The concept of a four-day work week has gained significant momentum across the UK. What was once considered a radical restructuring is now being embraced by hundreds of British organisations seeking to improve employee wellbeing and productivity while maintaining competitive performance.
Key takeaways
- 200 UK companies have implemented a four-day work week, benefiting over 5,000 workers.
- The four-day working week typically maintains the same pay for fewer hours (usually 32 instead of 40).
- Recent UK trials show improvements in staff retention, productivity, and wellbeing.
- Marketing, technology, and charity sectors are leading adoption.
- Implementation requires careful planning and may not suit all business models.
Understanding the four-day work week: definition and origins
The four-day work week represents a significant shift from the traditional five-day structure that has dominated working patterns for decades. This approach usually takes one of two forms: either compressing a standard 40-hour week into four longer days, or reducing working time to around 32 hours while keeping the same pay.
The most successful implementations follow what has become known as the ‘100-80-100’ model – employees receive 100% of their pay for working 80% of the traditional hours, while maintaining 100% productivity. This challenges conventional thinking about the relationship between time spent working and output achieved.
While variations of shortened work weeks have been discussed for decades, the concept gained significant momentum following the pandemic. As organisations worldwide reassessed traditional working patterns, many found that alternative scheduling could benefit both employees and the bottom line.
- Did you know? Though the five-day workweek seems standard today, it was once considered revolutionary. Before its widespread adoption in the early 20th century, most industrial workers operated on a six-day schedule.
Why are companies in the UK adopting a four-day working week?
Recent research shows that 200 UK companies have now permanently implemented a four-day working week, benefiting more than 5,000 workers. This shift isn’t simply about offering employees an extra day off – it’s a strategic response to changing workforce expectations and business needs.
UK saw a 28% rise in hybrid working nodels by late 2024
The pandemic transformed workplace expectations, with flexible working becoming standard for many employees. By late 2024, approximately 28% of working adults in Great Britain were hybrid working, according to Office for National Statistics data. This widespread adoption of flexible arrangements has paved the way for more radical reimagining of work schedules.
Government’s stance: four-day work week not supported inlocal councils
Despite growing private sector enthusiasm, the UK government has taken a firm stance against implementing the four-day work week in local authorities. In October 2023, the Department for Levelling Up, Housing and Communities issued guidance explicitly opposing the practice in local councils, citing concerns about taxpayer value.
This creates an interesting public-private divide in workforce innovation, with private companies moving ahead while public sector organisations largely maintain traditional structures.
Notable UK companies implementing the model
Atom Bank, 3D Issue, 5 Squirrels… Of the 200 companies that have permanently implemented this model, marketing and PR firms lead the charge with 30 organisations, followed by 29 in the charity and social care sector, and 24 in technology and software.
London-based firms show particular enthusiasm for this approach, accounting for nearly 30% of all UK adopters. A geographic concentration that suggests competitive talent markets may be a key driver of implementation.
What are the benefits of a four-day work week?
The four-day working week offers several key advantages that extend beyond simply providing employees with an additional day off.
Enhanced employee productivity and engagement
Perhaps counter-intuitively, reducing working time often improves productivity. Microsoft Japan’s four-day work week is a well-documented experiment that demonstrated a remarkable 40% productivity boost, challenging the assumption that more hours automatically translate to greater output.
This productivity increase typically stems from several factors. Employees tend to be more focused during working hours, meetings become more efficient, and improvements in wellbeing translate to higher energy and engagement. With less time available, organisations and individuals often eliminate low-value activities that previously consumed significant time.
Improved recruitment and retention rates
In competitive talent markets, a four-day working week can be a powerful differentiator. Atom Bank, one of the UK’s earliest large-scale adopters, reported a 49% increase in job applications after the switch. For organisations struggling to attract skilled workers, this benefit alone can justify the transition.
Beyond recruitment, retention advantages are compelling. Companies implementing shorter weeks typically report lower turnover, reduced absenteeism, and higher employee loyalty. With the cost of replacing skilled employees often exceeding 100% of annual salary, these retention benefits deliver significant financial value.
Positive impact on employee wellbeing and mental health
The additional day of personal time allows employees to better manage domestic responsibilities, pursue personal interests, and properly rest. This tends to improve mental health outcomes, with organisations consistently reporting reduced stress levels and fewer instances of burnout among staff following implementation.
Atom Bank found a 13% year-on-year increase in employee engagement after transitioning to a four-day working week, demonstrating that the advantages extend beyond individual well-being to organisational culture and commitment.
Environmental and Operational Cost Savings
Beyond human resources benefits, a four-day working week can generate substantial operational savings. With offices closed for an additional day every week, organisations typically see a dip in energy consumption, lower maintenance costs, and decreased commuting emissions for staff.
Challenges and drawbacks of the four-day work week
Despite its advantages, the four-day work week isn’t without challenges. Implementation requires careful planning and consideration of potential drawbacks.
Potential productivity loss during transition
Most organisations experience an adjustment period when shifting to shorter weeks. Initial productivity disruptions are common as teams adapt to new schedules and workflows. Without proper preparation, this transition phase can be challenging and may temporarily impact business performance.
Successful implementations typically include process optimisation before reducing hours, clear communication about expectations, and patience as new efficiencies emerge.
Implementation costs and restructuring issues
Transitioning to a four-day work week involves certain upfront costs. These may include workflow analysis, technology investments to support efficiency, management training, and change management expenses. Additionally, some businesses may need to hire staff to maintain coverage, particularly in customer-facing roles, potentially offsetting some of the operational savings. Organisations must weigh these costs against expected long-term benefits.
Industry-specific limitations
Not all industries are equally suited to a four-day working week. Sectors with 24/7 operational requirements or customer-facing roles face particular challenges. From healthcare and emergency services to hospitality and retail, manufacturing with continuous processes, and customer service operations, these industries may need to explore alternative approaches, such as staggered schedules or seasonal variations in working patterns.
Managing employee expectations and equity concerns
Some roles lend themselves to flexible schedules much more naturally than others, and, without careful planning, it’s easy to fall into the trap of inequitable work practices. It’s always worth considering if and how the four-day work week can be applied company-wide and whether its adoption is likely to create friction or unfair situations.
Four-day work week: pros and cons
| Pros | Cons |
|---|---|
| Improved work-life balance | May not suit all industries |
| Enhanced productivity | Customer service challenges |
| Better recruitment/retention | Potential implementation costs |
| Reduced operational costs | Possible pressure on employees |
| Environmental benefits | Customer response concerns |
| Improved employee wellbeing | Transition challenges |
Case study: Atom Bank reports 92% employee satisfaction after switching to four days
Atom Bank became one of the UK’s earliest large-scale adopters in November 2021. Ten months after implementation, their results demonstrate the potential of this approach:
- 92% of employees “looked forward to work” under the new schedule
- 49% increase in job applications
- Improved customer service with Trustpilot scores rising from 4.54 to 4.82
What makes Atom Bank’s experience notable is that it shows a four-day working week can work in customer-facing or regulated industries. As the first UK bank to make this shift, they’ve proved that even traditional sectors can successfully adopt this model.
The global perspective: Four-day work week adoption in Japan and beyond
Microsoft’s Japan experiment yields 40% productivity boost
Microsoft Japan conducted a well-documented trial that showed remarkable results from a four-day working week:
- 40% productivity boost
- 23% reduction in electricity costs
- Significant employee satisfaction improvements
This experiment has been particularly influential in Japan, where traditional work culture has emphasised long hours and physical presence.
Comparing adoption rates: UK vs. Japan and other countries
Several countries are making significant progress with shorter working weeks:
- Japan: Four-day work week to be introduced in Tokyo for government employees from April 2025, aiming to address declining birth rates and prevent ‘karoshi’ (death from overwork).
- Iceland: Trials led to over 51% of the workforce moving to shorter schedules by 2022.
- Belgium: Became the first European nation to legislate a four-day work week in 2022.
- Germany: 73% of companies in a six-month pilot programme say they plan to continue the model.
Each country’s approach reflects its unique economic and cultural context, but the global trend is clear: organisations worldwide are recognising potential benefits in reduced working days.
Cultural and Economic Factors Influencing Global Adoption
Several factors drive international interest in four-day working week models. Japan, for instance, is focusing on addressing demographic challenges and improving work-life balance. Meanwhile, European countries emphasise employee wellbeing and environmental benefits.
Despite not formally adopting a four-day week, Denmark already maintains one of the shortest average work weeks globally at 37 hours, reflecting the country’s cultural emphasis on work-life harmony. Similarly, the French typically work a 35-hour week.
Is the four-day work week right for your company?
While the benefits can be compelling, the four-day work week isn’t a universal solution. Implementation requires careful consideration of your organisation’s specific circumstances.
Five key factors to consider before implementation
- Industry fit: Companies relying heavily on customer support, external client interactions, or time-sensitive services may face implementation challenges, though Atom Bank demonstrates these aren’t insurmountable.
- Customer expectations: Ensure service levels remain consistent despite reduced working days. This may require creative scheduling or enhanced digital service options.
- Operational requirements: Industries with round-the-clock operational models demand tailored approaches to maintain coverage while providing staff benefits.
- Financial implications: Consider potential costs, including process restructuring, technology investments, and possible additional staffing needs.
- Employee readiness: Not all employees will automatically prefer a four-day week. Some may worry about compressed workloads or favour traditional scheduling.
Steps to successfully transition to a four-day work week
For organisations considering this approach, a methodical implementation is essential:
- Start with a pilot: Test the concept in specific departments before company-wide implementation.
- Communicate clearly: Ensure all stakeholders understand expectations and benefits.
- Measure results: Establish clear metrics to assess impact on productivity and satisfaction.
- Encourage efficiency: Help staff identify and eliminate low-value activities.
- Consider alternatives: If a full four-day model isn’t feasible, compressed hours or other flexible arrangements may provide similar benefits.
Role of HR leaders in facilitating the change
For organisations considering this transition, effective workforce management tools are essential. Time and attendance software helps track productivity patterns and ensures equitable implementation across departments.
With reduced working hours, every minute counts. Modern workforce management solutions provide the visibility needed to optimise schedules and identify inefficiencies that might otherwise prevent successful implementation.
Remember: Not every organisation can implement a full four-day work week. Compressed hours strategies may provide some perks without completely restructuring your operating model. Kelio’s workforce management solutions can help you implement and manage either approach effectively.
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