How to move to a four-day working week
Posted on 17th February 2025 at 07:50
As a company dedicated to promoting healthy, happy, and productive workforces, Verve Healthcare is keenly interested in the growing interest in four-day working weeks.
Two hundred companies that have shifted to this work structure have reported positive impacts to employee wellbeing and organisational performance, and it's this evidence cited by a group of Labour MPs calling for an amendment to the Employment Rights Bill to make a four-day-week the norm.
The 200 include 30 marketing firms, 29 charity and social care organisations, 24 technology companies and 22 firms from the business and management sector.
It follows the findings of the world's largest four-day working week trial involving 61 companies and 2,900 employees, that took place in 2022. The pay remained the same, but the work pattern changed.
The results showed 39% of employees were less stressed in a four-day rather than a five-day working week. 71% reported reduced levels of burnout, and feelings of anxiety, fatigue and sleep issues went down, while mental and physical health improved.
Happily - and despite the concerns - revenues for the companies either stayed largely the same or increased, some by a third.
OK, we're the first to point out that any change of this magnitude will need careful management, irrespective of whether you're in the 'Let's Do This' category or the 'No Way' corner.
Let's explore the implications, challenges, and opportunities that this new approach presents for HR managers and business owners.
How can working a four-day working week improve productivity?
One of the most compelling arguments for the four-day week is that it can maintain or even boost productivity. Research from the University of Cambridge, conducted as part of the world's largest four-day week trial, supports this claim. The study found that companies participating in the trial saw a marginal increase in revenue of 1.4% on average.
However, we know that many employers might raise an eyebrow at this assertion. After all, it seems counterintuitive that working fewer hours could lead to the same or better output. It's a valid concern, and one that deserves careful consideration.
The key lies in the quality of work rather than the quantity of hours. When employees have more time to rest and recharge, they often return to work with increased focus and energy. This can lead to higher efficiency and fewer mistakes. Additionally, the prospect of a three-day weekend can motivate staff to complete tasks more quickly and effectively.
That said, it's crucial to acknowledge that the impact on productivity can vary depending on the nature of the business and the specific roles within it. Some industries or positions might find it challenging to compress five days' of work into four without compromising quality or customer service.
How to move to a four-day working week
As an HR manager or employer within a company contemplating a shift to a four-day week, you will have several factors to consider:
Workload management: How will you ensure that all necessary tasks are completed in four days instead of five? This might involve streamlining processes, automating certain tasks, or redistributing workloads.
Customer service: If your business deals directly with customers, how will you maintain service levels with reduced hours? This might require staggered schedules or increased use of technology to handle customer inquiries.
Legal and contractual implications: You'll need to review and potentially revise employment contracts and ensure compliance with working laws.
Pay and benefits: Will you maintain the same salary for reduced hours? This is a crucial decision that will impact both your budget and employee satisfaction.
Training and support: Managers and employees alike may need guidance on how to work more efficiently within the new structure.
What are the different formats for a four-day working week?
There's no one-size-fits-all approach to implementing a four-day week. Here are some of the arrangements that companies have adopted:
Compressed hours: Employees work the same number of hours over four days instead of five. For example, four 10-hour days instead of five 8-hour days.
Reduced hours: Employees work fewer hours overall, typically around 32 hours per week, with no reduction in pay.
Flexible schedules: Some companies allow employees to choose their preferred four days, which can help with coverage throughout the week.
Seasonal variations: Some businesses implement the four-day week during quieter periods and five days during busier times.
What sectors are most suited to a four-day working week?
While the four-day week can potentially benefit many businesses, its suitability can vary depending on the type of work.
Suitable sectors:
Knowledge-based industries such as tech, marketing, and consultancy may find it easier to adapt to a four-day week. These roles typically involve project-based work that can be more flexibly managed.
Creative industries like design and advertising may benefit from the increased downtime, which can boost creativity and innovation.
Professional services such as accounting and legal work, where output is often more important than hours worked, can also be well-suited to this model.
Less suitable sectors:
Industries requiring 24/7 coverage, such as healthcare and emergency services, are likely to find it challenging to implement a four-day week without significant changes to staffing models.
Retail and hospitality businesses might struggle to maintain customer service levels with reduced hours, although creative scheduling could potentially overcome this.
Manufacturing and production lines that rely on continuous processes might find it difficult to adapt without significant investment in automation or increased staffing.
Supporting managers and staff in a move to a four-day working week
The transition to a four-day week requires a shift in mindset for both managers and employees. Managers may worry about maintaining productivity and meeting targets with reduced hours. They might also fear losing control or face challenges in coordinating team activities with fewer overlapping work days.
To support managers:
Provide training on effective time management and prioritisation techniques.
Encourage the use of productivity tools and software to streamline workflows.
Offer coaching on results-based management rather than time-based supervision.
Create forums for managers to share challenges and best practices.
For employees, the transition might bring concerns about workload compression or fear of missing out on workplace interactions.
To support staff:
Offer workshops on time management and work-life balance.
Provide clear guidelines on expectations and performance metrics.
Encourage open communication about workload and stress levels.
Promote the use of collaboration tools to maintain team cohesion.
Four-day working weeks and the impact on employee wellbeing
At Verve Healthcare, we're particularly interested in the potential health benefits of a four-day week. The Cambridge University study found that 39% of employees reported lower stress levels, and there was a 65% reduction in sick days. As Verve's Healthcare's own mission to create healthier, happier workplaces, you can imagine we looked at these findings with interest.
The researchers noted the extra day off can provide more time for exercise, relaxation, and personal pursuits, all of which contribute to better physical and mental health. This, in turn, can lead to increased job satisfaction and reduced burnout, ultimately benefiting both employees and employers.
Challenges and solutions to a four-day working week
While the four-day week offers many potential benefits, it's not without its challenges. Here are some common issues and potential solutions:
Workload management: Encourage teams to audit their tasks, eliminating low-value activities and focusing on high-impact work.
Communication: Have clear communication protocols and use asynchronous communication tools to ensure important information isn't missed on off days.
Client expectations: Communicate changes clearly to clients and ensure systems are in place to handle urgent matters on off days.
Work intensification: Monitor workloads closely and encourage breaks to prevent the four working days from becoming overly intense.
What does the future of work look like?
The four-day working week represents a significant shift in how we think about work and productivity. While it may not be suitable for every business, the growing body of research suggests that it's worth serious consideration.
As we continue to sail the changing seas of work, it's crucial to remain open to new ideas that can benefit both employees and businesses. The four-day week has the potential to improve employee wellbeing, boost productivity, and create more sustainable work practices.
At Verve Healthcare, we're committed to supporting businesses in creating healthier, happier workplaces. Whether you're considering a four-day week or exploring other wellbeing initiatives, we're here to help. Our team of experts can provide guidance on implementing workplace wellness programmes that complement your chosen work structure.
Remember, there's no one-right-way to approach workplace wellbeing. The key is to find a solution that works for your unique business needs while prioritising the health and happiness of your employees. After all, a healthy, happy workforce is the foundation of any successful business.
If you're interested in learning more about how Verve Healthcare can support your workplace health, whether you're operating on a four-day week or not, we'd love to hear from you. Let's work together to create a workplace that truly thrives.
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