Four-day work week: A trend on the rise

Law360 Canada (May 24, 2024, 10:26 AM EDT) --

Thea Watson

Today’s world of work has undergone massive changes many companies would not have anticipated only a few years ago. From fully remote workplaces to pets in the office and more flexibility, the current workforce has undoubtedly stepped away from more traditional approaches to getting things done.

As workplaces evolve, adopting the four-day workweek is a notable trend that is gaining momentum.

International adoption and benefits

The shift towards a more condensed work week is rapidly becoming global. Though the movement began in the U.K., trials in North America involving 41 organizations have recently been conducted. All participating organizations have permanently adopted the four-day schedule after recognizing significant improvements in employee retention, recruitment and overall well-being.

In the same vein, European countries like Germany and Portugal have also started experimenting with this model, with dozens of companies undergoing pilot programs and trial periods.

This global pivot points back to significant trends of evolving work norms in the past. As history buffs may recall, industrial leaders like Henry Ford pioneered the shift from a six-day to a five-day workweek only in the last century. Today, the move towards even shorter work weeks is driven by the younger generations’ increasing emphasis on enhancing work-life balance and mental health.

The practicality and possible challenges of the four-day workweek

Despite its growing popularity, transitioning to a four-day workweek could present challenges that require careful consideration if managed poorly.

For example, industries that operate 24/7 might find this shift particularly challenging as it could complicate ongoing operations and client communications. Moreover, there might be a veiled expectation that employees should maintain or even increase productivity to offset the reduced work hours, potentially leading to increased stress and the risk of burnout.

Another consideration is how practical it would be to implement such a schedule. Many businesses are set in their ways, so finding the best way to alter work hours without disrupting contractual agreements or reducing employee salaries would be complex. Any change of this magnitude must be negotiated and agreed upon with advice from employment relations experts, ensuring all parties are on board and aware of the implications.

Cultural and operational shifts

Adopting a four-day workweek requires more than just adjusting your policies; it'll also demand a cultural shift within the organization. Companies must rethink their existing workflow, embrace efficiency-enhancing technologies and work towards adjusting performance metrics to fit this new model. It may sound like a long-winded process, but this transition also offers an opportunity to foster a more motivated and engaged workforce, potentially leading to higher job satisfaction and loyalty.

Another area organizations must also assess is the logistical aspects of this shift. For instance, aligning team schedules and ensuring all client needs are met within the shortened timeframe can pose significant logistical challenges. However, with effective communication and advanced planning, these hurdles can be overcome, and businesses can maintain seamless operations.

The future outlook

The four-day workweek could represent the future of work and change the world of work as we know it. It offers a balanced approach that could reshape global work cultures and contribute to a more sustainable and employee-focused workplace. However, its success depends on thoughtful implementation considering the diverse needs of businesses and their employees.

As more companies consider this shift, it will be crucial to monitor outcomes and adapt strategies to ensure that they fully realize the benefits of a reduced workweek without compromising the quality of work or the well-being of the workforce. This trend highlights a shift in how companies think about productivity and time management and signals a broader change in prioritizing employee well-being in the corporate world. 

Thea Watson is the chief growth officer at BrightHR.

The opinions expressed are those of the author(s) and do not necessarily reflect the views of the author’s firm, its clients, Law360 Canada, LexisNexis Canada or any of its or their respective affiliates. This article is for general information purposes and is not intended to be and should not be taken as legal advice.   

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