Four Day Working Week

May marks the midpoint between Spring and Summer and brings with it two bank holidays (and hopefully some sunshine)!

The five-day working week has been a longstanding norm for many, and as such is an unquestioned tradition; however, the bank holidays in May provide us with the perfect opportunity to reflect on our working practices. 

How we work has shifted significantly in recent years as a result of the COVID pandemic which pushed many into remote working and fundamentally altered our working structures. Organisations are now increasingly exploring alternative working patterns to motivate their employees. One such option is the four-day working week where employees work reduced hours for the same pay. Whilst this may appear to be an illogical move for employers – why pay employees the same amount for less work? – research shows that workers are often more productive within a four-day format. As well as a positive impact on productivity, the practice also effects the well-being of staff as they are better rested and have a better balance between work and personal life.   

The bank holidays in May raise the obvious option of the four-day week as an alternative to the current working structure; however, it is not the only option to consider. Some companies are moving towards a nine-day fortnight with longer hours on working days to facilitate a day off. Whilst this working pattern may be appealing for some, it raises the question of the function of that day off. Is it for rest, play, or catching-up on other responsibilities outside of our professional lives? For parents or carers, that ‘day-off’ may become a day of unpaid care-giving instead, something which can be as demanding as a working day. With changing family dynamics and both parents typically in the workforce, the ability to work flexibly to be there for the school run and sick days may be more appealing to parents. A nine-day fortnight still imposes constraints that personal lives do not necessarily adhere to. For many parents, the idea of a nine-day fortnight also raises issues with childcare as they try to accommodate the longer working hours.  By cramming more hours into fewer days we potentially run the risk of increasing the fatigue.  That extra day-off then becomes time to recover as our evenings have diminished. In this instance, the impact on productivity may not necessarily be the same as a four-day week if we’re exhausted from the long days.  

Whilst the answer to an alternative working structure may not be obvious and will almost certainly not be a one-size fits all, May gives us a chance to consider how we work and when we notice ourselves working better. Do you find yourself to be more productive during a shorter week? Or do you find the pressures of fitting five days’ worth of work into four to be more stressful? Are you constantly playing catch-up after a shorter week?

There are a variety of working practices that could challenge the traditional 9 to 5, five days a week, and no doubt some will lend themselves to some cultures better than others. It is perhaps time to consider that the demands of modern society require a modern approach to working patterns, and businesses should examine how best to motivate and engage employees with differing working habits and personal demands.