Four-Day Workweek: The Good, The Bad & The Reality
Summary
Studies have shown that the four-day workweek, which allows employees to work fewer days without a change in benefits or pay, can increase employee productivity and overall happiness. But it’s not the right fit for every company or team. Here’s how to know if it will work for you.
The four-day workweek is no longer just a radical idea—it’s becoming a serious consideration for businesses looking to rethink work schedules, productivity, and employee mental health.
As companies navigate the lasting effects of the COVID-19 pandemic, many are questioning whether the traditional five-day workweek is still the best model. This article breaks down how it works, why companies are trying it, and what it could mean for the future of work.
What is the four-day work week?
As the name suggests, the four-day workweek is a shortened version of the traditional workweek, in which workers work for four days a week rather than the standard five days, and have a three-day weekend instead of the traditional two days off.
The four-day workweek shortens both the days that employees work and the total hours. In a four-day workweek, workers log 32 hours per week rather than 40 hours per week. Benefits and pay, however, remain the same.
請閱讀：工作附帶事務如何妨礙實際工作The four-day workweek certainly existed before the COVID-19 pandemic, but the pandemic increased conversations around and adoption of the alternative schedule. Let’s dig into the rise in popularity of the four-day workweek model.
The case for a four-day workweek
Support for a 4 day work week is rising in recent years as employees and businesses rethink traditional work schedules. A LinkedIn Workforce Confidence survey found that 54% of employees ranked a four-day workweek among their top three most desired workplace benefits.
The strongest support comes from younger generations: 62% of both millennials and Gen Z workers want a shorter work week, signaling a shift away from the 5-day work week toward better work-life balance, less burnout, and more flexibility. But what’s driving this movement?
Workplace anxiety and burnout are on the rise. Burnout is at record levels, with 63% of knowledge workers experiencing it in the past year. The impact is even greater on younger employees—74% of millennials and 84% of Gen Z report feeling overworked.
Growing demand for better work-life balance. The COVID-19 pandemic reshaped workplace expectations, increasing demand for remote work, flexible schedules, and shorter hours. More employees now prioritize well-being over outdated 5-day work week structures.
As LinkedIn’s 2022 Global Talent Trends report highlights work-life balance as a higher priority than salary, a 4 day work week could be the key to reducing burnout and sustaining productivity with less time on the clock.
How companies are making the four-day workweek work
Companies around the world are rethinking the 5-day work week, experimenting with shorter hours and new work schedules to boost productivity and work-life balance. There’s no single way to do it, but here are the most common approaches:
4×10 model: Some businesses stick to a 40-hour workweek by shifting to four 10-hour days. Employees still work full-time, but they get an extra day off without reducing pay.
32-hour workweek: Others are taking a different route—cutting the number of hours to 32 across four days while keeping salaries the same. The idea? Work smarter, not longer.
Global pilot programs: Countries like New Zealand, the United Kingdom, and Australia have launched six-month trials to see if a shorter workweek boosts job satisfaction and retention without sacrificing results. Early data suggests it does.
A four-day workweek isn’t just about giving employees an extra day off—it’s about making work more efficient, sustainable, and balanced for everyone.
How to design your hybrid work policy: A research-backed playbook
Learn how to define hybrid work, analyze your current policy, and create and put into place the best hybrid work policy for your organization’s needs.
Pros and cons of a four-day workweek
As the four-day workweek gains traction, more companies are exploring its impact on productivity, well-being, and recruitment. Studies show that a shorter work week can lead to better work-life balance and improved employee retention, but it isn’t a one-size-fits-all solution. Below, we break down the potential drawbacks and key benefits of a four-day work week.
Pros of a four-day workweek:
Increased productivity. Research from Iceland’s large-scale trials and Microsoft Japan’s pilot program found that reducing the number of hours employees work did not decrease output. In fact, Microsoft saw a 40% productivity boost during its four-day week experiment.
Better work-life balance and well-being. A 4-day work week allows employees an extra day off to recharge, which reduces burnout and improves physical health. Participants in Iceland’s six-month trial reported lower stress levels and a better quality of life.
Environmental benefits. Fewer commuting days mean a smaller carbon footprint. A United Kingdom study estimates that shifting to a four-day work week could reduce emissions by 127 million tons annually—the equivalent of taking 27 million cars off the road.
Stronger recruitment and retention. Employees today expect flexible work arrangements, and research shows many are willing to leave jobs that don’t offer these perks. A reduced working week can be a powerful incentive to attract and retain top talent.
Cons of a four-day workweek:
Not feasible for all industries. Businesses in healthcare, customer service, retail, and production often require full-time availability throughout the five-day work week, making a shorter week difficult to implement.
Customer service challenges. If businesses close for an extra day, it may disrupt client relationships. While some businesses choose staggered plans to guarantee availability, this can lead to unequal workloads and scheduling conflicts.
Scheduling and operational difficulties. Condensing a 40-hour workweek into fewer days may lead to packed schedules, which makes it harder to coordinate meetings or collaborate. In some cases, 10-hour days could increase fatigue and counteract the benefits of a shorter work week.
Uncertain business impact. While pilot programs suggest positive results, the long-term effects of 4-day work weeks remain unclear. Some companies may find that fewer hours lead to lower overall output, while businesses with hourly workers could see increased costs due to overtime pay.
Hidden financial costs of a four-day workweek
A four-day workweek sounds great in theory—better work-life balance, less burnout, and happier employees—but businesses have to consider the financial realities before making the switch.
Labor costs can go up. If teams can’t get the same amount of work done in less time, companies may need to pay overtime or hire more staff, canceling expected savings.
Tech upgrades aren’t cheap. Many businesses invest in automation, AI, and workflow tools to keep productivity high with fewer days in the office. These systems help, but the upfront costs can be steep.
Legal and compliance hurdles. A shorter workweek often means updating contracts, benefits, and scheduling policies—and that can mean extra legal and administrative costs. Companies also have to make sure they’re not violating labor laws in the process.
The idea of a four-day workweek is exciting, but businesses have to weigh the hidden costs against the potential gains before taking the leap.
How to design your hybrid work policy: A research-backed playbook
Learn how to define hybrid work, analyze your current policy, and create and put into place the best hybrid work policy for your organization’s needs.
How to decide if the four-day workweek is right for your company
There’s no hard-and-fast answer on whether or not you should implement a four-day workweek at your company. You’ll want to take different factors into account—like your industry, your company culture, and, of course, your employees’ opinions on the shift.
Here’s what to think about when considering the shift:
Assess industry fit and business model. If your company relies on customer support, external client interactions, or time-sensitive services, a shorter week may not be practical. Weigh the impact on customer expectations, profitability, and overall workflow.
Figure out profitability and coverage. Work with business, operations, and customer service teams to see if fewer hours would disrupt productivity or revenue. Some companies stagger days off or use alternating four-day weeks to keep things running smoothly.
Get input from employees and stakeholders. Engaging internal and external stakeholders early can help uncover potential concerns. Since your team will be directly affected, talk with them about how the shift could influence career growth, workload, and work-life balance.
Think about company culture and workflows. Some teams depend on structured schedules, while others benefit from flexible work arrangements. Consider how a 4 day work week fits with cross-functional collaboration, project timelines, and team expectations.
Prepare for challenges and disruptions. If you move forward, create a contingency plan for handling staffing gaps, workload adjustments, and client service needs. A well-thought-out approach reduces uncertainty and makes the transition smoother.
Introduce the change gradually. A pilot program or phased rollout allows time to refine the process, address unexpected roadblocks, and give employees time to adjust. Clear communication and structured feedback loops can help guide organizational change.
Look at alternatives if needed. If a four-day workweek doesn’t work for your business, other flexible work models—like a 9/80 schedule, shorter workdays, or hybrid work options—may provide similar benefits without reducing the number of workdays.
Support your team as work evolves
The four-day workweek is a hot work trend at the moment—in fact, 70 companies in Britain kicked off a large-scale, six-month trial of the model in June—but it’ll take time to see if it endures long-term.
No matter what happens with the four-day workweek, there’s no denying that the way we work is evolving. Whether the future of work involves the four-day work week, remote work and hybrid working models, fully remote teams, or a combination of these work types, how we work—and what we want from work—has changed for good.
As you and your team navigate the evolving work environment, providing support and setting realistic expectations is key to setting your team up for success. Leading with empathy, communicating transparently, and providing flexibility will ensure you and your team evolve—together.
How to design your hybrid work policy: A research-backed playbook
Learn how to define hybrid work, analyze your current policy, and create and put into place the best hybrid work policy for your organization’s needs.
