I read an article recently summarising the findings of a 6-month study on the four-day work week conducted by “4 Day Week Global”, a campaign group, Autonomy, a think tank, researchers at Oxford & Cambridge University and Boston College [1]. More than 9 out of 10 companies that adopted the new structure decided to continue the more flexible way of operating. The data highlighted that of the 61 companies that adopted the pilot, 18 agreed to adopt it permanently, 38 stated they would continue the trial, and five chose to withdraw. The organiser’s ambition is to make the four-day week the default….100% pay for 80% work whilst we must all commit to maintaining 100% output!

The study included over 3,000 employees spanning banking, IT, retail, education, and consulting. Significantly, revenue increased, on average, more than 1/3 over the trial compared with the same period the year prior. In addition, 57% fewer employees left during the trial, and sick days and other absences declined. Whilst companies were forced to adopt a more flexible approach to work over the pandemic, these findings are clear – increased revenue and, importantly, increased staff retention and employee wellbeing make for powerful reading!

Some sceptics argue such pilots are “self-selecting”, making dropouts less likely, alongside a reduction in productivity once the new way of working becomes less of a novelty! This new work pattern also poses several challenges for specific industries, such as those in customer-facing roles, given the difficulties of maintaining weekly opening times without recruiting extra staff. However, adopting is much simpler for those operating across finance, marketing, advertising, and professional services, for example, or industries where working hours are easily reshuffled/managed. Unilever recently offered separate four-day week trials in Australia and New Zealand for 81 employees (not including factory staff). If the experiment turns out to be a success, it will reportedly be extended to other countries.

Hailed as the future of employee productivity and work-life balance, but which companies are joining the new workplace revolution? [2]

• Belgium introduces a four-day workweek for employees who want it
• Portugal has become the latest European country to announce a trial
• UK trial already hailed as ‘extremely successful’
• Scotland and Wales to join the growing global movement
• Spain starts a trial phase
• Iceland: One of the leaders in the four-day working week
• Sweden’s mixed reactions to the four-day week
• Finland has not introduced a four-day workweek despite widespread claims
• Japan’s big corps venture into the four-day workweek
• Germany has become the latest testing ground for a four-day week.
• Strong interest in the US and Canada

Whilst working one day less a week without a pay cut sounds tempting, and the employee benefits are clear for all to see, there isn’t enough evidence to truly test this new way of working impact on company finances in the medium to long term. Whilst the above makes for promising reading, a real four-day week, however, will likely remain an exceptional perk rather than the norm for most employees.

[1] Ryle J (2023, February) The results are in the UK’s four-day week pilot | www.autonomy.work/portfolio/uk4dwpilotresults/

[2] Joly & Walsh D (2023, October) Four-day week: Which countries have embraced it, and how’s it going so far? | www.euronews.com/next/2023/10/10/the-four-day-week-which-countries-have-embraced-it-and-how-s-it-going-so-far