Who doesn’t love a long weekend? A 4-day workweek has undeniable appeal, and most of us would jump at the chance to make Friday a permanent part of the weekend. It’s an idea that’s gaining steam in the corporate world. With global pilot programs showing increased productivity, happier employees, and big cost savings, many businesses are taking a good long look at this approach.
But before you start clearing your Friday calendar, it’s worth asking: is the 4-day work week the right fit for your team? Let’s take a quick look at its benefits and challenges, and how to determine if this flexible arrangement is actually a good fit for your team.
The Push for a Shorter Workweek
The 4-day workweek concept is gaining popularity as businesses look for new ways to support employee well-being and work-life balance. It can mean different things to different businesses; however, its broadest definition involves employees working four days instead of five while keeping productivity—and, in many cases, pay—the same.
During a 2022 pilot program in the UK, 92% of companies that tested the 4-day workweek decided to keep it permanently, citing increased productivity and employee satisfaction. It worked, and U.S.-based companies are in the middle of similar experiments with equally promising results. Today, the model is less a fleeting pandemic trend as more and more domestic organizations jettison Fridays in favor of 4 days.
What Does a 4-Day Workweek Look Like?
One size doesn’t fit all, and the 4-day workweek can take on several forms depending on the company. Each model brings its own flavor of flexibility, empowering businesses to innovate their workweek without sacrificing productivity or morale. The choice lies in finding the rhythm that resonates with your team and goals.
Compressed workweek: Employees work four 10-hour days to maintain a standard 40- hour week. It’s great for businesses that need to keep hours consistent but want to offer more flexibility.
Reduced work hours: Employees work four 8-hour days while maintaining their regular productivity (and pay). It’s a bold move but one that has proven effective in reducing burnout and increasing focus.
Alternating schedules: Not ready to go all-in? Rotating between 4-day and 5-day weeks lets you test flexible models while maintaining coverage and adapting to changing operational needs.
The Unique Benefits of the 4-Day Workweek
While long weekends are nothing to scoff at, the perks of a 4-day workweek go way beyond just an extra day off. Companies embracing this flexible model are uncovering advantages that positively impact their teams, operations, and bottom line.
Increased productivity: When time is limited, focus naturally improves. Employees often get more done in fewer hours. What were once wasted moments can become meaningful, high-impact work.
Enhanced employee satisfaction: Letting go of the five-day commute grind can be transformative. Employees frequently report feeling more energized, enjoying higher morale, and finding a better balance between work and life.
Improved retention: Happy employees are loyal employees. A flexible workweek not only helps reduce turnover but also makes your company more appealing to top-tier talent.
Reduced overhead: Shorter office hours mean lower energy bills, less wear and tear on facilities, and overall cost savings. It’s a financial win for businesses of any size.
Environmental impact: Fewer commutes, fewer emissions. Companies adopting this model can play an active role in sustainability efforts, aligning with green goals while making a tangible difference for the planet.
Challenges on the Path to a 4-Day Workweek
No great innovation is without obstacles. While the 4-day workweek is enticing, it’s not for every business (or every worker). Moreover, trying to force a shorter workweek can have the opposite effect of what’s intended. Before blacking out Fridays on the calendar, consider these challenges:
Risk of burnout: Stretching work into longer days can be draining. For workers in high- pressure roles, those extra hours can come at a cost to energy and focus.
Coverage gaps: Customer-facing businesses can hit snags when trying to balance shorter workweeks with seamless service. Ensuring coverage across all hours takes creative problem-solving.
Global coordination: Time zones and traditional schedules don’t always play nice with a condensed workweek. Syncing up with global teams could require extra effort—or a lot of late-night emails. Not ideal!
Cultural barriers: For industries steeped in tradition, shaking off the five-day grind may feel like an uphill battle. Old habits die hard, even when appealing policies are the alternative.
Have Any Companies Successfully Adopted the 4-day Workweek?
Many companies experimented with the 4-day workweek before and during the COVID-19 pandemic, and continue to reap the rewards today. This includes some of the biggest names in business, as well as SMBs and up-and-coming companies.
In 2019, Microsoft Japan’s trial resulted in a 40% boost in productivity. Employees worked fewer hours but accomplished more. Likewise, social media management company Buffer transitioned to a 4-day schedule during the pandemic and has kept it since, citing happier teams and increased efficiency. Fintech leader Bolt also adopted a permanent 4-day workweek in 2022 and, since then, has seen lower turnover rates and higher profits—incredible results.
How to Adopt the 4-Day Workweek
Thinking about making the shift for your organization? Here are a few lessons from the companies that have successfully implemented this model:
Assess your operational demands: Identify the needs of your business and how a shorter workweek impacts them. Will hours need to be adjusted? Can teams still meet deadlines?
Listen to your team: Survey employees to gauge interest and understand their concerns. What type of shortened workweek meshes best with their needs, wants, and expectations?
Start small: Pilot the 4-day workweek with one department or for a limited time. This allows you to test the waters and gather data. Remember: change management is key in a successful transition.
Get feedback: Track productivity metrics, employee satisfaction, and cost savings during the trial. Use this information to refine your approach.
Communicate expectations: Clear guidelines around performance, availability, and communication help ensure the transition runs smoothly.
Don’t forget: Deskpass can play a helpful role! Flexible coworking spaces can bridge gaps in coverage and provide a professional environment for those who need it.
Alternatives to the 4-Day Workweek
Not every business will find the 4-day workweek feasible—but that doesn’t mean you can’t embrace flexibility in other ways. Consider these options and remember to be creative and adaptable:
Flexible scheduling: Allow employees to stagger their hours or work nontraditional shifts to accommodate personal and professional needs. Life happens—try to meet your employees where they are, when you can.
Remote work options: Consider a hybrid work model where employees can split their time between home and the office.
Coworking spaces: If you’re adopting flex or hybrid work, Deskpass makes it easy to offer employees access to professional spaces near them. Teams can maintain collaboration, without the need for a fixed office.
Custom flexibility models: Let employees choose the arrangement that works best for their roles and lifestyles, whether it’s remote, hybrid, or a reduced-hour schedule. The freedom of choice is a big deal!
Get Flexible, for Your Business and Your Employees
The 4-day workweek is an exciting change in how the world thinks about work—but it’s not necessarily a cut-and-dried concept yet. The most important thing to keep in mind is balancing workplace policies with your goals and your team’s well-being.
Want to explore how flexible work arrangements can transform your business? Start by assessing your current policies and engaging your team in the conversation. If you’re looking for a seamless way to add flexibility to your workspace options, Deskpass is ready to help. We’re in it to create a workplace that works for everyone—because when employees thrive, so does your business.
Get a complimentary $250 Deskpass credit when you sign up for a Teams account today.
