The prospect of a four-day working week has been a topic of debate for years, with employees seeking more free time while businesses focus on boosting productivity. Global trials have shown promising results, and in 2022, the UK launched its own pilot programme, involving around 70 companies and 3,300 workers. Many of the businesses reported increases in productivity and employee satisfaction during the trial.
Despite these positive outcomes, the rollout of a four-day week has been slow across the country. However, discussions within the new Labour government suggest that change may be on the horizon. Deputy Prime Minister Angela Rayner has expressed support for the idea, hinting that a four-day week could be part of a broader package of workers’ rights. The proposed plan would allow employees to work their contracted hours over four days rather than the traditional five.
The enthusiasm for a shorter workweek is growing among the public, with Google searches for “four-day week jobs” surging by over 5,000% across the UK in the last month.
HR expert Neil Finegan, from distance learning provider DLC Training, weighed in on the feasibility of a four-day week, as well as the potential challenges businesses may face in implementing this shift.
“There’s no doubt that the demand for a four-day week is drastically growing, as employees prioritise a healthy work-life balance,” said Finegan. “This demand is forcing businesses and the government to have tough conversations about the future of the workforce, employee productivity, and how both the economy and employee wellbeing can be supported.”
Finegan cautions that while some industries may benefit from a four-day working week, it is not universally feasible. “A shift towards a four-day week may be workable for certain sectors, but it’s important to remember that industries such as healthcare, social work, retail, and manufacturing may not find it as easy to adapt.”
A key aspect of the current government proposal is that the total number of working hours would remain the same. This means employees would work longer days to compensate for the lost time, which could introduce its own set of challenges. “Longer working days could lead to stress, fatigue, and even burnout,” Finegan warned.
To ensure these changes work for both employers and employees, Finegan recommends businesses take flexible working requests seriously. “Workers have the right to request flexible working arrangements to suit their needs, and although businesses are now legally required to provide a reason for rejections, such requests can still be refused.”
Finegan advises employees to carefully consider how flexible arrangements might affect their performance or team dynamics when making requests. “It’s important to be proactive in addressing potential performance issues to improve the chances of getting approval,” he said.
For businesses, Finegan recommends preparing for the possible implementation of a four-day week by focusing on improving productivity during working hours. “Businesses should explore ways to boost efficiency, ensuring that shorter weeks don’t compromise output. This shift will also increase demand for remote working, so companies should be ready to cultivate a strong workplace culture remotely.”
