We are living in a world where there is so much talk surrounding worklife balance and how it is no longer optional but essential. It may be for this reason, if you are to believe what you read on social media, as to why the four day working week is gaining traction.

Let’s break down the statistics; why some companies are embracing this shift, why it appeals to employees and why some businesses may choose to avoid introducing it.

What’s the Take-Up Like?

• Official adoption is growing but still limited: A survey by Hays of over 10,500 organisations found that only 7% of UK organisations have implemented or are trialling a four day working week. This marks a modest rise from 5% in previous years.
• Some businesses are already onboard: Over 200 UK companies, collectively employing over 5,000 people, have permanently adopted the four day week with no loss of pay although it is more popular within larger businesses.
• Continuity matters: A follow up study by the Guardian revealed that one year following the initial trial period, 89% of participating companies were still operating the four day working week.
• Geographic and job-level insights: Currently only about 1.5% of job listings in the UK advertise a four day working week, with the most common roles offering four day working weeks including quality inspectors (5.2%), security officers (4.9%), and HR assistants (2.5%).

So despite all of the talk, it seems the four day working week is still not particularly popular in the UK currently.

Why Employees  (and some Employers)  Like It

1. Improvements to Employee Wellbeing

• In the UK pilot of the four day working week, it is reported that 71% of employees experienced reduced burnout; 39% felt less stressed; 40% reported better sleep; and 54% found a better work-home balance which are all positive responses.

2. Productivity Stays Consistent

• During the original trial it is reported that on average the participating businesses experienced increases in revenue of about 1.4% compared against the previous year. It’s important to note that this means that not all companies will have experienced revenue growth compared to the previous year and there are multiple factors that would have affected the increases.
• Post-trial, 55% of managers and CEOs said the four day working week had a positive impact on their organisation.

3. Financial & Environmental Perks

• Families saved in childcare and commuting after trialling the model, an important boost amid cost-of-living pressure.
• There are also potential savings on energy, office use, and emissions which is backed by data from the British Business Bank.
  

A Few Things to Think About

• It’s Not a Universal Fit: Sectors needing constant coverage such as hospitality, healthcare, or transport may find the four day working week impractical and therefore not a valid option.
• Customer Service Gaps: Customers might face delays unless businesses carefully manage coverage or offer rotating schedules so businesses that are customer service heavy or require 24/7 customer contact may struggle to implement the 4 day working week successfully.
• Hidden Costs: Some businesses may need to hire extra staff or pay overtime to maintain productivity, which may erode savings.
• Longer Working Days: Packing five days’ work into four can backfire, leading to tiredness, stress, or lower quality outputs if employees are rushing to complete work.
  

Our Final Thoughts

The four day working week isn’t just a buzzword as it’s a growing reality, especially within progressive sectors in the UK. Employee wellbeing, productivity, and recruitment all appear to benefit, with the trials showing lasting positive outcomes.

That said, it’s not a silver bullet. Businesses will need to weigh up customer expectations, operational needs, and the impacts of compressed work hours before making the decision to move to a four day working week.

Ultimately the four day working week offers an interesting solution to the worklife balance puzzle, but as with any major change, success depends on thoughtful design, clear communication, and flexibility.