Our 4-Day Work Week Case Study
At HR Smart, we supported a client in the property sector in 2023 who wanted to trial a four-day workweek.
The client believed that a shorter week could benefit employee morale and productivity, and they chose a six-month trial period to test this hypothesis.
HR Smart’s Approach to the 4-Day Work Week
The client runs a planning service business and approached us with two options for the trial:
- Condensed working week: Employees work the same number of hours over four days instead of five.
- 4-5-5 model: Employees work for four days, receive five days’ pay, and are expected to deliver output equivalent to a five-day week.
After consulting their staff, the company opted for the 4-5-5 model. They alternated between giving employees Wednesdays off for the first three months and Fridays off for the final three months.
To measure success, our client used historical productivity data from the previous year, which helped them assess the impact of the four-day workweek on performance.
Employee and Employer Feedback
The feedback from employees was generally positive.
They appreciated the opportunity to focus on high-priority tasks and felt more motivated, knowing they had an extra day off each week.
This increased focus contributed to higher productivity levels across the board.
Mental health improvements were also noted, as staff had more time for personal matters, reducing work-life stress.
However, some employees expressed concerns about reduced face-to-face interactions, which they felt hindered collaboration and communication at times.
From the employer’s perspective, productivity increased slightly during the trial, possibly due to employees feeling more refreshed and focused. After the trial concluded, the company decided to continue with the four-day week.
You can read more about this case study and its findings.
Is a Four-Day Week Right for Your SME?
While our client’s trial was successful, the 4-day work week may not suit every business.
A reduced work week may benefit professional services like consulting or planning, while sectors reliant on machinery or fixed schedules, such as manufacturing, could face challenges.
It’s important to assess whether all roles in your business are suited to a four-day week.
For example, sales teams dependent on client availability may struggle to maintain productivity, creating inequalities between staff who can and cannot adopt this working model.
Let’s look at some general advantages and disadvantages.
Advantages of a Four-Day Work Week
1. Improved Employee Well-being
One of the most significant benefits of a 4-day work week is its positive overall impact on employee well-being. An extra day off allows staff to rest, recharge, and focus on personal activities, leading to reduced stress and burnout. This boost to mental health often translates into increased job satisfaction and overall happiness, which can improve workplace morale.
2. Increased Productivity
Contrary to the belief that fewer hours lead to less output, many businesses implementing a four-day workweek report higher productivity levels. Employees tend to focus more on essential tasks during their shortened week, eliminating unnecessary distractions. Studies, such as the UK’s 4 Day Working Week Campaign trial, show that productivity can either remain steady or improve despite fewer hours worked.
3. Better Work-Life Balance
A four-day workweek gives employees more time to balance their work and personal lives. Employees often return to work more refreshed and focused with an extra day for leisure, hobbies, or family. This balance can also reduce absenteeism, as employees are less likely to feel overwhelmed by personal responsibilities conflicting with work.
4. Enhanced Recruitment and Retention
Offering a 4-day work week makes your company more attractive to potential hires, particularly younger generations who value work-life balance. It also improves retention rates, as employees are less likely to seek other opportunities if they feel their employer is offering a modern and flexible work environment.
5. Reduced Operational Costs
Businesses can also benefit financially from implementing a four-day workweek. With fewer days in the office, operational costs such as utilities, office supplies, and even commuting expenses can decrease. This can result in savings, particularly for businesses with significant overhead costs tied to office-based work.
Disadvantages Of A Four-Day WorkWeek
1. Reduced Collaboration and Communication
One major drawback of a four-day workweek is the potential for decreased collaboration. With fewer days in the office, there may be less time for team meetings, brainstorming sessions, or casual face-to-face interactions. This reduction in communication can hinder teamwork and slow down decision-making, particularly in roles that rely heavily on face-to-face collaboration.
2. Unsuitability for Certain Industries
A four-day work week may not be feasible for all industries, especially those requiring continuous operations, such as manufacturing, healthcare, or customer service. In these fields, businesses often need staff coverage throughout the week. Reducing workdays might disrupt workflows or create staffing gaps, making it difficult to maintain efficiency and service quality.
3. Customer and Client Expectations
A shorter workweek could pose challenges in industries where client availability or customer service is critical. Clients may expect five-day availability, and any disruptions caused by fewer working days could harm relationships. Businesses might struggle to maintain service levels or meet client demands, potentially leading to dissatisfaction or lost revenue.
4. Potential for Increased Workload and Burnout
While some employees may thrive with a four-day workweek, others may struggle to complete the same amount of work in fewer days. This compressed workload can lead to increased stress and even burnout for certain employees, especially in high-demand roles. For some, the shorter week may feel more intense and leave them with little room to breathe during workdays.
5. Inequality Among Employees
Care needs to be taken when planning the four-day workweek roster. Employers must make sure they do not directly or indirectly discriminate against anyone who has a protected characteristic under the Equality Act 2010. This could apply to single parents for instance or people with caring responsibilities. Any changes to the work patterns should be explained in a programme of consultation prior to making any changes
Pros and Cons of a Four-Day Work Week: Conclusion
The potential benefits of a four-day workweek for employees and employers are clear.
However, it is essential to evaluate whether this model aligns with your business’s operational needs and employee roles and personal responsibilities.
Gathering data beforehand is crucial if you’re considering trialling a four-day workweek.
Like our client, you need to track productivity metrics to measure the success of your trial.
For businesses where a four-day week may not be suitable, alternative flexible working arrangements, such as flexitime, compressed hours, or annualised hours, could be better options.
If you would like advice on exploring flexible working patterns, including the pros and cons of a four-day workweek, contact Jon Rush at jon@hrsmartuk.com or call 01903 754107.
