Could a Four-Day Workweek Improve Wellbeing in the Workplace?

In recent years, the concept of a four-day workweek has gained traction as a potential solution to the growing concerns surrounding employee wellbeing and work-life balance. As the traditional five-day, 40-hour workweek remains the norm in most industries, more companies are exploring whether a shorter workweek could lead to increased productivity, enhanced mental health, and a better quality of life for employees. Let’s dive deeper into this concept, the benefits it may bring, and examples of its implementation across the globe.

The Case for a Four-Day Workweek

The primary argument for reducing the workweek from five to four days centers around employee wellbeing. Advocates claim that compressing the workweek without reducing pay can yield several benefits:

1. Improved Mental Health: Extended working hours are often linked to burnout, anxiety, and depression. A study conducted by the World Health Organization (WHO) shows that long working hours (55+ per week) increase the risk of stroke and heart disease. A four-day week offers employees more time to recharge, engage in personal interests, and recover from stress, which could lead to a significant improvement in overall mental health.
2. Enhanced Productivity: Contrary to the belief that more hours equal more work done, many studies suggest that productivity drops sharply after a certain number of working hours. A Microsoft Japan experiment in 2019 found that a four-day workweek boosted productivity by 40%. Employees were not only more efficient with their time but also exhibited greater engagement and creativity.
3. Work-Life Balance: One of the most appealing aspects of a four-day week is the increased time for personal life. Employees gain an additional day to focus on family, hobbies, self-care, or even professional development. The extra day helps to create a healthier work-life balance, leading to more satisfied and motivated employees.
4. Reduced Absenteeism: With a shorter workweek, employees may feel more rested and better able to manage personal responsibilities, leading to fewer sick days and reduced absenteeism. In the United Kingdom, Atom Bank reported a reduction in absenteeism after switching to a four-day week.

Real-World Examples of the Four-Day Workweek

Several companies and countries have experimented with the four-day workweek, offering valuable insights into its potential effectiveness:

• Perpetual Guardian, New Zealand: This financial services company trialed a four-day workweek in 2018, maintaining pay levels while reducing hours. The results were overwhelmingly positive: employees reported lower stress levels, increased job satisfaction, and improved productivity. The company eventually made the change permanent.
• Iceland: Between 2015 and 2019, Iceland conducted a large-scale trial of the four-day workweek involving over 2,500 workers across various industries. The findings revealed that workers were more productive, and their overall wellbeing improved, with no decrease in output. These results have led to widespread adoption of the shorter workweek across the country.
• Unilever, New Zealand: In 2020, Unilever New Zealand launched a one-year trial of the four-day week without reducing pay. The company is assessing the impact on employee engagement, productivity, and work-life balance. Early indications suggest that the experiment has been well-received by employees, who report feeling more energized and focused.

Potential Challenges

While the four-day workweek has its benefits, it is not without challenges:

1. Industry Suitability: Not all industries are conducive to a four-day workweek. Sectors like healthcare, hospitality, and retail, which rely on continuous operations, may struggle to adopt the model without staffing shortages or compromised service quality.
2. Compressed Hours: Some four-day workweek models require employees to work 10-hour days to make up for the lost day. This can lead to employee fatigue, particularly for those with family or caregiving responsibilities.
3. Resistance to Change: Some employers fear that a shorter week could lead to lower revenue, reduced customer service, or diminished competitiveness. Overcoming this resistance requires a cultural shift, with a focus on the long-term benefits of employee wellbeing.

Impact on Wellbeing

The positive effects of a four-day workweek on employee wellbeing are becoming increasingly evident. By reducing burnout, promoting mental health, and fostering a better work-life balance, this model holds promise for creating healthier, more productive workplaces. Employees who feel valued and have the time to rest and recuperate tend to show greater loyalty and commitment to their employers. Moreover, increased job satisfaction can lead to reduced turnover rates and higher morale, ultimately benefiting both the workforce and the organization.

Conclusion

Could a four-day workweek improve wellbeing in the workplace? The evidence so far suggests that it can, but the model must be carefully implemented to suit the needs of the specific industry and workforce. With many companies reporting higher productivity and happier employees, it’s clear that a shift in how we approach work is worth considering. As the world continues to grapple with the challenges of modern work culture, the four-day week could be an essential part of the solution to improving employee wellbeing and creating more sustainable working environments.