The Pros and Cons of a Four-Day Work Week

In recent years, the concept of a four-day work week has gained an increasing amount of attention. This model, which sees employees operate on a four day schedule instead of the traditional five, has even been tested in a large study with positive results for organizations and employees.

Despite the favorable outcomes, many still have concerns about moving their company to this way of working. For those interested in learning more about this alternate working schedule, this article delves into what exactly a four-day work week is and the potential advantages and disadvantages associated with this alternative schedule.

How Does a Four-Day Work Week Work?

A four-day work week sees the standard five-day, 40-hour week compressed into a shorter period of four days. There are generally three models for a four-day working week.

The first sees employees working four eight-hour days for the same pay as they did when working five eight-hour days. The second model keeps salaries the same but has an increase in hours worked per day, with four 10-hour days being common under this model (often called the "4/10" model). The last format offers employees four eight-hour days but with a pay cut to match hours lost.

The first condensed work week option is preferred by employees and is also the kind being implemented by the majority of employers. However, there are also companies opting for some variation of the latter two options. 

Studies, like those by 4 Day Week Global, suggest that employees can accomplish their weekly tasks and responsibilities in around 32 hours instead of the common 40 hours. It’s also shown that business productivity remains the same or even increases when working a four-day week. By offering employees an additional day off without a pay cut, work-life balance improves, directly benefiting workplace productivity. 

A variation on the four-day work week involves employees working from the office four days a week and then working the fifth day from home, sometimes as a half day. 

Studies suggest four-day work weeks will benefit employees and organizations.

Pros of a Four-Day Work Week

1. Improved Work-Life Balance

One of the primary benefits of a four-day work week is an improved work-life balance for employees. Employees often appreciate having an extra day off each week, and increased personal time can contribute to reduced stress and burnout. Therefore, offering workplace flexibility in the form of a four-day week results in relaxed employees with high levels of job satisfaction. 

2. Increased Productivity

A benefit of the four-day work week that may be surprising to some managers is that employees become more productive at work. Condensed work weeks often make employees more motivated to complete all of their weekly tasks in a shorter time frame. This work week model can also encourage employees to adopt better time management tactics.

When implementing a four-day week, employers should also look for ways to increase workplace efficiency and reduce distractions, both of which will result in higher levels of productivity for all team members.

3. Enhanced Employee Morale and Motivation

Leading on from the last two benefits, a four-day work week will often boost employee morale and motivation, contributing to a positive workplace culture. Having a healthy work-life balance and accomplishing a lot with high productivity levels is almost guaranteed to keep employees engaged and motivated.

4. Reduced Turnover Rate 

Another benefit of increased employee satisfaction thanks to the four-day work week is a reduced turnover rate. When employees enjoy their work and are highly motivated (and also have career development opportunities), it’s unlikely they’ll leave the company unless they have no other choice.

A low turnover rate reduces costs and can increase company efficiency and productivity as time is not lost to frequent hiring and onboarding. In fact, the comprehensive 4 Day Week Global study showed that turnover dropped 57% on average during the trial period.

5. Easier to Attract Talent

Offering a four-day work week can be an attractive perk for potential employees, aiding with recruitment and retention efforts. If you’re looking for ways to become an employer of choice, offering a four-day week, especially one that offers a five-day week salary, is the ideal way to attract and retain top talent.

6. Monetary Savings

While many think it costs more to operate on a shorter work week when providing the same salaries, the opposite is often true. As productivity generally won’t decrease with a shorter work week, organizations get the same output for the same salary.

However, you could also see savings due to the additional day off. For instance, only paying the costs of office electricity and heating (or providing allowances for work-from-home) for four days instead of five. Reimbursing expenses such as employee gas or cellphone usage will also be cut by one-fifth.

Offering a four-day work week can make it easier to attract top talent.

Cons of a Four-Day Work Week

1. Extended Workdays

Employees may need to extend their workdays to maintain productivity on a four-day work week, leading to longer hours on the days they do work. This may be unappealing to employees who have packed schedules outside of work that complement a 9 to 5 schedule. Working longer days can also contribute to burnout that can’t be offset by the additional day off.

2. Communication Challenges

As discussed above, one of the options for a four-day work week is having differing schedules for employees. Doing this may lead to issues with communication and coordination. 

Poor communication among teams and difficulty collaborating can result in many issues, like productivity drops, lower levels of innovation, and inefficient project completion. However, as most employees would work two to three of the same days per week, there should be plenty of opportunities for collaboration and consistent communication.

3. Customer Service Impact

Businesses that need Monday through Friday customer service may face challenges if there is a reduction in days worked when implementing the four-day work week model. Companies that need to be available to customers five days a week should consider a flexible four-day work week schedule that sees employees working different days, Monday through Friday (potentially also including weekends). As mentioned, this kind of schedule can lead to team communication and collaboration issues.

4. Potential for Burnout

While a shorter four-day work week aims to reduce burnout, the compressed schedule may lead to increased stress and even burnout for some employees. If employees can’t keep on top of their weekly tasks and responsibilities under a lower weekly hours model, they can become unmotivated and stressed attempting to keep up with 40 hours of work in a 32-hour window. 

However, getting employees to work similar hours but across four longer days instead of five eight-hour days can lead to similar issues of stress, exhaustion, and burnout.

5. Transition Challenges

When implementing a four-day work week, a transition period is recommended. During this period, you’ll begin to implement the new schedules, outline changes to processes, and may adjust employee expectations. This transition period could be challenging and may result in temporary productivity losses or drops in efficiency as teams get up to speed with the new shorter work week model.

6. Loss of Productivity

Another concern of some is that a four-day work week, especially the 32-hour for the same salary model, will lead to a loss of productivity. Employees may struggle to complete their tasks in the reduced timeframe. 

As mentioned above, not being able to complete tasks effectively can also lead to stress and burnout, which can further lower productivity. However, as discussed, higher productivity is often noted as an advantage of the four-day week. Therefore, there is a good chance that productivity will remain the same or even increase.

7. Impact on Pay

A potential negative of a four-day work week for employees is that they may see their pay decrease if they’re working less than 40 hours per week. The most successful models keep the same salary no matter how many hours are worked.

Yet some organizations may look to reduce pay in relation to reduced hours. Some employees may also be concerned that while their salary will remain the same upfront, bonuses and raises may be given less frequently to “even out” the loss in hours worked.

8. Industry Suitability  

Not all industries or jobs within organizations may be suitable for a four-day work week, depending on the nature of the work and customer expectations. Industries potentially not suited to a four-day work week include those with a heavy focus on customer service, small businesses with limited staff, and financial services that need to stay up-to-date with financial markets across a five-business day model.

While unlikely, a four-day work week could lead to a drop in productivity.

Is a Four-Day Work Week Better?

Numerous case studies and surveys have suggested that a four-day work week is optimal for employees and their satisfaction, motivation, and work-life balance. It also appears as though a shorter work week can boost productivity and make organizations more appealing to job seekers. However, there are also some drawbacks to keep in mind and create a plan to combat these potential negative effects of a four-day work week if they occur.

To decide if a four-day work week is right for your company, consider if it works for the industry you’re in. Also, discuss with your staff to see how they feel and what type of working model they would like to follow. 

It’s additionally important to look at the job market and what other companies in your industry and niche are offering. If you want to attract top talent and many competitors are offering four-day work weeks, it’s in your organization's best interest to also offer a condensed work week along with a competitive salary and benefits. 

Tips for Implementing a Four-Day Work Week

If you’re thinking of implementing a four-day work week within your organization, the following tips can help the process go smoothly.

1. Clearly Define Work Hours

Ensure that everyone’s new work hours are clearly set out. This includes how many hours per day need to be worked and start and finish times.

2. Consider Flexibility

When moving to a four-day work week, you should also consider offering flexibility to keep employee satisfaction high. Some employees may want to work Monday through Thursday, while others prefer a day off in the middle of the week. If possible, offer the flexibility in four-day work week schedules that each employee or department would like.

You may also want to take this opportunity to reassess where your team works from. Ask your team if they prefer remote vs. hybrid vs. full-time in-office work and try to meet these preferences.   

3. Set Realistic Expectations

Setting expectations when changing to a shorter work week is especially important if you’re reducing work hours. Explain how much is expected to be done each week and reassess employee goals and the timeline to reach them if needed.

4. Teach Good Time Management Skills

While employees should possess strong time management skills, offering time management tips or hosting a time management workshop is an excellent idea when moving to a reduced-hours four-day work week. Doing this will help employees stay on top of their tasks and responsibilities, reducing stress levels.

Set clear work hours and offer time management tips when implementing a four-day work week.

5. Streamline Processes

When implementing a four-day work week, employers should also look at streamlining processes and improving workplace efficiencies. For example, by investing in software to help employees complete tasks more efficiently or limiting distractions to hands-on work, such as a high number of meetings.

6. Choose the Best Model for Your Company

Once you’ve decided to implement a four-day work week, decide on the model that works best for your company. Customer-centered businesses will work best with the staggered work week model so that someone is always on call for customers. 

Other types of organizations or departments that are customer-forward will likely prefer a four-day, usually Monday through Thursday, option. Flexible schedules, where employees can work when they want across the week as long as they meet agreed upon weekly hours, are another option.

7. Try a Pilot Program and Collect Feedback

If unsure about a four-day work week for your company, test the model out with a pilot program. Introduce the condensed work week model to one department or test it out across the organization for a period of time like a month-long trial.

When doing this, ensure employees know that this is a trial phase and the work week may return to normal at the end of it. Whether you do a four-day work week pilot or implement it for good, always get feedback from employees, making changes to the model as needed to keep productivity and job satisfaction high.

In Conclusion

The concept of a four-day work week has become a widely discussed subject across various industries and organizations. Research findings and input from employees indicate that adopting this work schedule can positively impact company productivity and success. As a result, many are considering its implementation or, at the very least, carefully evaluating the advantages and disadvantages.

Having read this article, you should now understand the major pros and cons of a four-day work week and how to go about testing this model within your organization. With this information, you'll be better equipped to make a decision on whether moving permanently to a four-day work week is right for your employees and organizational goals.