The rise (and resistance) of the 4-day work week

A four-day work week at full-time pay sounds like a huge win for employees and businesses alike, but even with data supporting boosts in productivity and a reduction in burnout, why is the jury still out?

More than 2000 organisations across 35 countries, including within the Australasian region, have put the four-day work week theory into practice – and the data is in. According to 4 Day Week Global, 54 per cent of participants reported an increase in work ability, 64 per cent flagged a decrease in burnout, and 95 per cent of businesses have plans to continue the four-day work week arrangement.

Here, we share the research that supports the four-day work week and explain the policies and procedures that will be key to this initiative’s success.

The roots of the four-day work week arrangement: where did it start?

The Australian beginnings of the four-day work week idea can be traced to the influence of progressive workplace innovations in Europe, particularly Scandinavia, and across the ditch in New Zealand. These regions have demonstrated the potential of shorter work weeks to boost productivity and improve employee well-being, inspiring Australian organisations to take a closer look.

Additionally, the widespread labour shifts brought on by the Great Resignation during the pandemic have pushed employers to rethink traditional work structures. The growing focus on retaining talent and meeting new expectations for work-life balance has further fuelled interest in trialling this concept across the country.

What are the advantages?

• Improved work-life balance: shortening the traditional working week allows more time for family activities, hobbies, and general rest.
• Boost to productivity rates: data backs the fact that fewer working days can actually increase productivity as employees are more focused and efficient during business hours.
• Attracting and retaining top talent: offering this working arrangement can significantly improve how attractive an organisation is to a prospective employee, while also retaining current staff who value flexibility and progressive policies.
• Cost savings all round: from reduced operational costs to lower commuting expenses, employees and employers can benefit from savings in several areas of working life.

Like with most things, there are drawbacks. So, what are the cons?

It’s important to note that not every business model or organisation will suit the four-day work week arrangement, and the extent of the gains will likely depend on the tasks, roles, and jobs being performed.

• Crammed, intensified work schedules: condensing a 38-hour week into four days is an incredible amount of pressure to put on workers. While getting that day off might sound good, without proper time management and effort, this can negatively affect an employee’s ability to complete tasks on time and efficiently.
• Micromanaging tendencies: in an attempt to ensure projects stay on track, monitoring and surveillance tactics could become more prominent, leading to an issue of micromanaging within teams.

Don’t celebrate the three-day weekend too early, says key business groups

There have been decades of working towards shorter working weeks and more holiday time for employees, but that progress halted in the mid-1970s when four weeks’ annual leave became an entitlement for all permanent employees. Our current 38-hour full-time week, two-day weekend, and four weeks’ paid leave setup, on paper, seems generous. However, as our society places more emphasis on work-life balance, mental health, and living a well-rounded life, it’s becoming clear that a four-day work week could offer a more sustainable and fulfilling approach to how we structure our time, allowing individuals to thrive both personally and professionally. 

Policies, procedures, and productivity: how these three Ps will be key to success

Some vital components for implementation would include:

• Flexible scheduling and workload management: implement clear schedules, with options for staggered workdays or fixed days off, and ensure equitable workload distribution to prevent employee burnout.
• Productivity focused on outcomes: shift focus from hours worked to measurable results, setting clear productivity goals to maintain efficiency on a shorter schedule.
• Comprehensive well-being support: enhance mental health and wellness resources to help employees adapt, and integrate remote work options for added flexibility.
• Effective communication and training: ensure strong communication systems are in place and provide training for managers to lead teams effectively within the new parameters.
• Commitment to continuous feedback and improvement: start with trial periods, gather employee feedback, and refine policies based on data to ensure the arrangement works smoothly for all.

Water-tight policies are essential to increasing productivity and employee satisfaction

HR policies are a simple way to ensure your business is well-equipped to handle several common workplace issues, including the rules and requirements surrounding the four-day work week. Citation HR’s HR Software solution allows you to download all the above HR policies and more. Better yet, Citation HR’s Workplace Relations Specialists will draft tailored HR Policies to suit your unique business needs.

If any of this information has raised questions or concerns for your business, please contact our workplace relations experts via the HR Advice Line.

Not a Citation HR client? To learn more about how our HR Services can help your business, please contact us.

About our author

Lauren Stariha is a Senior Copywriter and Content Specialist at Citation Group. She’s responsible for creating engaging and meaningful content across various brands, from eBooks and email campaigns to blogs and multiple social media channels.