The way we work is changing—and fast. As HR leaders navigate new employee expectations, intense competition for talent, and the pursuit of productivity, one thing is capturing attention: the four-day work week.
Once considered radical, this approach is now gaining some traction in certain places around the world. From tech startups to government pilot programs, organizations are testing (and in many cases, keeping) shortened work weeks and getting good results. But is it a game-changing strategy or a risky play?
Most Canadians think the former. According to a recent study from talent.com, a massive 93% of Canadians are interested in a four-day work week, placing it in their top three professional benefits that can be offered by companies, followed by health insurance and the flexibility to choose their working hours. Their hesitation lies in the logistics of the implementation—how would this model affect things like hours, salary, and job stress?
In this blog, we’ll explore both the potential upsides and the challenges of the four-day work week. For some, it represents a bold step toward enhancing work culture and productivity. For others, it may be a well-intentioned idea that comes with hidden costs. As more companies test the waters, it’s worth asking: could this controversial model be the future of work?
The Case for a Four-Day Work Week
Backed by real-world trials and growing demand for flexibility, the four-day work week promises big benefits for businesses, employees, and even the planet. Let’s take a look at the perks of the program below:
Increased productivity. In August 2019, Microsoft Japan implemented a four-day work week, granting employees Fridays off. The result was a 40% increase in productivity compared to the previous year, attributed to more efficient meetings and a reduction in time-wasting activities.
Happier employees. A six-month trial in the UK involving 61 companies and around 2,900 employees found that a four-day work week led to improved well-being among employees without compromising productivity. Companies reported that people were very pleased with the extra day off for personal tasks, allowing them to be more focused during the workdays.
Talent attraction and retention. In a competitive talent market, offering a four-day work week can be a compelling differentiator, boosting your employer brand tenfold. For top talent today, flexibility is no longer an extra, it’s a priority.
Reduced costs and environmental impact. A shortened work week can translate to significant savings for both employers and employees. Fewer days in the office means lower utility bills, supply costs, and commuting expenses. It also lowers emissions, making it a win for both your budget and the environment.
The Risks and Challenges of the Four-Day Work Week
While the four-day workweek has shown promising results in various pilot programs, there are some risks and challenges depending on your role, industry, and the way the program is being implemented.
Below we’ll explore some of those issues, including:
Industry-specific limitations. Sectors requiring continuous operations like healthcare, first responders, or customer support may find it difficult to conduct a four-day work week without compromising service quality. For instance, in Scotland in 2021, the government’s plan to trial a program faced criticism for not properly addressing how the model would function in areas with contractors or gig workers, raising big concerns about inclusivity and feasibility.
Compressed workload pressure. Transitioning to a four-day workweek isn’t always seamless. Fitting five days of work into four can backfire if not properly implemented. Without thoughtful planning, employees may simply work longer hours to get their work done and end up more burnt out in the end.
Planning and execution challenges. Effective implementation requires meticulous planning. A government-backed four-day work week pilot in Spain recently faced significant delays due to bureaucratic obstacles and disagreement on how the program would be executed. The pilot program experienced an 11-month delay and ultimately launched with only five participating companies, a big reduction from the initially anticipated 42. This highlights the importance of streamlining the process before rolling it out in any real way.
Uneven workload distribution. Not all teams experience the benefits of the shortened week equally. External-facing departments, like sales and account management, could have a tough time aligning their schedules with clients operating on regular five-week schedules. This can lead to communication gaps, missed opportunities, and a whole lot of resentment.
Key Takeaways
So, is it worth it? Well, that depends. A four-day work week can be a winning strategy for the right team with the right structure. But it requires very clear communication, smart planning, plus an openness to evolve. A successful program isn’t about simply cutting a day, it’s about thoughtful design. Leaders need to tailor their program to their industry and individuals, making sure it works for everyone. Effective planning is key, but then so is being adaptable enough to make changes without losing momentum or disrupting day-to-day operations.
For organizations looking to stand out and support their people in new ways, it may be time to explore what a shorter week could look like! Whether it’s a full implementation or a trial run, the future of work is leaning toward flexibility—and that’s a play worth considering.
If you’re looking to explore flexible work options that align with your organization’s goals? Gameplan HR can help you build a strategy that makes sense for your people and the bottom line. Get in touch with an expert today!