Since the pandemic, we’ve become more interested in flexible working and finding new ways to work.  Recently, this has included a UK trial of a 4-day working week (which is also the biggest ever of its kind, to date anywhere in the world). We’ve probably all fantasised about working less for the same amount of money (no, taking a nap in the stationery cupboard doesn’t count) but what are the pros and cons of a 4-day working week and how might it impact the well-being of employees and workplace culture?

The 4-day working week

On Monday 6th June, 3,300 workers across the UK began a six-month trial to examine the viability of adopting a 4-day working week. 70 companies ranging from large corporate organisations to small local businesses are taking part in the trial which is being run as a collaborative effort between 4 Day Week Global, think tank Autonomy, the 4 Day Week UK Campaign and researchers at Cambridge University, Oxford University and Boston College.

Similar studies have revealed that a 4-Day working week can have a positive effect on employee well-being and increase productivity by up to 15%. The research teams are working closely with each participating business to measure the effects of the 4-day-working week on the well-being of the participants and the productivity of each business. The trial will see no loss in pay for employees working one less day a week, but they will be asked to maintain 100% productivity for 80% of their time.

Talking to Metro about the trial, CEO of 4 Day Week Global, Joe O’Connor said:

“The UK is at the crest of a wave of global momentum behind the four-day week. As we emerge from the pandemic, more and more companies are recognising that the new frontier for competition is quality of life, and that reduced-hour, output-focused working is the vehicle to give them a competitive edge.

“The impact of the ‘great resignation’ is now proving that workers from a diverse range of industries can produce better outcomes while working shorter and smarter.”

The Pros of the 4-Day Working Week

According to a 2019 report by Henley Business School, the benefits of a 4-day working week are potentially substantial. Organisations that already offer a 4-day week report improved employee satisfaction, reduced staff sickness and increased productivity and savings of almost £92 billion. By the end of 2021, that figure rose to £104 billion, which equates to 2.2% of the UK’s turnover, and that’s not all:

  • Employees spent more time developing their skills
  • The number of car journeys employees need to make was reduced (great for their pocket – and the environment)
  • Business costs were reduced
  • It helps an organisation attract and retain younger employees
  • It helps organisations to attract and retain the right talent
  • Employees are happier
  • Employees are less stressed
  • The quality of work is improved
  • It offers greater flexibility
  • Employees get more done because they’re more productive

The environmental benefits of the 4-day working week are huge too. The Henley Business School reports that:

“If all organisations were to introduce a four-day working week, with fewer journeys to work, travel would decrease by more than 691 million miles each week.”

If we all focus on including some smarter working practices into our routines, we can contribute towards helping our planet as well as ourselves.

The Cons of the 4-Day Working Week

Of course, it’s not all plain sailing and there are a lot of things to consider before you decide to implement a 4-day working week in your own business. Reducing the working week does have its drawbacks and may not be right for all businesses, particularly those in manufacturing.

The 2019 Henley Business School study found that the biggest barrier to implementing a 4-day week was concern about not always being available for the customer (82%). Whilst still a concern, a later study by HBS found that the pandemic has caused this number to drop, and now employers are less worried about it.

Some employers were also afraid that where some employees were not able to work a 4-day week because of their role, and that this may cause resentment of employees who could, resulting in friction in the workplace.

Some employees seemed suspicious of the idea too. The same pay for fewer hours. Where’s the catch? Men in particular were less keen to get involved,  according to HBS, 79% of women found a 4-day working week attractive for them personally, whilst only 61% of men agreed.

Many businesses and employees have concerns about how to implement a 4-Day working week and speaking to Metro, Professor Emma Parry from Cranfield School of Management in Bedfordshire, suggests that employers need to work hard to make the transition to a 4-day working week effective for both workers and their organisation:

“The concept of a four-day week challenges the current model of work and there is currently some evidence that shows the positive impact this can have on a workforce. Through studies from countries, such as Canada, Belgium and Iceland, we know that allowing people to work fewer days can increase employee satisfaction, company commitment and teamwork if implemented effectively.

“However, we should certainly not assume that allowing people to reduce their hours working will necessarily promote work-life balance, well-being or productivity.

“The danger here is that employers allow people to reduce hours without taking the steps to develop management practices and an organisational culture that allows this change to happen effectively.”

In other words, you can’t just implement a 4-day working week without doing the groundwork and proper planning to make it a success.

How can you implement a 4-day working week in your business?

Juliet Schor, Professor of Sociology at Boston College who is collaborating to deliver the UK pilot study describes the idea of 1 4-day working week as a ‘triple dividend policy as it helps employees, businesses and the climate and it seems that a lot of employees are keen to try it.

A recent study by Velocity Smart Technology revealed that 72% of office workers said they would prefer a 4-day working week – and over 130,000 people have signed a petition for the 4-day week campaign, supporting the idea, particularly when it has the potential to reduce our carbon footprint.

So how can you implement a 4-day working week in your business? It’s essential to plan thoroughly and anticipate any outcomes.

Consult employees at every stage and – where possible – talk to other businesses who have already implemented a 4-day working week and get advice on how you can make it work within your organisation. Once you have started to implement a scheme, keep checking in with all of your stakeholders to see how it’s going and where your plan can be tweaked.

Some employees report greater satisfaction from being allowed to have some flexibility in when and where they can work. If some of your team are working remotely, make sure you are attending to their needs too. Your business has a duty of care to ensure that these staff don’t feel isolated or cut off from the rest of the business and you should plan ahead to ensure that all members of staff can handle any new work patterns.

Make sure you have some way to measure productivity and any other potential benefits to make sure that it’s the best way forward for your business. Perhaps start with a trial period first to see if it’s going to work for you.

Helping your team adjust to the 4-day working week

You may find it useful to get some extra training, coaching or mentoring for your staff to help them through the adjustment period and teach them how to manage their time more effectively.

This is something we can help with. We offer training and qualifications in Team Leading, Management and Leadership and Coaching and Mentoring. Just drop us an email at hello@develerate.com and we can talk through your options to help you implement any changes and lead with confidence.