time to each class — over 1,800 minutes per class period.

Amid statewide teacher shortages, four-day school weeks are gaining popularity among small, rural school districts in Texas. Nearly 43,000 Texas teachers left their job in the last school year, according to a July report from the Texas American Federation of Teachers. And a whopping 66% of educators throughout Texas said they have recently considered leaving their jobs. On March 10, the state launched the Teacher Vacancy Task Force to address staffing challenges facing Texas public schools.

Twenty-seven Texas districts implemented the change for the 2022-2023 school year, hoping to attract and retain teachers. In 2016, Olfen ISD in West Texas became the first school district in the state to make the switch to a four-day school week. That was after a bill passed by the 84th Texas Legislature amended the Texas Education Code, no longer requiring 180 days of instruction. The only requirement now is that districts operate for a minimum of 75,600 minutes. To allow for a shortened week, the 41 school districts in Texas embracing the change lengthen the school day and/or the school year.

How working families would adjust to a schedule change was a driving force in the conversations at Everman Independent School District about adopting a truncated school week.

“How would it affect our families? That was the main driving force of why we’re not going to a four-day week,” said district Chief of Communications and Marketing Nikita Russell. “It wasn’t feasible for our families in our district.”

Everman ISD is located a short drive south of Fort Worth. It has 10 schools and 5,648 students. Most parents in the district work Monday through Friday, according to Russell.

“Our working families, they would have to find childcare,” she said. “Say if we did Monday through Thursday, they would have to find childcare for Friday. We didn’t want to put that additional burden on them.”

Teacher retention is important, according to Russell. Everman ISD has put in place incentives for new and existing employees that include competitive starting salaries and retention bonuses.

But going with the four-day school week would take some doing.

“Our board would have to approve it. They would have to get stakeholder input. It’s something that couldn’t be done in a year, it would have to be planned out,” she added.

The schedule change isn’t always successful.

One of the early adopters, Dimebox Independent School District in Central Texas, switched to the shorter schedule in 2019. After a few months, the pandemic made implementing the schedule a nightmare for administrators.

“We used our Monday that was off to try to do some unique and different things. The unfortunate thing is that we put it in the 19,20s. So as we were experimenting with it the first year, March of that year is when all schools closed,” said Nick West, who was superintendent at the time. “And then when we did come back in 2021, most of the things that we would have ever done with it were out the window, you couldn’t do anymore, because of all the restrictions.”

Teachers felt the kids weren’t getting enough time in the classroom, and students’ test scores declined. Childcare for the younger students was an issue, forcing elementary teachers to still have classes on the fifth day.

Two years later, the district admitted defeat, switching back to a five-day week.

Why Texas districts are making the switch

With three years of the shortened schedule under its belt, Athens Independent School District calls itself “Home of the 4-Day Instructional Week.” Superintendent Janie Sims says it’s helped the rural district compete with larger districts in Dallas-Fort Worth and Tyler. They’ve been able to keep experienced teachers and hire more. Twenty-four percent of the staff said they took the job because of the four-day week, and 53% said it’s motivated them to continue working at Athens ISD.

“We had been getting for several years a lot of brand new teachers, which does impact student learning, because it takes a brand new teacher a few years to get accustomed to everything and get their craft going,” Sims said. “So what we did find was that we were attracting the mid-range, the teachers we were attracting had 10 to 12 years of service, which is phenomenal.”

In April, the Pewitt Consolidated Independent School District board unanimously voted to transition to a four-day week starting the upcoming school year.

“It was getting to the point where it was harder and harder to find quality teachers,” said superintendent Melissa Reid. “This year, it has been a much easier hiring season, we’ve been able to get more certified teachers, we’ve been able to retain some of our great teachers, and they’ve said it’s because of the four-day.”

New Summerfield Independent School District in East Texas, with just over 500 students, is making the change starting Aug. 8. District leaders hope it will give them a leg up since they’re unable to offer teachers competitive compensation. The district hired 17 teachers this school year, about half after announcing the shorter school week.

“We’re a small district, we’re not as fortunate, just like a lot of other smaller school districts, as far as our pay,” superintendent Joe Brannen says. “There’s some bigger schools around our area here that have increased their pay scale. It’s just hard for us to stay on the same pace as them.”

Switching to a four-day week gives teachers more time to plan the curriculum and lessons, says New Boston Independent School District superintendent Brian Bobbitt, helping to combat burnout. Instead of spending the weekend preparing for the week ahead, they’re able to do so on the fifth weekday.

“Teachers typically teach six or seven hours a day, with about a 45-minute conference period,” Bobbitt says. “So you had basically six times the amount of actual work time as you had for your prep time.”

While most districts hope the change helps them hire and retain teachers, some Texas districts said they were motivated by increasing student enrollment.

Hull-Daisetta Independent School District superintendent Tim Bartram noticed they’d lost some students to three neighboring districts Devers ISD, Liberty ISD and Hardin ISD that switched to a four-day week. So he decided to follow suit starting this school year by adding 40 minutes to each day. A district survey found that 86% of students, 78% of staff and 68% of parents were in favor of the growing trend.

Through making the change just this year, Mineral Wells Independent School District has already been able to enroll 200 more students, from 3,245 to 3,436. The district also hired 50 staff members this summer after about 10% left the district, which superintendent John Kuhn said was the most turnover he’d seen in his career.

“We also feel like it’s going to help us with our mental health program for students,” Kuhn said. “They carry a pretty heavy load right now. And students across the nation are over-scheduled and busy. A lot of our kids work. And so we hope that this extra day off for students will help them.”

A few others said they hoped it would help with student attendance and achievement.

Before COVID, Hull-Daisetta had an average 95% attendance rate, then it dropped to 92% for elementary students and 89% for junior high and high school. And New Summerfield went from 98% daily attendance to 94% Monday through Thursday and 90% Friday. The districts said they will be watching the rate closely this year to see if the shorter week improves attendance.

While there are some concerns about the four-day week’s impact on test scores, Michelle Francis, superintendent at Silverton Independent School District, says STAAR scores have actually increased since the shorter week took effect last year.

“Teachers have said that they are able to get their curriculum covered better. We have some teachers that say before they were struggling to get the curriculum covered,” Francis said. “They have been able to get the curriculum covered and then be able to go back in for review because we’ve increased the length of each class, so you’re not wasting as much time in passing periods. You’ve got more class time. You have more time to give remediation during those periods also.”

In Athens, families have been satisfied with the four-day schedule, Sims said. Asked whether they want to continue for the fourth year, 76% of parents said the schedule has had a positive effect on their child and 65% said their child was as successful or more successful in school.

“Parents who aren’t working or can be off on Fridays are spending additional time doing things for their kids, they enjoy that,” Sims said. “The parents who are working say it gives their kids an extra day to sort of unwind from school and maybe more playtime.”

For one northeast Texas district, it was too much change too fast. In February, Clarksville Independent School District superintendent Kermit Ward pitched the idea to the school board to help with recruitment, and they voted against it. After implementing a 4% raise, Ward was still able to hire enough teachers for the school year. He is planning, however, on proposing the schedule for specialized positions the district is short on including speech therapists, physical therapists and diagnosticians.

How districts are easing into the new schedule

To help ease students, teachers and parents into the new schedule, several districts are providing meals, low-cost childcare and academic enrichment on days off.

While teachers can work from home most Fridays, the DeKalb, New Summerfield and Pewitt districts have periodical staff development days, where teachers collaborate on lesson planning. Also, students in those districts as well as New Boston and Silverton who need academic help can get tutoring on certain Fridays throughout the year.

“We’re excited about those days, because we’re going to be able to target some students that possibly need some extra help that in a normal setting they might not even be able to get,” Brannen said.

Every Friday, Pewitt and DeKalb students can stop by the school and get lunch, and they can participate in the Texas ACE after-school program. And DeKalb parents can get $60 a month child care on Fridays offered by First United Methodist Church. So far, 20 families have enrolled in the child care program. In Mineral Wells, there are optional instructional Fridays for elementary students, with 55 students signed up so far.

To address learning gaps, students at Hull-Daisetta have a half-day one Friday per month.

“We’re going to provide them with some instruction that’s not exactly the same as they get on a daily basis,” Bartram said. “We might do more hands-on that day, it may be team teaching where a couple of teachers are team teaching a small group. We’ve got a whole bunch of ideas that are going to take place on that, but it is going to be for all students.”

Some, like Happy Independent School District in the Texas Panhandle, are on a hybrid schedule, with four-day and five-day weeks. School days are slightly longer — from 7:45 a.m.-3:42 p.m. to 7:35 a.m.-4 p.m. Because some parents of elementary students are concerned that their children won’t be able to handle the longer days, the district will be monitoring student engagement and performance.

“Honestly, we go into it cautiously optimistic,” says superintendent Ray Keith. “There’s some things that we find that can be positive, but we also have our concerns too.”

Title:

Content: New normal | Will 2024 be the year of the four-day week boom? Probably not…

At one point in time, flexible working was a prime example of the benefits that truly had the power to lure and retain talent.

Those days are now behind us.

This isn’t because the prospect of working from home, or altering office hours around childcare or medical appointments isn’t still alluring. In fact, far from it. It’s because in the interim, the world experienced a massive shift. One that not only forced many businesses to adopt remote working policies or face the prospect of inactivity, but also changed the perceptions of workers about their careers, and the value of wellbeing in their working lives.

In a post-pandemic world, the concept of flexible working is largely considered a given. This is acutely true among companies that understand the persistent challenges in the talent market. So, where do we go from here? Where are those looking to push the boundaries of their benefits offering to turn? The answer is the four-day week.

You’ve likely heard the words ‘four-day week’ uttered at conferences, or read it plastered all over LinkedIn. In short, whilst there’s some variation in implementation, for most adopting a four-day week involves quite literally ditching one full working day. Employees work their normal hours, minus one fifth, and get paid the same amount for their effort.

The concept may sound ludicrous to some, yet the value of the idea goes far beyond simply being a valued benefit. Data from the largest trial ever to have taken place in the UK, as reported by Buffer, found that productivity among workers increased by 22%, job applications went up 88%, absenteeism went down by 66%. Employees are also reportedly less tired and happier.

So, we have an exciting new concept with stellar outcomes when trialled and the vast majority of businesses are yet to adopt it. Inevitably, this will be the next big thing in 2024, right? In reality, this is doubtful. Here’s why.

Whilst flexible working has been adopted en masse, let’s not forget the impetus that caused this boom – the pandemic. According to data from IPSE, the proportion of workers reporting they work exclusively at home rose from 5.7 per cent in January 2020 to 43.1 per cent in April 2020. Whilst flexible working was no new concept in early 2020, the pandemic served as the catalyst for huge change, convincing many traditionalists that ditching the nine-to-five and introducing remote working could actually work.

The pandemic was the biggest trial of such a concept in recent history. And herein lies the issue with the four-day week. Leaders need to be convinced. Yes, it’s likely that it will grow in 2024, but without a major shift in working culture to encourage those who dismiss it to give it a try, there’ll be no sudden boom. So no, 2024 will not be the ‘year of the four-day week’, but for early adopters, it could well be a vastly positive development.

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Dutch IT firm transforms HR policy built on lessons from pandemic

Software firm rips up human resources rule book and replaces it with a hybrid working policy

The Netherlands government’s advice for people to work at home as much as possible during the Covid-19 pandemic will soon expire, but various studies have shown that employees no longer want to return to the office entirely, but prefer to continue working remotely for part of the week.

Many employers are therefore looking for a way to give shape to hybrid working and Dutch IT company Infolearn has devised a new human resources (HR) concept to improve the work-life balance of its own staff. It also hopes this new approach will make it an attractive employer for the current and new generation of employees.

According to Infolearn, it is important that each employee’s work-life balance is as optimal as possible. The right balance ensures job satisfaction, sustainable employability and being an attractive employer, said Rinske Willemsen, business operations manager at the software company. Its new HR concept, which recently came into effect, has three components: hybrid working at the office, at home or at the customer’s location, a personal mobility budget for employees with a lease car, and a four-day working week with retention of full-time salary.

The reason for the new policy was partly due to the past 18 months, in which almost everyone worked from home as much as possible, said Willemsen. Infolearn also wanted to modernise its HR policy. “About half of the staff worked full-time and the rest of us worked four days,” she said. “We are an innovative software company where many young people work. We didn’t think a 40-hour working week suited us any more.”

This means that since 1 September, every Infolearn employee has been working only 32 hours a week, while retaining their full-time salary. “And we have financially compensated the people who were already working 32 hours a week,” said Willemsen.

A four-day working week provides more balance, making people happier and more charged, she added. “As a result, they perform better in the workplace and are more permanently employable.”

To make up for the lost working hours, the firm has recruited new staff. That means an extra investment, but it should pay off in the long run, said Willemsen. “We are a growing software company. Everyone knows how difficult it is to find and retain talent as an IT company. We are convinced that our target group – young, highly educated professionals – are looking for a good work-life balance, so this helps us in the long run with the growth of our organisation.”

It also provides an important degree of flexibility, as days off are spread within teams and employees should be able to take over each other’s work, she said. “We also believe that a four-day working week helps to combat absenteeism and prevent sickness. In this way, we ensure that our people are permanently employable. If your employees don’t experience stress because they can balance their work and private lives more easily, you benefit as an employer.”

Arlan Bouwman, a product manager at Infolearn, is pleased with his employer’s new policy. “Initially, I noticed some fear among colleagues that we would have to do five days’ work in four days, but it soon became clear that extra people would be recruited to fill in the hours that became available,” he said.

Bouwman has been able to enjoy an extra day’s holiday over the last few weeks – time he spent with family and friends. “It takes some getting used to, when you’re used to working five days a week and then suddenly you have to do nothing for a whole day,” he said. “I’m planning to take a course or training, but first I want to experience what comes up when I don’t have my days full.”

Read more about home working

Willemsen recognised this feeling and added: “Not everyone finds it so easy to find a new meaning for that extra day off. Some people go and do voluntary work, but it is important that others do not feel any pressure when hearing about that. If indeed you lie on the couch all day watching Netflix, that is alright too. Everyone spends their spare time differently.”

In fact, Infolearn brought in a change expert to help and advise employees on the new HR policy, and it was striking that the four employees at the company’s Belgian branch were not keen on a shorter working week. “You notice that in the Netherlands we have a different view on the labour market,” said Willemsen. “Here, we are, of course, champions of part-time work. In Belgium, that is not an issue at all.

“So our employees there were initially very surprised and not very enthusiastic. They had to seriously get used to the idea, but once they had discussed it, the change came and they too are now happy with the concept.”

The new HR policy is not static, but is being continuously evaluated, said Willemsen. The company’s internal happiness survey, for example, is used for this purpose. “In addition to the four-day working week, we also give our employees the choice of where they want to work,” she added. “We have seen that our people know very well where they work most effectively and productively.”

The elimination of travel time during the pandemic, not only between home and work but also from consultants to clients, for example, has made people work more effectively, said Willemsen. “In any case, I think the myth that employees working from home will cut corners has been seriously busted in the past 18 months.”

According to the Central Bureau of Statistics, employees working at home do an average of four hours overtime a week, and Bouwman pointed out that a lot of time can be saved by organising work more efficiently. “On the one hand, new people are recruited to fill the hours that have fallen vacant, and on the other hand, we are all working a lot more efficiently, which means we can quite easily get our work done in four days,” he said.

Finally, Infolearn’s HR concept includes a mobility scheme. “Traditionally, many IT companies have an extensive lease fleet and it’s no different for us,” said Willemsen. “But the Covid crisis has also changed our mobility, of course. So we have introduced a scheme whereby everyone who is entitled to it on the basis of their home-to-work distance and position can meet their mobility needs in the way that best suits them.

“A travel allowance or personal budget is made available that employees can use as they see fit. Think, for example, of a private lease car, a shared car, public transport or an e-bike.”

The rigorous overhaul of Infolearn’s HR policy fits within the firm’s external core value, Willemsen added. “We are an innovative and progressive employer and like to be one step ahead of the rest. With this concept, we want to show what we think the new way of working can look like.”

And unlimited holidays? Will they perhaps also be introduced in the future, as several Dutch organisations have already done? “That would fit in with our vision, but we haven’t discussed that yet,” said Willemsen.

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

Complicated to roll out for large companies

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

Complicated to roll out for large companies

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

Complicated to roll out for large companies

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

Complicated to roll out for large companies

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

Complicated to roll out for large companies

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

Complicated to roll out for large companies

**Global Adoption and Momentum** Adoption of the four-day workweek is increasing worldwide.

**Global Adoption and Momentum** Adoption of the four-day workweek is increasing worldwide.

**Global Adoption and Momentum** Adoption of the four-day workweek is increasing worldwide.

In the UK, a University of Reading survey found that 21% of businesses had implemented a four-day workweek for all staff in 2021, up from 18% in 2019, and 65% had adopted it for at least some employees, compared to 50% in 2019 .

Large-scale trials, such as the UK’s 4 Day Week Global pilot involving over 3,300 workers at 70 companies, have drawn international attention .

In the US, about one-third of companies are considering the model, with over 300 already implementing some form of it .

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

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

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

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

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

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

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

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

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

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

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

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

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Check out: Congressman wants to make 32-hour workweek U.S. law to ‘increase the happiness of humankind’

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How many large American companies may implement 4-day workweek according to a survey of CEOs by KPMG?

Other countries, including Portugal, Belgium, Spain, and Japan, have launched government-supported pilots or introduced flexible four-day workweek options .

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Content: Less work for the same pay won’t fly – but here’s a four-day week that might

According to CNN “4-day workweeks may be around the corner. A third of America’s companies are exploring them.” CNBC says: “This US company tested a 4-day workweek – and says it made workers happier and more productive.” Newsweek tells us: “Millennials Are Ready For a Four-Day Week.” So why do all of my clients say nope?

According to an advocacy organization, more than 300 companies have four-day workweeks and, per the reports above, many others are apparently “testing” the concept. I admit that I’ve spoken to none of these companies but I’m not sure I have to. I spend my life working with small and mid-sized businesses and I know a PR stunt when I see one. Hey, good for them. In these times of tight labor - it’s a great marketing campaign. “People! Come work for us except you don’t have to do as much work and we’ll still pay you the same!” Now that’s a company I want to work for.

Related: Yes, inflation has slowed, but business is still paying the price – and so are you

But ask any business owner about the four-day workweek and you’ll get the eye-roll. No employer who’s currently paying a worker $1,000 a week for 40 hours is going to agree to pay that same worker the same amount for a 32-hour week.

My firm has 600 clients. These companies slit paper, coat films, design strip malls, buy and sell auto parts online, mow lawns and repair roofs. They’re mostly owned by people who wake up at 5am and work till 7pm. They don’t have enough people to do the work needed. They don’t have enough money to pay for good health insurance, let alone a robot. Their parking lots need resurfacing, their internet needs upgrading and their coffee pots need to be replaced by Keurigs.

These businesses – like most their size - suffer when a single person calls out sick. Their owners are battling customers who don’t pay, suppliers who don’t deliver and services that don’t function. My little subset of clients – who represent a tiny sliver of the country’s 30m businesses – can’t fathom a four-day workweek. To them, this is a fairytale, a dream, a misguided workplace concept driven by media interest that is so unrealistic that few even pay attention to the stories about it.

But that doesn’t mean there isn’t a place for the four-day workweek. All this idea needs is a little bit of rebranding.

If you’re an advocate of the four-day workweek you’re going about this all wrong. Instead of working fewer hours for the same pay – which, again let me confirm, is never going to happen – you should be pushing for changes in work schedules. Many industries – like healthcare, home services and retail – allow flexibility in scheduling so that workers put in four 10-hour days and then have three days off. I know younger workers who have this arrangement at their employers and they love it. Working a 10-hour shift isn’t that much different than an eight-hour shift, but having three days off in a week makes a big difference.

This is the kind of four-day workweek an employer should embrace. Allowing your people more flexibility in their scheduling satisfies a very reasonable (and admirable) value championed by today’s younger generations to have a better work-life balance. They’re right about this and smarter than my generation. By adopting a more flexible 10-hour-day schedule your company can tout its own “four-day workweek” program to current and prospective employees and leverage the current news cycle to help retain and attract more talent.

There will always be wily politicians who will take up silly causes like the four-day workweek to fire up their base. There will always be companies aiming to grab the headlines. But here’s the reality: workers who think that corporate America is going to a four-day workweek anytime soon are dreaming. It’s not going to happen. Not in the foreseeable future. Probably not ever. It simply doesn’t make economic sense. But employers can be more flexible and should be if they want to recruit the best talent. That’s the kind of “four-day” workweek that does make sense to a businessperson.

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In Ireland, 95% of workers support the four-day week, and 81% believe it will become standard within a decade, though only 3.5% of workplaces have adopted it so far .

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Content: From education to employment

Four day week – now more important to professionals than work socials

Say good-bye to work culture: Three quarters of professionals (71%) have stated that they would be willing to give up work socials and relationships with colleagues, in favour of a 4-day working week.

The findings come from a recent poll by leading recruiter Robert Walters, of 3,000+ working professionals – and highlights the ‘not-so appealing side’ of the 4-day week to employers, with office relationships taking the biggest hit.

Chris Poole – Managing Director of Robert Walters UK, comments:

“Workplaces have only just turned a corner and started to see more faces in the office – with that has come a burst of energy, collaboration, creativity, and productivity. It is a slight kick-in-the-teeth to hear that a progressive well-being initiative such as a 4-day week could have such a detrimental impact on workplace culture and business relationships.

“With the trials of 4-days being so new to many organisations, the long-term impact is hard to ascertain – but with 71% of professionals willing to forego socials and business relationships, companies should be mindful that poor company culture already costs the UK economy upwards of £20bn a year.

“As with what we experienced with remote working and then the move to hybrid, any change in the workplace brings about its challenges – and a 4-day week will be no different, business leaders need to tread with caution.”

Whilst professionals would give up the social side of their working lives, only 13% are inclined to forego hybrid work arrangements, and only 7% would sacrifice training opportunities in favour of less working days.

Entitlement at its Best?

According to the findings from Robert Walters, a staggering 91% of professionals would be keen for their employer to implement a 4-day week. In fact, a 4-day week now tops the poll on most desirable perks when applying for a job – with 49% stating that this would appeal to them most on a job description, followed by the ability to work from anywhere (35%).

With half of professionals who would like a 4-day week expecting their full pay to remain the same, debates have begun on whether the post-pandemic workforce are ‘the most entitled yet’ – with fewer professionals feeling responsibility for the financial health or stability of their employer.

Just 15% of professionals stated that they would take a 10-15% pay increase over the option of a 4-day week, and it seems office-based soft perks such as work socials or complimentary lunch or breakfasts, are less appealing in the face of fewer working days – with just 1% stating that they would opt for this over a 4-day working week.

Chris adds:

“It is absolutely right that workplaces should be held more accountable for the wellbeing of their employees, however professionals need to be considerate to the fact this responsibility goes both ways, and they have a duty to contribute to the success of a business, especially in this current period of economic uncertainty.”

The Hidden Data

Earlier this year the independent trail of 60+ companies and around 2,900 employees undertaking a 4-day week concluded – with many highlighting this as a resounding success.

However, when this data is combined with findings from the Robert Walters poll, it seems that possibly only one side of the picture has been painted, as a result it’s also important to consider the potentially negative outcomes of a change in working days.

Key findings from the 4-day Week Pilot Trail include:

  • Overall working hours only reduced by 4 hours – falling short of the 32 it was meant to achieve
  • 28% reported either working more hours, or no change to their 5-days a week hours
  • 49% reported no change in the typical amount of overtime they do – further 17% reported doing more overtime
  • 22% reported an increase in burnout-symptoms
  • 15% reported an increase in sleeping difficulties – further 45% stated that their sleeping quality hadn’t improved/changed significantly
  • 36% reported no-change to work-life balance – further 10% reported a decrease
  • 26% reported no change to work-ability – with 19% reporting a decrease
  • Just 2% stated workload had decreased – 20% reported an increase, and 78% reported no-change
  • 36% reported work-intensity had increased
  • 42% reported an increase in complexity of their work

Chris adds:

“Highlighting this data is by no means a way of pointing out that a 4-day week cannot work. Just as with every kind of trial, a balanced view of the results needs to be provided to assist us in understanding what does and doesn’t work. There is definitely a place for the 4-day working week in business but maybe it’s not the silver-bullet to increase productivity and improved wellbeing, as first thought.”

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The model is also being piloted in the Scottish public sector and discussed in legislative proposals in the US and the Philippines .

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A Psychologist Explores The ‘Shorter Workweek Paradox’

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

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

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

What Are The Benefits Of Reduced Working Hours?

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

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

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

What Are The Potential Pitfalls Of Reduced Working Hours?

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

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

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

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

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11 Companies Adopting a 4-Day Workweek That Are Hiring Right Now

The four-day workweek is having a moment.

Several recent studies, including one that followed nearly 3,000 workers in the U.K., found when companies switched to a four-day workweek workers' productivity, health, relationships and even finances improved. California Representative Mark Takano recently reintroduced the 32-hour Workweek Act in Congress as well, which would change the definition of a workweek from its now 40 hours if passed.

"While the concept of a four-day workweek is not brand new, there is no denying that there is great momentum and interest in this model," says Doug Ebertowski, career expert at FlexJobs. The idea is gaining traction, he says, and "that coupled with the fact that employers have become much more creative in their approach to attracting great workers could mean that we may see the four-day work week here to stay."

Whatever the future holds for the trend becoming a norm, some companies are implementing it as their go-to schedule right now. FlexJobs, which focuses on remote and flexible roles, identified a number of companies that have or are planning to adopt a shorter workweek. And they're hiring. Here are 11 of those companies, including some of their open roles.

Augury

Augury is a software company that helps detect machine malfunctions through ultrasonic sensors.
Headquarters: Haifa, Israel
Open roles: enterprise customer success manager, regional controller, service engagement manager

Bolt Financial

Bolt Financial offers clients such as e-commerce merchants a payment platform for their online stores.
Headquarters: San Francisco, California
Open roles: principal software engineer, senior machine learning engineer

DNSFilter

DNSFilter helps IT professionals filter unsafe web content and protect against digital threats.
Headquarters: Washington, D.C.
Open roles: general counsel, senior manager of digital marketing

Do Big Things

Do Big Things is a creative digital agency that offers services such as website design and spokesperson training.
Headquarters: Mill Valley, California
Open roles: finance director, senior account executive

Kickstarter

Kickstarter is a crowdfunding platform whose projects span films to board games.
Headquarters: Fully remote
Open roles: senior social media manager, director of comics outreach, senior product designer

Merit America

Merit America is a nonprofit that creates pathways to careers in tech through technical training.
Headquarters: Washington, D.C.
Open roles: director of individual giving, revenue operations specialist

New Leaders

New Leaders provides equity-focused training to teachers, principals and other education figures.
Headquarters: New York, New York
Open roles: deputy chief officer of development

Panasonic

Panasonic is a global tech company with products that serve the energy, manufacturing and retail industries, among others.
Headquarters: Newark, New Jersey
Open roles: account manager of public safety, client relations specialist, field service technician

Poll Everywhere

Poll Everywhere creates online polling, surveys, quizzes and more on behalf of its clients.
Headquarters: San Francisco, California
Open roles: engineering manager, site reliability engineer

SambaSafety

SambaSafety sells software that keeps its clients and their communities' tech safe.
Headquarters: Denver, Colorado
Open roles: onboarding specialist, senior data governance analyst, Salesforce administrator

thredUP

thredUP is an online thrift store.
Headquarters: Oakland, California
Open roles: finance data analyst, chief of staff, clothing warehouse associate

As far as trends in the list go, "they're mainly nonprofit and tech companies," says Yolanda Owens, career expert at The Muse. With the exception of Panasonic, they're also smaller companies, "mainly under 1,000 employees," she says.

"With the smaller organizations, adopting a four-day workweek makes sense because it's easier to kind of put parameters around that," she says. "I think it would be a bit more difficult for larger organizations to do that just because of the scope and scale." The logistics of arranging that kind of flexibility for people in an array of roles could be tough, she says.

"I don't think you're going to see an Amazon adopting this anytime soon."

Check out:

The biggest ever four-day workweek trial has reached its halfway point. But what are the shorter weeks really like?

Workers who tested 4-day workweek say they'll never return to 5 days—or only with a huge pay bump

10 companies that will let you work from anywhere and are hiring now

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

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

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

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

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

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

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

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

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

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

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

READ MORE: Jason Leitch confirms he wiped pandemic WhatsApp messages

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

**Reported Benefits** **Increased Productivity and Performance:** Numerous trials and case studies report that a four-day workweek can maintain or even boost productivity.

**Reported Benefits** **Increased Productivity and Performance:** Numerous trials and case studies report that a four-day workweek can maintain or even boost productivity.

**Reported Benefits** **Increased Productivity and Performance:** Numerous trials and case studies report that a four-day workweek can maintain or even boost productivity.

The largest UK trial found that 91% of participating companies planned to continue the model, with employers rating productivity at 7.5 out of 10 and reporting a 35% increase in revenue during the trial period .

How much did some companies' revenue increaseby implementing 4-day workweek?

Absenteeism decreased significantly, and companies like Buffer and Microsoft Japan observed notable productivity gains, with Buffer finding 34% of employees felt more productive, leading to permanent adoption .

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

A US trial reported an 8% revenue increase and improved employee performance, with many workers unwilling to return to a five-day week without a pay raise .

What are the views that object 4-day workweek?

It may lead to a large increase in labor costs

Surveys indicate that 81% of workers believe they would be more productive with a four-day workweek, especially in high-burnout sectors such as healthcare and education .

Surveys indicate that 81% of workers believe they would be more productive with a four-day workweek, especially in high-burnout sectors such as healthcare and education .

Surveys indicate that 81% of workers believe they would be more productive with a four-day workweek, especially in high-burnout sectors such as healthcare and education .

**Improved Employee Well-Being and Satisfaction:** Employee well-being is a central benefit.

**Improved Employee Well-Being and Satisfaction:** Employee well-being is a central benefit.

Trials consistently show significant improvements in mental and physical health, job satisfaction, and overall life satisfaction.

Trials consistently show significant improvements in mental and physical health, job satisfaction, and overall life satisfaction.

Trials consistently show significant improvements in mental and physical health, job satisfaction, and overall life satisfaction.

Stress, burnout, and fatigue decrease, while time spent exercising and engaging in personal activities increases .

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

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

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

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

In Ireland, 95% of workers believe a four-day week would enhance mental health and work-life balance .

The Dutch IT firm Infolearn adopted a four-day week with full salaries, emphasizing work-life balance for satisfaction and retention .

Title:

Content: The 4-day work week: Who is trialing it and does it work? | World | Breaking news and perspectives from around the globe | DW | 17.02.2022

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World

The 4-day work week: Who is trialing it and does it work?

Belgium will now offer employees the opportunity to work a four-day week. Various countries and companies have experimented with the idea, which is gaining traction in many parts of the world.

Who doesn't dream of less time spent at work?

Four days working, three days relaxing with friends and family. And all this for the same money. What's not to like? Surely most employees would jump at the chance. Advocates for the four-day work week suggest that when it is implemented worker satisfaction increases, as does productivity.

Belgium will now be introducing four-day work weeks for those who want it. However, employees will not be working less. They will simply condense their hours into fewer days, if they want to. They will be allowed to decide flexibly on whether to work four or five days a week.

Belgian Prime Minister Alexander de Croo hopes that the model will help to create a more dynamic economy and will make it easier for people to combine their family lives with their career. But some full-time employees will be working very long days if they choose to condense their hours. Others, like shift workers, will simply not have the option of that flexibility.

DW explores which countries and companies have already experimented with the four-day working week.

Iceland: Fewer hours at full pay

Iceland tested a similar model from 2015 and 2019. However, it reduced the working week from 40 to 35 or 36 hours and maintained pay levels. Some 2,500 people took part in the test phase.

A study by the Icelandic non-profit Alda (Association for Democracy and Sustainability) and the British think tank Autonomy found that the well-being of participants had improved significantly, working processes had been optimized and there was closer collaboration between colleagues. Productivity either stayed the same or improved.

After the test phase, trade unions and associations negotiated permanent cuts in working hours. Some 86% of employees now have the right to a four-day week.

The shorter work week is a success in Iceland, whose prime minister is Katrín Jakobsdottir

Scotland and Wales: An expensive experiment

Scotland is also currently testing the four-day work week, with the state supporting participating companies with about £10 million (ca. $13.6 million). In Wales, Sophie Howe, the future generations commissioner, has also called on the government to introduce a similar four-day working week trial, at least in the public sector.

Mixed results in Sweden

In Sweden, a four-day working week with full pay was tested in 2015, with mixed results. Even left-wing parties thought that it would be too expensive to implement this on a large scale. But some companies chose to keep reduced hours for their workers. The car firm Toyota had already decided to do this for mechanics 10 years ago and has stuck with its decision.

Watch video 02:25

Working less for the same money

Fake news from Finland

Finland also hit the international headlines for a brief moment, after reportedly cutting working hours dramatically. The northern European country allegedly wanted introduce a four-day working week, as well as a six-hour day. But it turned out that this was fake news, which the government then had to put straight.

Spain struggles to start trial phase

In Spain, the four-day working week will also be tested on request of the left-wing party Mas Pais. Some 6,000 employees of 200 small and medium-sized companies will be able to extend their weekend by one day, with full pay. The trial phase is due to run for at least one year, but it is not yet clear when it will begin.

From start-ups to corporate giants

In Germany, it is mainly smaller start-ups that are experimenting with a shorter working week. But in other countries, such as Japan, it is bigger companies that are venturing into this territory: For example, the tech giant Microsoft has experimented with the model by offering employees three-day weekends for a month.

In New Zealand, the consumer goods giant Unilever is currently trialing a four-day work week at full pay. If the experiment turns out to be a success, it will reportedly be extended to other countries.

This article was originally written in German.

What companies are adopting 4-day workweek?

Mainly nonprofit and small tech companies under 1,000 employees

Employees appreciate the flexibility to manage personal responsibilities, with examples such as a New York marketing agency reporting improved morale and productivity due to the extra day off .

Title:

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

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

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

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

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

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

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

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

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

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

Report highlights four-day week advantages

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

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

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

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

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

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

A shorter workweek can mean challenges

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

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

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

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

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

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

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

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

Copyright © 2022 IDG Communications, Inc.

7 inconvenient truths about the hybrid work trend
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**Attraction and Retention of Talent:** The four-day workweek is a powerful tool for recruitment and retention.

**Attraction and Retention of Talent:** The four-day workweek is a powerful tool for recruitment and retention.

**Attraction and Retention of Talent:** The four-day workweek is a powerful tool for recruitment and retention.

Atom Bank in the UK experienced a 500% increase in job applications after implementation, with improved morale and no negative impact on customer service .

Title:

Content: Europe

Majority of employers in India favour four day workweek: Report

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

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

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

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

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

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

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

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

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

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

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

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

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Title:

Content: Work life

Summer Fridays walked so the four-day workweek could run

Employees are now in favor of flexibility over temporary time off.

· 3 min read

Level up your career and your life with Sidekick

Career advice, productivity hacks, entertainment, and more. If it’s worth your time, it’s in here.

What’s top of mind at the water cooler.

The legend of the Summer Friday: Once upon a time, for three sacred months every year between Memorial Day and Labor Day, employees were allowed to clock out after lunch every Friday and head immediately to the bar.

It’s said that the tradition started in NYC in the ’60s as companies searched for ways to boost employee productivity and morale during the summer months. (There’s even a brand named after it!) If you were lucky enough to work somewhere that offered this perk (usually publishing or advertising), your weekend started with midday happy hours and early bird beach days while friends at less generous corporations smoldered with jealousy.

But with the push toward remote work, Summer Fridays have become a ghost of workplace past as they may have ushered in something even better: the four-day workweek.

As companies scrambled to deal with office closures during the pandemic, most work suddenly became remote. Facing Covid variant after variant and a resistance to returning to the office, some employers like tech companies Bolt and Buffer opted to permanently remove a day from the workweek to better suit employee needs. A jumbo Summer Friday! Perfect, right?

Unfortunately, the exact logistics of the four-day workweek have been tricky. Who can and can’t participate? Does the four-day workweek mean longer working hours? What happens if there’s still work to be done once Friday rolls around?

To get some insight, Sidekick spoke with Alicia Garcia, chief culture officer at MasterControl and Jes Osrow, diversity, equity, and inclusion (DEI) expert and founder of The Rise Journey consultancy, who had these thoughts to share:

  • Fixed schedules ≠ productivity. While a five-day, nine-to-five workweek has worked for most US-based companies, that doesn’t mean employees produce their best work during that time.
  • Flexibility is king. “The biggest issue with policies like the four-day workweek or Summer Fridays is that they’re still rigid. Whether it’s a four-day or five-day workweek, the exact days and times employees are required to work are fixed…When approached by employees, the most common request is ‘flexibility,’” said Garcia.
  • Flexibility isn’t an option for everyone. “We’re not thinking about essential workers, we’re not thinking about folks on the ground, and we’re not thinking about grocery store owners. It’s important to recognize that even though we do talk the big talk about a four-day workweek, it only applies to a small fraction of workers in the US and/or globally,” Osrow explained.

As the highly discussed ✨future of work✨ continues to develop, employees are looking for more flexibility. Whether that means working remotely from far-flung corners of the world or logging off a little early to go pick your children up from daycare—employers should take notes, not dictate them.—MW

Level up your career and your life with Sidekick

Career advice, productivity hacks, entertainment, and more. If it’s worth your time, it’s in here.

The Great Resignation has prompted many employers to consider the four-day week as a competitive advantage .

In India, 86% of employees expressed willingness to accept lower salaries for better work-life balance, indicating strong demand for flexible arrangements .

Title:

Content: Management to decide on the four-day workweek – DOLE

Following the proposal made by National Economic Development Authority chief Karl Chua to President Rodrigo Duterte to adopt a four-day workweek will be the discretion of management of establishments or companies, said the Department of Labor and Employment.

“We should try conserving our energy and one example is to have a four-day workweek. They can also save up because they won’t have to commute every day, and this will help us manage the economy,” said Karl Chua.

In the proposal, each Filipino will still work 40 hours a week . But instead of five days, it will be four; instead of eight hours a day, it will be 10 hours a day.

Meanwhile, in one of the interviews of Labor Undersecretary Banjo Benavidez, he said that the government will not be imposing the four-day workweek as a requirement as they are also thinking of a wage subsidy to offset the impact of oil crisis caused by the Russia-Ukraine war on poor families.

**Work-Life Balance:** A four-day workweek allows more time for family, self-care, and personal pursuits, contributing to overall happiness and productivity .

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

The employees were happier
The productivity  increased

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

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

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

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

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

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

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

Increase in employee and customer satisfaction.

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

The employees were happier
The productivity  increased

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

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

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

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

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

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

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

Increase in employee and customer satisfaction.

Employees are often willing to forgo work socials in exchange for the extra day off, highlighting a strong preference for improved work-life balance over traditional workplace relationships .

Title:

Content: Asda ditches four-day week - after staff complained the new system of 11-hour shifts was leaving them too tired

ASDA has scrapped a four-day working week after staff complained that the system left them feeling exhausted.

The supermarket launched a pilot of flexible working patterns for managers last year — but the condensed hours were rejected by employees.

Staff in the trial at 20 Asda stores worked 44 hours over four days rather than five for the same pay.

However, workers said the 11-hour shifts were 'physically demanding' and left them worn out on their extra day off.

It comes as Britain's largest union Unison — one of Labour's biggest financial backers — prepares to lobby the new government to bring in a four-day week.

Staff at 20 Asda stores across the UK complained the new the 11-hour shifts were 'physically demanding' and left them worn out on their extra day off (File image)

Labour advisers have played down the prospect of legislating for the shortened working week, despite the union formally backing the idea.

Unison was among the donors handing Labour major sums of cash in the lead-up to the election, with more than £150,000 going to the party.

As well as exhaustion, Asda workers struggled with the early starts and late finishing times while working a four-day week.

That particularly affected employees who relied on public transport to get to and from work.

And parents said the longer days made it harder for them to do school drop-offs and pick-ups.

In response, Asda has abandoned the pilot along with a trial of a nine-day fortnight.

The grocer is still testing a working pattern that involves doing 39 hours across five days — which works out at just under eight-hour shifts — without a reduction in pay.

Asda said that has proved more popular — with some workers on the four-day week trial previously asking to switch — and will run until the end of 2024.

Asda workers also struggled with early starts and late finishing times and it proved a nightmare for those relying on public transport (File image)

It is also continuing a pilot of a new retail structure which will add extra salaried managers in some departments.

An Asda spokesman said: 'We began trialling four different flexible working patterns for managers in 20 stores last year.

'In April we announced that two of those trials, a new retail structure and five shorter working days, would run until the end of the year following positive feedback from colleagues in these stores.

'We will continue to test different flexible working patterns to assess how these can benefit our colleagues and our business.'

Other firms are also turning against the idea of a four-day working week amid concerns that employees cannot cope with the longer working days.

Household appliance specialist Domestic & General canned its four-day week pilot after staff were left feeling 'psychologically' drained.

D&G chief executive Matthew Crummack told the Daily Telegraph: 'Half the team absolutely loved it, half the team didn't like it at all — it makes for a longer day, it's a bit more intense.'

The company will trial 'school run hours' so parents can work between 9.30am and 2.30pm.

Last year a London technology firm scrapped plans for a four-day week after discovering it made staff even more stressed.

Internet services company Krystal axed the trial as colleagues struggled to get all of their tasks done in the reduced time.

Krystal then shorted its working day from six hours to five.

The pandemic saw more employees working from home and adopting more flexible hours instead of the usual nine-to-five, five-day working week.

Some economists have argued that working fewer hours would decrease the standard of living.

And critics say the concept is impossible in customer-facing jobs, or 24/7 operations including where overtime payments would present an extra cost to employers or the taxpayer.

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

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

In education, teachers report that the extra day allows better planning and reduces weekend work, helping to combat burnout .

Title:

Content: Work Life: California Legislation Would Shorten Workweek to 32 Hours for Big Companies

PeopleImages / Getty Images

California lawmakers are considering a bill that would shorten the standard workweek to 32 hours for employers with more than 500 workers — a move that would likely thrill most employees but is expected to get plenty of pushback from the business community.

Employees would still get the same pay under the shorter workweek, CNBC reported, and those who work longer hours would be compensated at a rate of no less than 1.5 times the regular rate of pay.

Check Out: 22 Side Gigs That Can Make You Richer Than a Full-Time Job
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The proposed bill would need to get approval from the California state legislature before being signed into law. For now, it is still awaiting a hearing. California assembly members Cristina Garcia and Evan Low coauthored the bill. They tout it as a logical next step for employers that want to do a better job of attracting and retaining employees in a tight labor market compounded by the Great Resignation.

Make Your Money Work Better for You

“We’ve seen over 47 million people voluntarily leave their jobs for better opportunities. We’re seeing a labor shortage across the board from small to big businesses,” Garcia told Fortune. “And so it’s very clear that employees don’t want to go back to normal or the old way, but to rethink and go back to [something] better … They are looking for a healthier work/life balance. They want to feel less stress.”

California’s bill follows on the heels of other, private-sector efforts to shorten the workweek. As GOBankingRates previously reported, 38 North American companies are taking part in a pilot program to test a four-day workweek, including crowdfunding platform Kickstarter and numerous tech firms.

Proponents of a shorter workweek say employees will remain just as productive as they were working five days or 40 hours, but not everyone is on board. As CNBC reported, the California Chamber of Commerce called the proposed bill a “job killer” that will lead to higher costs for businesses under the theory that companies will have to hire more workers to get the job done.

Make Your Money Work Better for You

“Labor costs are often one of the highest costs a business faces. Such a large increase in labor costs will reduce businesses’ ability to hire or create new positions and will therefore limit job growth in California.” Ashley Hoffman, a public policy advocate at the California Chamber Commerce, wrote in a letter to Low.

POLL: Where Have You Cut Back Most Because of Inflation?

California state politicians aren’t the only ones pursuing legislation to reduce the workweek. Last summer, U.S. House Rep. Mark Takano (D-Calif.) introduced a similar bill at the federal level that has gotten support from labor rights groups such as the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO), the Service Employees International Union (SEIU), and the National Employment Law Project (NELP).

Takano’s bill has still not gotten a hearing in the House, however, and is unlikely to be approved, experts say. The proposed California bill doesn’t seem likely to pass the Statehouse either, at least in its current form.

More From GOBankingRates

About the Author

Vance Cariaga is a London-based writer, editor and journalist who previously held staff positions at Investor’s Business Daily, The Charlotte Business Journal and The Charlotte Observer. His work also appeared in Charlotte Magazine, Street & Smith’s Sports Business Journal and Business North Carolina magazine. He holds a B.A. in English from Appalachian State University and studied journalism at the University of South Carolina. His reporting earned awards from the North Carolina Press Association, the Green Eyeshade Awards and AlterNet. In addition to journalism, he has worked in banking, accounting and restaurant management. A native of North Carolina who also writes fiction, Vance’s short story, “Saint Christopher,” placed second in the 2019 Writer’s Digest Short Short Story Competition. Two of his short stories appear in With One Eye on the Cows, an anthology published by Ad Hoc Fiction in 2019. His debut novel, Voodoo Hideaway, was published in 2021 by Atmosphere Press.

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Title:

Content: Marketing

Is the four-day workweek inevitable? Maybe not for agencies

Some agencies are making it work. But hourly billing models—not to mention client demands—present challenges.

· 4 min read

For many, the pandemic turned workplace norms like daily commutes and desk salads into relics of the past. Now, with higher burnout rates and increasing calls for greater work-life balance, many believe the five-day work week is the next to go. The 32-hour week is even gaining support in Congress.

But in agency settings, where business is often subject to client whims and schedules, it’s less a question of why the need for a four-day week and more a question of if it’s even possible.

Happy Friday, indeed

Lisa Kribs, founding partner of social impact marketing firm TGW Studio in Rochester, New York, told Marketing Brew the eight-person agency went to a four-day schedule almost two years ago and will never look back.

Kribs said giving employees that extra day to travel, catch up on chores, or pick up a hobby has been great for morale and productivity. “This is about mental health. This is about family. And this is about taking care of yourself,” Kribs said. “Rolling something like this out, it’s more than a perk. It’s just a way of being.”

Kribs calls TGW Studio a “social impact” marketing firm, working with clients like Planned Parenthood and 1% for the Planet. She said that while most of TGW’s clients do not operate on a four-day schedule, the agency’s decision has been respected overall. “Sometimes there’s a little bit of sarcasm around it,” she said. “You know, ‘Oh, I know you guys are off today.’” But she’s also seen clients pitch their own C-suites on why they should do a four-day week, too.

Calls for less demanding work hours are not just restricted to the US, which is known for its blurry lines between work and leisure. Brandish, a 30-person creative branding and marketing agency in Winnipeg, Canada, decided to cut out Fridays this November. Some of the company’s past clients include MIG Insurance and Birchwood Automotive Group.

Derek Elliott, partner and engagement director, said he’s seen a boost in both morale and in operations since the switch. “People approach meetings with more energy. People are more efficient with their time on days that aren’t Friday. And certainly from a work perspective, I think we found that the collaboration increases and the output of the work also gets better.”

Both TGW and Brandish operate partly on a project-based billing model, which Elliott and Kribs both said was key to being able to switch to a four-day week. Making the switch was about streamlining meetings, launching campaigns earlier in the week, and replacing what Kribs calls “water cooler talk” with more focused work time—all while maintaining the same workload as before.

“We just tried to trust each other that we’re going to get done what needs to get done,” Kribs said.

No way, four-day

For agencies that operate on an hourly billing model, moving to a four-day week is not impossible, but can present more challenges. Barry Lowenthal, CEO of Media Kitchen, remains skeptical that a four-day week could ever work in a large agency setting with billable hours. For it to happen, he told Marketing Brew that clients would need to make the first move.

“Clients and service people would need to hold hands and say, ‘This is how we want to view work moving forward.’ I haven’t seen that really happen yet,” he told us.

Until an alliance happens or regulation gets passed, Lowenthal said it will be difficult for agencies to scale back and reduce their output and availability (aka revenue). According to Lowenthal, that’s why he pushed for Media Kitchen’s other employee benefits, like unlimited time off and the ability to work wherever.

Some agencies, like B2B marketing agency RedSprout Media in London, tried the four-day week and realized it wasn’t a fit. As a result, business publication Raconteur reported that the company opted for a 30-hour, “anytime, anywhere” policy where employees work where and when they want throughout the week.

Ultimately, the pandemic has revealed that employees around the world have realized the need for better work-life balance. The push for a four-day week is a sign, and a signal to employers, that the nine-to-five, in-office norms of pre-pandemic life may not fly once this is all over.

Title:

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

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

Ina Opperman

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

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

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

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

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

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

Improved employee wellbeing and health

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

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

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

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

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

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

4-day workweek also balances home tasks

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

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

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

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

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

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

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

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

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

Cost savings are also reported, with 66% of companies experiencing reduced expenses and 78% reporting less stressed workers .

Title:

Content: news

Portugal Just Launched a ‘Government-Funded' 4-Day Workweek Trial

Portugal is the latest country to experiment with a four-day workweek, and businesses are getting an assist from the government.

For the next six months, 39 private-sector businesses in the country will participate in a "government-funded" pilot program in partnership with 4 Day Week Global, the nonprofit behind several prominent four-day workweek experiments around the world, according to a release from the group.

Employers have agreed to reduce the number of hours employees work every week from without cutting their pay through the 100-80-100 model: Workers get 100% of the pay for working 80% of the time in exchange for delivering 100% of their usual output.

Some 72% of the Portuguese labor force works more than 40 hours per week, making it the OECD country with the third-longest average workweek after the United Kingdom and Ireland, according to a report from University of London and University of Reading researchers overseeing the program.

Most of the businesses in the experiment are in the professional, scientific and technical fields, but the program's cohort also includes a nursery, care home, stem cells bank, research and development center, and firms from manufacturing, retail and nonprofit sectors.

Businesses say they want to see if a shortened workweek will help reduce employee stress and burnout, and in turn improve worker retention. Researchers also hope to track the economic, social and environmental implications of a four-day business week in Portugal.

4 Day Week Global has led several high-profile experiments around the world, which have gained momentum throughout the pandemic as businesses and employees began to re-think the modern work experience.

A trial in the U.S. last year proved to be wildly popular, with workers reporting they performed better and were less burned out. Many said they could never return to a traditional five-day week, or at least not without a significant pay bump. Employers benefited, too: Businesses reported an 8% increase in revenue throughout the trial period, and a 38% increase from the same time period a year prior.

4 Day Week Global's largest experiment to date included nearly 3,000 workers throughout the U.K. last year, with participants reporting better health, finances and relationships.

Although no country has fully adopted a four-day workweek, trials have run in South Africa, Belgium, Iceland, Japan and elsewhere.

Portugal has become a popular destination for American millennials looking to relocate internationally thanks to its affordable living and good weather. The number of Americans residing in Portugal is at its highest level in more than a decade, according to the Portuguese Immigration and Borders Service. There were about 7,000 Americans living in the country at the end of 2021, more than double three years earlier.

And the country launched its own digital nomad visa last year, making it even easier for workers from any countries that aren't part of the European Union or European Economic Area to start a new life abroad.

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**Sector-Specific Benefits:** In healthcare and education, the four-day week is linked to reduced burnout and improved job satisfaction, with 81% of workers in these sectors believing it would boost productivity .

School districts in Texas adopting the model have seen increased teacher applications and improved retention, with some reporting no significant decline in learning outcomes .

**Challenges and Barriers** **Concerns About Productivity and Work Intensity:** Despite positive outcomes, skepticism remains.

**Challenges and Barriers** **Concerns About Productivity and Work Intensity:** Despite positive outcomes, skepticism remains.

Among companies not offering a four-day week, 65% cite concerns about staffing costs and meeting customer demands .

What are the views that object 4-day workweek?

It may lead to a large increase in labor costs

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

Lack of resouces to support shift for sall comppanies

A survey found 27% of employers uncertain about productivity implications, and 11% disagreed with its benefits .

Title:

Content: Interest in the four-day week has been on the rise in recent years with the Covid-19 pandemic accelerating the shift in how businesses organise their teams while employees are looking a6t how to achieve a better work life balance.

Currently, more than 3300 workers at 70 companies are working a four-day week with no loss of pay in the biggest ever four-day week pilot to take place anywhere in the world.

They are more than half way through the six-month trial, which started on June 6. It is based on the principle of the 100:80:100 model - 100% of the pay for 80% of the time, in exchange for a commitment to maintain at least 100% productivity.

Joe Ryle, director of the 4 Day Week Campaign, one of the organisations behind the campaign, said: “Companies should embrace the four-day week as a way of boosting productivity, improving wellbeing and to help with job retention. The 9-5, 5 day working week is outdated and no longer fit for purpose.”

At BusinessLive, we've been covering the trend for a number of years and for this article, we check in with firms from right across the UK to see how it's going.

From early adopters to businesses that have made the change in recent months, we find out how things are working out from both a business and employee perspective.

The responses are honest and explain the pros and cons.

We firmly believe the four-day week is the future of working life

Atom Bank

Durham

Challenger bank Atom last November became the largest UK business to move all employees to a four-day working week, with no change of salary.
The Durham business, which now has 480 staff, made the shift in recognition of people having longer working lives, the positive impact of technology, flexible working and the need to live and work more sustainably.
More than six months on, Atom has seen a noticeable positive impact that the shift has had on employees, customer service, and operations.

Anne-Marie Lister, chief people officer at Atom, said: “Over six months on from introducing our new four-day working week, it’s clear that it has been a huge success for our business and our people.
“People are rightly looking for a healthier work/life balance, and despite warnings from some sceptics, our metrics and people surveys show that this has not had a negative impact on employees or customer service. In fact, it has been the opposite, with happier, more efficient, and more productive people who are even more driven to help us change banking for the better.
“We firmly believe the four-day week is the future of working life and it is encouraging to now see the range of businesses across the UK embracing the four-day week trials."

One objective was to attract and retain talent more effectively and data reveals this has been a success, having seen a 500% surge in job applications following its launch.
Headcount has grown from 461 in November 2021 to 480 in June 2022, thanks also to a reduction in the number of departures. Atom said this has been vital, with the fight for talent becoming fiercely competitive following the widespread adoption of hybrid working following the pandemic.
Productivity levels have also been measured by each department, with metrics specific to each of the 10 departments. Data collated for the six months to April reveals that across all of the 165 departmental metrics tracked, the success rate has improved.
Employees are also more motivated working a four-day week too. Almost all (92%) report that they look forward to work, and there has been a 13% increase in people engagement between February 2022 and 12 months earlier. Days lost to sickness have also declined since the introduction of the new working structure, dropping from 100 in the month of November 2021, to 72 in June 2022.
Meanwhile, in terms of Atom’s impact on customer service, its Trust Pilot score has risen from 4.54 at the start of the new working structure to 4.82 in June.

What do Atom employees say?

As to how staff members use their time off, Paul, contact centre team leader, said: “I’ve been using my extra day off to do an advanced motorcyclist course so I can volunteer for Northumbria Blood Bikes as a rider, transporting blood from surgeries to hospitals.”
Jonathon, telephone business development manager, said: “The four-day working week has allowed me to spend some quality time with my three year old son Jack. Spending our time in the best soft plays & swimming pools Sunderland has to offer, before dropping him off & picking him up from nursery. Without this day off, I would rarely be able to have this quality time together during the week.”

In short, I’ve been a dad

Merthyr Valleys Homes

Merthyr Tydfil

Merthyr Valley Homes adopted a 30-hour week in the four day working week pilot scheme without loss of pay.

Some staff member are working a four day week and some are working shorter hours over five days to ensure service provision over five days.

The biggest challenge for the firm has been finding ways to work differently while ensuring services aren’t impacted, however it has tried out new approaches during the pilot and says it has found “some very quick wins”.

A spokesperson said: “We have been working on how best to measure success and we are developing a number of new performance measures as a direct result of participating in the trial.”

A positive outcome has been the cooperation between teams and directorates.

“The conversations around how to work more efficiently have been really interesting and it has given everyone a reason to take the time to look at this collectively.”

The company has also seen support for the scheme from its stakeholders and the housing sector in Wales, and has attracted a wide range of candidates to apply for its job vacancies.

Of the advice it would give to other businesses thinking of moving to a four day week, the firm says: “Don’t be too prescriptive and set too many rules - our colleagues have been our greatest asset in designing their own solutions.”

The employee perspective

Ross Williams is the tenant engagement lead for Merthyr Valleys Homes.

The 42-year-old, who is married with 2 children, says the four day working week has hugely improved his work-life balance.

“I feel working 80% of the hours has increased my output. And I realise that a huge reason for this is because of what I choose to do with the other 20%,” he said.

During his non-working day on a Thursday, Mr Williams says he will fit in some early morning exercise or catch up with friends before picking up his 3-year-old son from nursery at 11am. He will also collect his daughter from school.

“In short, I’ve been a dad,” he said. “I’ve been guilty in the past of prioritising work over family and I’m determined to ensure this time remains a space where I get to enjoy some of the simple pleasures.”

During work hours, Mr Williams says the four day working week pilot has also provided some real work benefits and encouraged practical changes within the business.

In meetings, he says discussions are pertinent and decisions are reached “as quickly as possible saving time for myself and colleagues”.

He said: “I feel so much more productive knowing that my work is planned, my non-working day is factored in and my diary ensures my team can access me to ensure they are able to retain the same level of productivity,” he said.

“I think I am more productive, more focused and more content in my role. I have become much more well prepared for the time off that the four day week gives me.”

You couldn’t pay me enough to go back to five days

Marketing Signals

Altrincham

Marketing Signals, moved to a four-day working week in May with staff working 32-hours with no loss of pay.

When Managing Director Gareth Hoyle explained the reasons behind his decision on Linkedin, his post went viral and he was inundated with questions from other business bosses keen to do the same.

Mr Hoyle said he is excited to be part of a new model of work.

"It focuses on quality not quantity and will revolutionise the future of work. A good work/life balance is the key to a happy and healthy workforce which leads to loyalty, ultimately helping our business grow.

“My motto has always been ‘don’t live to work and don’t work to live’, and if COVID-19 has taught us anything, it’s that it’s important we look after ourselves first. It’s important that my staff feel valued and understand life outside of work is just as important."

What do staff say?

Web developer and dad to a newborn Jack Darracott says that a shift to a four-day working week has transformed his life and made him more productive at work.

He works smarter, not harder, and the extra day off allows him to spend more time with his newborn son.

He said: “Since moving to the four-day working week, I’ve been able to spend more quality time with my son, and experience all of the first milestones that I would have missed out on had I been working a full week.”

The catalyst for the move to a four-day week came from the rise in cost of living, which led to Jack asking for a change in working hours due to rising childcare costs.

Jack explains: “The new model has also helped save money as I now don’t have to spend more of my wages on additional childcare fees. This is especially important with the rise in the cost of living. The extra day off also offers breathing room for any curve balls that life may throw at me.”

The four-day trial was met with some scepticism as many people questioned whether it would actually work. However, Jack says it has improved his productivity and efficiency, and that he even feels more energised when he’s back in.

Jack said: adds: “Not only has it helped with my home life, but my work has also improved. My day off serves as a ‘reset day’, so when I’m back in I can look at work with a fresh pair of eyes and I feel more refreshed.”

“You couldn’t pay me enough to go back to five days.”

There have been a number of lessons along the way

Tyler Grange

London, Birmingham, Manchester, Bristol, Exeter and Cirencester

The landscape planning, ecology and arboriculture consultancy became the first in its industry to sign up to the UK pilot in June. Its 80-strong nationwide team does not work Fridays with no loss of income.

The firm is reporting promising results producing the same amount of work so far during the pilot - from June to August – as it did in the same period last year. This is a measurement ratio of productive time versus direct costs, which means the company is, as planned, 100% productive in 80% of the time.

At the pilot’s halfway point, Simon Ursell, Managing Director at Tyler Grange, shares his seven key pieces of advice on how to make the transition from five to four as seamless – and successful - as possible.

Preparation is vital

I can’t stress enough how important it is to prepare for the switch from five working days to four. To enjoy a better work-life balance and to have more time to spend doing what we love. This just can’t be switched on overnight.

Talk to your clients and customers

The most common concern, of course, was ‘what if we need you on a Friday?’ but the vast majority congratulated us for showing such innovation, yet again, and are keen to be kept up to date on how it’s going.

Talk to your team and be ready to realise that a four-day working week isn’t for everyone

It’s essential to engage with your team but it’s also important to realise that working a four-day week isn’t for everyone.

Once the pilot began, and we became more accustomed to our new systems and way of working – which removed lots of lengthy admin and unnecessary meetings and reporting from our day - they soon got their heads around it.

Take different job roles and departments into consideration

Some of our work is very seasonal so, for those teams that are very busy during summertime, we’ve delayed the implementation of some new processes until the autumn.

You need to give people time to learn how to work differently – and it may not be the same for everyone.

If you’re looking to sell your business, a four-day week might not be for you

We used to receive a number of approaches by companies looking to buy us. But interesting, since trialling the four-day week, they’ve stopped.

So, for any potential owners who are sceptical that cutting hours could increase productivity, working a four-day week probably feels like too great a gamble to get locked into.

Bite the bullet and only have one company-wide day off

In some companies, the potential impact of the four-day week is being mitigated by covering all days but with reduced colleagues. We wouldn’t recommend this, despite it perhaps seeming to be an easier option at first.

It can sometimes be more intense and tiring

Most jobs are intense from time to time, and we know that working four days rather than five can exacerbate this on occasions. The adoption of our Alertness App – means we can get a real handle on any tiredness early and can react straight away.

Mr Ursell said: “I’d be surprised if we don’t adopt a permanent four-day working week post-pilot, but we still have three months to go.

“The UK has an unhealthy culture where it is seen as a badge of honour to be work all the time, the brilliant talent that we want to attract at all levels of the organisation - don’t want to be defined by a burnout life."

The worker's point of view

Helen Brittain, 54, is an administrator at Tyler Grange.

She lives with her husband, her son and daughter-in-law, and her two grandchildren - Henrietta, 5, and Florence, 7, - as well as their two dogs.

Helen said her productivity has improved enormously and the new working processes and systems encourage me help her to plan better.

She said: “In the past, work -life balance was always a bit of an issue for me. I felt like a two-day weekend didn’t enable me to enjoy enough of a homelife or to do necessary chores.

Now she is able to get on with chores and care for her grandchildren and find some time for herself.

She said: “I’ve also recently embarked on my own self-learning journey around mental health, as well as looking after my psychical health by working with a personal trainer and nutritionist.

“All of this is having enormous benefits on my personal health and wellbeing, which then has a real impact on my workplace performance and productivity.”

We're more productive and creative than ever before

Accu

Huddersfield

A Huddersfield-based tech-based firm that introduced a permanent four-day week to all 100 staff four months ago say the move has paid massive dividends.

Accu, which designs, manufactures and distributes engineering components worldwide, says it has seen a major boost in productivity, job applications, turnover, and orders from customers.

The firm's policy with no reduction in pay or obligation for staff to make the hours up.

From April-July, Accu has created 20 new jobs – a 25% increase in headcount. The number of applications per role has skyrocketed. One role, which previously got 40 applications, subsequently got 200 – a 400% increase. Similar numbers are being experienced across all vacancies.

Simultaneously, productivity is up, as the time it takes to respond to customer enquiries has improved by 46%. Order numbers and average values have increased by 15%, boosting turnover by 10% (quarter-on-quarter), meaning Accu is on track to hit £12m-plus turnover this year.

Company co-founder, Martin Ackroyd told YorkshireLive: "Giving people more personal time to enjoy the things they love has increased motivation, decreased the risk of burnout and has driven a renewed sense of purpose in our mission to help our customers build a better tomorrow. As a result, we're more productive and creative than ever before."

What do staff say?

Some staff have used their new spare time to pursue personal interests, such as home renovation and the arts, whilst others have used it to spend more time with their family or save on childcare costs.

Matt Ogden, community manager, said: "The longer weekends are very well received. With a longer break, it personally provides me with freedom to travel to London to enjoy and take part in the performing arts. In general, everyone feels more chilled, upbeat, happy, and refreshed.

"In terms of the business, we have seen a benefit across all areas – it was definitely a sound business decision."

Every Friday I enjoy not setting an alarm

Chilwell Products

Ilkeston, Derbyshire

Staff at the manufacturer of end bands for scaffold boards previously worked 39 hours over five days but this was reduced earlier this year by five hours, with all staff on duty Monday to Thursday.

Laura Clarke, managing director, said investment in new machinery improved overall capacity while giving back time to the team."

She said: "Initially, there were concerns around how our move would be received by customers but, when we ran our trial period, we managed to maintain lead times despite operating for five hours fewer.

"Many customers and suppliers have praised our move, even going as far to ask if they can have a job here.

She said the atmosphere at work had improved and there was something 'incredibly smug' about knowing you were halfway through the week on a Tuesday while team members had more autonomy over their lives and how they spent their free time, with some taking extra work elsewhere.

The hard numbers for the firm's manufacturing volumes and the first two financial quarters are positive despite the drop in hours.

She said: "I would advise others thinking of doing this to brainstorm, speak to various people within teams, gather information and look at the business from as many different angles as possible.

"It might not be something you can do in the next few months or even this year but you could start to make changes.

"Businesses need to think outside the box, we need to be innovative as we shape the working landscape moving forward."

How's work been?

Nicholas Wall is a 28-year-old toolroom assistant and press operator at Chilwell Products.

"It's nice to finish the working week on Thursday knowing you'll come in on Monday to a fresh slate.

"This also makes me feel like I'm giving something back to the company as I appreciate they've given us more time to spend however I want."

Nicholas said that, in previous roles with other employers, he felt he was rushing his evenings and weekends but had grown accustomed to it and had not noticed the effect this was having on him.

He added: "Only now that I'm more relaxed do I realise how frantic and pressured my personal life was.

"Every Friday I enjoy not setting an alarm, naturally waking up then heading to the gym to get a workout in and get it out the way."

It's not an easy process, but one we're proud we took the time to implement

City to Sea

Bristol

Bristol-based environmental organisation City to Sea has moved to a four-day working week without any reduction in pay for staff.

The community interest company employs 19 people, who are all now working a 32-hour week, but are being paid the same salary as when they worked for five days. The organisation, which campaigns to reduce plastic pollution, confirmed the move after running a four-day week trial over six months, and receiving positive feedback from staff. Now, every employee has Friday off.

Natalie Fee, chief executive and founder, said the top three challenges of implementing the four-day week were staff members feeling overstretched, managing work patterns and difficulties adjusting to reduced hours.

“We also found calculations around bank holidays and implications of those weeks being three days difficult to navigate,” she said.

However, she said the positives were staff motivation and increased wellbeing.

“It creates a much more balanced, healthier working environment and has resulted in increased staff engagement and staff retention. It's not an easy process, but one we're proud we took the time to test and implement.”

On the frontline

Steve Hynd, policy manager at City to Sea, who is 36 and is married with two children under five, says the move has been “completely transformative”.

“It’s not just the four days a week but also offering flexible working, having a really supportive line manager, and a host of other positive HR policies. This all combined is allowing me to spend more time with my two young kids, giving back to my community as a local district councillor and crucially (and very rarely) even having a bit of time for myself. It has removed the sense of being constantly over-stretched and has improved my mental and physical health significantly.”

Read more of our coverage on the four-day week:

Some employees report increased pressure to complete the same workload in less time, leading to stress and burnout; 36% of employees in a UK trial felt their work became more intense under a four-day schedule .

Maintaining productivity without extending work hours can create a more intense environment, potentially negating benefits .

**Sector-Specific Limitations and Equity Concerns:** Feasibility varies by industry.

**Sector-Specific Limitations and Equity Concerns:** Feasibility varies by industry.

Sectors requiring constant customer interaction, such as healthcare and retail, face challenges implementing the model effectively .

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

Healthcare industry may face more problems.

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

Healthcare industry may face more problems.

Companies with diverse workforces may struggle to apply a uniform four-day week due to varying roles and responsibilities .

The model may not be accessible to all employees, raising equity concerns, especially in roles requiring continuous service .

Title:

Content: Texas Wants to Know

Texas Wants to Know: How many more school districts will move to a 4-day week?

Listen to Texas Wants to Know in the Audacy app or wherever you get your podcasts

Students across Texas are either already back in school or will be in the next couple of weeks. And this year, more than ever will be attending class just four days per week.

More than 70 school districts across the state will operate on a four-day calendar, up from around 40 last school year. Education reporter Wayne Carter, of KRLD's media partner NBC 5, said districts that have already made the change haven't noticed a significant difference in learning.

"There was no decline in learning. There was no increase in learning. It was kind of a wash," he said. "And so if it's a wash, and there are other benefits for it, then why not do it?"

One of the districts making the switch for the first time is the South Texas district of Kingsville ISD, where the superintendent said they chose to adapt to new circumstances.

"You don't change just to change. There has to be a reason. And coming back from COVID, the world is a different place," Dr. Cecilia Reynolds-Perez said. "Our students are different learners. And also coming back from Uvalde and the school shootings, our kids need a lot more mental health, social, and emotional support systems. They also need to know that there's a whole other world out there, and we're going to support you in getting to know that world."

Most of the districts that have made the switch to a four-day school week are located in smaller towns. There's a cluster of them in the Texas panhandle that cover large, rural areas, a group west of Dallas-Fort Worth that includes Mineral Wells ISD, and several in East Texas between Lufkin and College Station.

The East Texas cluster includes Corrigan-Camden ISD, which is starting its fourth year of four-day weeks. Dean of Students and Girls Athletics Coordinator at Corrigan-Camden High School Ryan Hall said the positives from an education standpoint extend to the workplace.

"That feeling that you get on Wednesday, we get on Tuesday," he said. "So after I worked for one day -- when I come to work on Tuesday, I'm feeling like I'm halfway done."

Even though rural districts have had good results holding classes four days per week, Carter said districts around North Texas have gotten pushback from parents about childcare on Fridays.

"When larger districts have tried to do this, that has been a bigger hurdle for them to overcome," he said. "The districts that talked about it were never able to overcome it. There were just too many parents who worked throughout the day and didn't have an avenue for their kids to go somewhere."

Listen to Texas Wants to Know in the Audacy app or wherever you get your podcasts.

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In education, some districts reverted to a five-day week due to concerns about instructional time and family childcare needs .

**Implementation Difficulties and Cultural Adjustments:** Transitioning to a four-day workweek requires significant cultural and operational changes.

**Implementation Difficulties and Cultural Adjustments:** Transitioning to a four-day workweek requires significant cultural and operational changes.

Some trials, such as at Asda, faced backlash due to longer shifts (11 hours over four days), causing exhaustion rather than benefits .

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Content: WORK IT OUT |

Majority of workers in Ireland want four-day working week

“While the number of employers currently offering a four-day working week is still extremely low, this research suggests that this may change within the next 1- years with employees seeking more appealing and flexible working options.”

Laura LynottIndependent.ie

A massive 95pc of Irish workers approve of a four-day week, according to a new study.

However, only 3.5pc of workplaces have implemented or trialled a four-day working week.

Despite this, 81pc of workers said they believe a four-day working week will become a reality within the next 10 years, according to the survey by recruitment firm Hays.

Hays Ireland director Maureen Lynch said: “While the number of employers currently offering a four-day working week is still extremely low, this research suggests that this may change within the next 10 years with employees seeking more appealing and flexible working options.

“Since the emergence from the pandemic restrictions, employers have begun to reconsider the workplace environment. The switch to remote and hybrid working models has proven hugely successful.

"All professionals have embraced these new ways of working with the four-day working week becoming the latest idea to enhance employers’ differentiation from competitors.

“While the number of employers currently offering a four-day working week is still extremely low, this research suggests that this may change within the next 1- years with employees seeking more appealing and flexible working options.”

The recruitment company surveyed 973 employers and professionals across Ireland and found 73pc of employees would consider moving jobs for a shorter working week. This was a rise of almost 10pc on last year’s figure (64pc).

Only five pc said they would not leave their current role if the option presented itself in another organisation, while 22pc said it would depend on the opportunity.

The majority ( 81pc) felt a four-day week would become a reality within the next decade, with only 19pc stating they felt it would never occur.

Some 88pc of employees already working a four-day week said it has had a positive impact on their professional life. The same number felt it was beneficial to their personal life.

Of those surveyed, the majority said an additional day off would be beneficial, with 89pc believing it would have a positive effect on employee mental health and well-being.

While 59pc thought that working one less day would be beneficial for organisational productivity and one-third felt it would improve employee living standards. Almost half (47pc) thought it would have a benefit on talent attraction and retention.

However 51pc of employers said they are concerned about a potential impact on productivity of a standard four-day working week.

Almost the same number (47pc) said they were not prepared to switch to a four-day week for operational reasons, while 22pc said they could not consider it for financial reasons. Some 20pc of employers were concerned the change could increase pressure on staff.

Hybrid working for five days a week was preferred to a four-day week. Some 55pc of professionals said they would prefer hybrid working for five days compared to 45pc, who would choose to work a four-day week with every day spent in the office.

Most respondents (75pc) said that they would use the extra day for leisure time, including exercise and hobbies. Meanwhile 71pc would spend time on life administration, while 70pc would spend more time with friends and family. Some 44pc would use the time for self-development, such as learning a new language, and 21pc would volunteer.

Last month, the results of a six-month trial involving 61 companies in the UK revealed that 92pc opted to continue working four days when the trial had ended. Reported benefits were said to include improved employee well-being and work-life balance.

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Agencies relying on hourly billing may find it difficult to maintain revenue without client expectation shifts .

Careful planning and communication are essential to address employee concerns and expectations .

Many organizations have cultural inertia favoring traditional work hours, with fears that a four-day week could disrupt workflows and team dynamics .

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

In India, skepticism persists about the model’s impact on productivity and work culture .

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Content: Letters

Letters to the Editor — July 20, 2022

Kallakurichi incident

It is unfortunate that the death of a schoolgirl in Kallakurichi, Tamil Nadu triggered violence, arson and destruction of property. Going by the scale of the violence, it may be safe to say that the breach of law and order had a sinister design. While it is indisputable that every effort should be made to arrive at the truth about the unfortunate death, indulging in hooliganism and vandalism in the name of seeking justice is unacceptable.

V. Johan Dhanakumar,

Chennai

It is quite clear that students are more sensitive now. They need to be dealt with in a sensitive manner. Teachers must also realise that we no longer live in the ‘Gurukulam’ days.

J. Eden Alexander,

Thanjavur, Tamil Nadu

Shorter work week

A four-day work week may be suitable in countries such as Japan where people work very hard and their GDPs are enviable (Editorial Page, July 19). In India, no such work design would be productive as most of the people are not serious and the GDP is at nadiral level when compared to those of western countries. Even a seven-day week here, hypothetically speaking, will not be sufficient to increase the output of people. The concept of a four-day week will prove expensive. The younger generation may welcome it, but the older lot will consider it abominable.

K. Pradeep,

Chennai

The idea is virtually impossible to enact, especially in India where the labour class forms a huge chunk of the workforce, and who contribute towards better and increased productivity. Also in manufacturing sectors, which need to be operated round-the-clock, the concept is impractical. Implementing a four-day work week requires the right technology and workplace culture.

R. Sivakumar,

Chennai

Monkeypox in India

The Government and people should be vigilant with the new challenge: monkeypox. Creating awareness among people is the first step.

R. Karthi,

Madurai

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Printable version | Jul 20, 2022 12:26:09 am | https://www.thehindu.com/opinion/letters/letters-to-the-editor-july-20-2022/article65659351.ece

**Business Continuity and Customer Service:** Employers worry about meeting customer demands and maintaining productivity with reduced hours.

**Business Continuity and Customer Service:** Employers worry about meeting customer demands and maintaining productivity with reduced hours.

In the UK, 75% of companies expressed concern about the impact on customer service .

The local government minister requested the South Cambridgeshire District Council to end its four-day week trial due to concerns about value for money and potential service delivery impacts .

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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.

**Financial and Operational Implications:** Smaller businesses may face increased labor costs if additional staff are needed to cover reduced hours.

**Financial and Operational Implications:** Smaller businesses may face increased labor costs if additional staff are needed to cover reduced hours.

The California Chamber of Commerce labeled proposed legislation for a shorter workweek as a potential "job killer" due to these financial concerns .

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Content: you are here: HomeNewsTrends

Namita Thapar says 'I work long hours, have no time for family' is no badge of honour'

The sentiment was echoed by a number of Twitter users with a few even saying that it's time for the country to start 4-day work week trials.

June 12, 2022 / 01:11 PM IST

"Let’s fix work life balance at all companies so we have a mentally fit and more productive generation next that get quality time and involvement from both parents," Shark Tank India judge Namita Thapar said.

Shark Tank India judge Namita Thapar recently voiced her opinion on employees stuck in a rat race with no time for loved ones.

Taking to Twitter, the Emcure Pharmaceuticals' executive director wrote, "Stop wearing ‘I work long hours, I travel a lot, I have no time for family’ as a badge of honour. Let’s fix work life balance at all companies so we have a mentally fit and more productive generation next that get quality time and involvement from both parents."

Namita Thapar's sentiment was echoed by a number of Twitter users with a few even saying that it's time for the country to start 4-day work week trials.

"Maybe it's high time to start 4 days work week trials in India too," tweeted user Harish Khanger.

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Read more: Shark Tank India’s Namita Thapar had 2 regrets on the show. So here’s what she did

"Resonate completely. No organisation has the quantum of work (i.e. paid projects) that calls for overworked employees. If someone does, obviously they have the money to increase their team size. Let's do things right the first time," another user Suuresh Ramachandran commented.

A better work-life balance has been at the core of what employees are currently seeking, recruitment agency Michael Page had stated in a report. According to it, a whopping 86 per cent of employees in India planning to resign in the next six months and 61 per cent of employees are willing to accept a lower salary or forgo a pay rise and/or a promotion for better work-life balance, overall well-being and happiness.

Read more: 'They lost huge opportunity': Shark Tank India judge on 'some startup ecosystem members'
Ankita Sengupta
first published: Jun 12, 2022 01:05 pm
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What are the views that object 4-day workweek?

It may lead to a large increase in labor costs

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

Lack of resouces to support shift for sall comppanies

Some companies have reverted to traditional schedules after trials due to operational difficulties .

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

Complicated to roll out for large companies

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

**Mixed Employee Experiences:** Not all employees benefit equally; 22% of participants in a UK trial reported increased burnout symptoms despite the reduced workweek .

In some cases, 28% of employees reported either working more hours or experiencing no change in workload after transitioning to a four-day week .

**Government Policy and Support:** Government involvement varies.

**Government Policy and Support:** Government involvement varies.

Portugal’s government-funded trials use the 100-80-100 model (100% pay for 80% of the time, with 100% productivity expected) to assess effects on well-being and productivity .

Belgium allows employees to condense hours

Belgium allows employees to condense hours

Belgium allows employees to condense hours