‘Four-Day Workweek’ Trials Yield These Results, Year after UK’s 4-day work week trial
'Four-Day Workweek' Trials Yield These Results, Year after UK's 4-day work week trial
Mixed Results for Companies; A 4-Day Week Experiment Didn’t Work Out For Some Companies. What They Found?
For many, the idea of a four-day workweek sounds like a dream come true: working just four days and enjoying a long weekend. While the weekends often feel too short and the demands of a full-time job can be overwhelming, a four-day workweek presents an appealing alternative. However, the outcomes of recent four-day workweek trials have been varied.
In the UK, the largest trial involving over 60 companies and nearly 3,000 employees showed promising results. About 89% of participating companies continue to implement the four-day week, with 51% making it a permanent change. The study noted a decrease in employee burnout and lower job turnover rates, consistent with other similar studies.
Contrarily, the supermarket chain Asda recently concluded its four-day workweek experiment, deciding against continuing it. Meanwhile, South Cambridgeshire Council reported success with its trial, involving 450 desk staff and refuse collectors. The council saw increased productivity, a 39% reduction in staff turnover, and estimated savings of £371,500, primarily in staff agency costs, making it the largest public sector trial in the UK.
It’s essential to differentiate between the types of experiments conducted by organizations. South Cambridgeshire Council’s trial involved staff receiving 100% of their pay for 80% of their time, with the goal of maintaining 100% work output. Similarly, the larger UK experiment allowed participating companies from various sectors to choose how to implement the four-day workweek while maintaining full pay and reducing work time meaningfully.
In contrast, Asda’s trial required employees to compress 44 hours into four days instead of five, maintaining the same pay. This meant 11-hour daily shifts, which some employees found too physically demanding and challenging, especially for those with caregiving responsibilities or reliance on public transport.
Despite discontinuing the four-day workweek trial, Asda announced that it would continue a flexible 39-hour week (over five days) experiment until the end of the year, indicating that flexible work solutions extend beyond just the four-day workweek.
Feedback and results vary across different organizations. Some results highlighted performance improvements but emphasized the need for clear employee feedback. They adopted the four-day workweek to attract and retain staff, given its inability to compete on salaries alone, illustrating that such benefits can be crucial for the public sector.
However, there are potential risks. Employers might use this as an excuse to avoid offering higher pay during a cost of living crisis, or employees might resort to working multiple jobs. Employers should aim to recruit motivated employees, invest in their development, and offer flexible work solutions to enhance productivity.
Other European countries are also experimenting with the four-day workweek. Portugal recently completed a successful six-month trial with 41 companies, and Germany began its trial in February with 45 companies. Conversely, Greece has taken a different approach, allowing some companies to adopt a six-day workweek to address skilled worker shortages and low productivity, highlighting the contrasting strategies across nations.
Research indicates that longer working hours do not necessarily equate to higher productivity, especially in countries where workers already face long hours and stagnant wages. The wisdom of a nationwide four-day or six-day workweek remains debatable. Businesses often prefer tailored hybrid approaches to flexible work, considering their finances and culture.
Ultimately, with appropriate arrangements and policies, companies can effectively manage these changes to ensure an engaged and productive workforce.
