The Rise of the Four-Day Workweek: Productivity vs. Practicality

This year, the UK has taken a significant step towards a four-day workweek. Two hundred companies have now permanently adopted this schedule without losing pay, benefiting over 5,000 employees across sectors like charities, marketing, and technology. This shift, backed by the Four Day Week Foundation, marks a significant moment in the effort to redefine the modern workplace and has reignited the conversation around the four-day workweek in the business world.

As more organisations reconsider how work is structured, this surge in adoption calls for debates on whether the four-day workweek is a game-changer or an operational challenge. Some businesses have experienced higher productivity, better employee retention, and cost savings, while others have struggled with workload distribution and industry constraints.

So, is this the right move for your business? Now is the perfect time to assess whether the four-day workweek is a practical solution or presents more hurdles than benefits. Let’s explore its global adoption, success stories, key challenges, and best strategies for making it work.

Why Consider a Four-Day Workweek?

1. Increased Employee Satisfaction and Retention

Studies show that a shorter workweek can enhance work-life balance, reduce burnout, and boost job satisfaction.

Imagine having an extra day every week to spend with family, pursue hobbies, or simply rest—without taking a pay cut. That’s the reality for employees in companies that have successfully adopted a four-day workweek.

A shorter workweek isn’t just about cutting hours; it’s about giving employees the space to focus on themselves, their well-being, and personal growth.

A compressed workweek can be a powerful tool for attracting and retaining top talent. Companies like Wonderlic have seen a surge in applicants for flexible roles, underscoring the growing demand for work-life balance. Studies also indicate that a third of employees would be willing to forgo a pay increase in exchange for a fully flexible or compressed schedule.

• UK Trial (2022):
  • 90% of companies continued with a four-day workweek post-trial.
  • 57% drop in employee turnover.
  • 39% reduction in stress levels.
• Iceland Trial (2015–2019):
  • 62% of workers on reduced hours reported being more satisfied with their schedules
  • 97% believed that shorter hours made it easier to balance work with personal life
  • 42% felt that reduced hours lowered stress levels in their private lives. 
  • Employees reported higher well-being and sustained productivity.

2. Productivity Gains

Shorter workweeks do not necessarily mean reduced output. Employees spent less time in meetings, focused on essential tasks, and used digital communication more efficiently. Many companies have seen equal or even increased productivity after shifting to a four-day schedule.

• Microsoft Japan (2019 Trial):
  • 40% increase in productivity.
  • 23% decrease in electricity consumption.
• Perpetual Guardian (New Zealand, 2018):
  • 20% productivity boost.
  • Permanent adoption of the four-day workweek.

3. Cost Savings

Companies implementing a four-day workweek have also reported lower operational costs, including savings on utilities, office maintenance, and commuting expenses.

• Microsoft Japan's trial reduced electricity usage by 23%.
• Businesses with hybrid work arrangements save on office-related costs while maintaining productivity.

Who Has Adopted or Tested a Four-Day Workweek?

Countries Leading the Way

Governments worldwide have either tested or implemented policies to promote a four-day workweek:

 

Companies That Have Successfully Implemented It

 

How to Implement a Four-Day Workweek Without Reducing Productivity

1. Start with a Pilot Programme

Before committing to a four-day workweek, trial it first; test the model with a small group or department. A pilot can help identify potential challenges and solutions.

Examples:

• Microsoft Japan ran a month-long trial before making the decision permanent.
• Wonderlic (US) tested it in summer 2021 before full adoption.

2. Choose the Right Structure

A four-day workweek isn’t one-size-fits-all. Consider these variations:

✔️ Compressed Workweek: Employees work four 10-hour days instead of five 8-hour days.

✔️ Reduced Workweek: Employees work 32 hours with no pay cut, focusing on efficiency.

✔️ Staggered Schedules: Different employees have different four-day shifts to ensure business continuity.

✔️ Hybrid Approach: Some companies adopt half-day Fridays or a 9-day-on, 10th-day-off model.

3. Train Managers for the Transition

A major concern for leaders is maintaining oversight and control. Managers should shift their focus from monitoring hours worked to measuring output and results. Training in remote team management and outcome-based evaluations can help.

✔️ Microsoft Japan shortened meetings to 30 minutes.

✔️ Wonderlic implemented rotation schedules to maintain customer service support.

4. Optimise Meetings and Time Management

Reducing workdays means making every hour count. Best practices include:

✔️ Limiting meetings to 30 minutes.

✔️ Encouraging deep-focus work blocks.

✔️ Using asynchronous communication to reduce unnecessary check-ins.

5. Address Digital Distractions

Less time in the office means distractions can have a greater impact. Encourage employees to:

✔️ Minimise unnecessary email checking during focus hours.

✔️ Use collaboration tools for efficient task management.

✔️ Reduce non-essential meetings.

6. Encourage PTO Usage

A shorter workweek should not discourage employees from taking time off. Companies should actively promote PTO to prevent burnout.

Challenges and Potential Drawbacks

While the four-day workweek has clear benefits, it isn’t for every business. Companies need to evaluate whether the transition makes sense for their specific industry and workforce.

1. Increased Workload and Stress

The four-day workweek is designed to reduce stress, but if not implemented correctly, it can have the opposite effect. Without adjusting expectations, employees may find themselves struggling to fit five days of work into four, which defeats the entire purpose of the shift.

Take this scenario:
A sales team preparing for a major event happening on a Monday. The final preparations need to be wrapped up by Thursday, since no one is available on Friday. However, despite their best efforts, some critical last-minute tasks remain unfinished.

Now, the marketing team, customer support, and key stakeholders—who would normally rely on Friday to finalise details—are left scrambling. The client doesn’t get the last-minute support they need, emails go unanswered, and tension builds over the weekend.

By the time Monday rolls around, frustration has set in. Instead of feeling recharged after a long weekend, employees return to an inbox full of urgent requests, making them more stressed than before.This scenario underscores why a four-day workweek can backfire if workload expectations aren’t managed properly.
 

✔️ If employees already work long hours, reducing the workweek without shifting priorities just compresses stress into fewer days.

✔️ Key business operations—especially client-facing teams—must have adequate support, even on “off” days.

✔️ Some industries may need staggered schedules rather than a uniform four-day structure to avoid these pressure points.
 

For a four-day workweek to truly work, businesses must redesign workflows, improve delegation, and leverage technology—otherwise, it becomes more of a burden than a benefit.

2. Industry-Specific Limitations

• Healthcare, customer service, and logistics sectors require continuous coverage.
• Some companies stagger schedules rather than reducing total work hours.

3. Legal and Regulatory Considerations

Labour laws differ across countries, making the four-day workweek easier to implement in some regions. Traditional work cultures in Japan and South Korea still favour long hours and overtime, challenging shorter workweeks without policy reforms. Adopting a four-day model would require significant legislative changes in the UAE and Saudi Arabia, where a six-day workweek is still ordinary in specific industries. Spain and Brazil also require collective bargaining agreements before making workweek changes.

4. Mixed Results from Trials

While many companies report success, not all businesses benefit from a four-day model. Some organisations reverted to five-day schedules after finding that workloads were more complicated to manage or employees struggled to disconnect on their days off.

• Example: Yarno, an Australian company, found the model unsuitable due to fluctuating workloads.

Is a Four-Day Workweek Right for Your Business?

✔️ Assess employee workload and stress levels before making the switch.

✔️ Leverage automation and technology to maintain productivity.

✔️ Ensure business continuity with staggered schedules or hybrid approaches.

✔️ Start with a pilot programme and collect feedback before committing.

With 200 UK companies already adopting a four-day workweek, the movement is gaining serious momentum. Some of the world’s biggest brands—Microsoft Japan, Perpetual Guardian, and Atom Bank—have proven that a four-day workweek can work with the right strategy.

A well-executed four-day workweek can boost engagement, productivity, and employee satisfaction. However, if poorly managed, it can lead to stress and operational inefficiencies. The key is customisation—tailoring the model to fit your organisation’s unique needs while balancing productivity, people, and practicality.