Embracing the 4-day working week?

In 1926 Henry Ford became one of the most high profile employers to reduce the working week from six days to five. As well as the benefits this brought to his employees, his business actually benefited as productivity rose as his employee’s leisure time increased. Since then, the five-day working week has generally become the norm but now the question being asked is whether a further decrease in hours would not only lead to improvements in productivity, but also to employees mental and physical health.

The 4-day Week Global initiative is a coordinated, 6-month trial of a 4-day working week.  It’s currently running in the US, Canada, Australia, New Zealand, Ireland and the UK where there are 3,000 workers in 70 companies each having an extra full day off each week whilst still being paid 100% of their salary.

Supporters of the idea highlight the benefits that a reduced working week might bring. Staff who work less may be healthier and less stressed so there could be a noticeable reduction in burnout, depression and anxiety as well as countering the negative impacts of remote working. Reduced hours would improve employees work life balance with more options for flexible working and increased time for family responsibilities and commitments, socialising, exercise, continuing education and volunteering, all leading to an improvement in both mental and physical health. 

Advocates also argue that employers have a lot to gain from a shorter working week. Employees who are better rested and generally happier tend to be more focused, and motivated. This in turn could boost productivity and engagement and reduce the number of absences caused by illnesses, stress, and mental health conditions. Moving to a four-day working week could also make companies more appealing places to work and help in recruiting and retaining the best talent.

Despite these benefits, many businesses are hesitant. Even if predictions that reduced hours would increase productivity are true, its quite possible that changing work patterns would prove difficult and expensive to particularly in industries such as hospitality, retail and health implement where choices would need to be made in terms of staffing and opening hours. Although a reduction in hours might seem a good option for people unable to work from home, perhaps the question should be whether more time off or an increase in salary would be most beneficial?

The feedback from the initiative at the halfway point of the project has been mixed, with some companies taking part finding it difficult to implement and benefit from a different operational model. Other response has been positive though so with three months to go its becoming increasingly obvious that whilst shortening the working week isn’t a silver bullet for increasing engagement, productivity and improved employees physical and mental health, in some businesses it may well help.