4-day-week test sees success, but don’t blindly make drastic work changes, CEOs and lawyers warn
After Iceland, New Zealand and Japan, the UK has just completed the world’s largest attempt at a four-day workweek.
The 6-month pilot brought in over 60 companies and nearly 3,000 feedback on the “100:80:100” work model: 100% pay for 80% of the time in exchange for 100% productivity – and it was a major breakthrough.
The results – which will be presented to the Government as campaigners urge lawmakers to give every UK worker a 32-hour week – include a 65% reduction in sick days, flat or improved productivity at most companies and a 57% drop the likelihood that an employee will quit, which greatly improves job retention.
The results even showed that reducing employees’ working hours had a positive impact on the bottom line.
The company’s revenue increased slightly by an average of 1.4% during the test period and by a much higher 35% compared to the same six-month period in 2021.
It’s no surprise that 92% of businesses that participated in the program, from local fish and chip shops to large corporations, have chosen to continue with the four-day workweek.
Joe Ryle, director of the 4-day-week campaign, described the results as a “big breakthrough moment”.
“These incredible results show that the four-day workweek without a pay cut really works across a wide range of different sectors of the economy,” he said, adding, “Certainly now is the time to start rolling it out across the economy.” “
But an employment law attorney has warned wealth that “a company has many practical issues to consider,” while CEOs warned that “companies should not blindly implement a drastic work change” and that fewer workdays with the same expectations could raise concerns among workers.
Don’t jump on the trend lightly
Although most employees reported improvements in their well-being and work-life balance, a small minority of employees did not.
“Like any change, it will please some and alienate others, and the reality may not be that the structure suits every employee or business model,” said Pierre Lindmark, founder and CEO of consulting firm Winningtemp. “The truth is, the four-day workweek isn’t for everyone.”
He warns that “one less day at work could lead to increased anxiety and isolation as there is the same amount of work to do but less time to do it.”
Employment attorney Charlotte Morris reiterates that the 6-month process simply isn’t long enough to measure the long-term effects of a shorter workweek.
“Organizations might be able to sustain it for 12 months, but not for five or 10 years, and on the other hand, the positive impact that improved employee well-being can have is best seen when considering employee absenteeism, sick leave and Burnout compares over years,” she warns.
“As such, the results must be viewed with some caution, and they may not be enough to show a seismic shift in firms to a four-day week.”
Ben Thompson, CEO of HR Services Employment Hero, also takes the “impressive” results with a pinch of salt, because while the employers in the study were cross-industry, “they all have to opt-in to the study – meaning they were somewhat invested in.” working scheme”.
“Some businesses, especially those that interact with other businesses in real-time, might have real trouble taking even a day off,” he adds.
Considerations for implementing a four-day week
“It may seem obvious, but companies shouldn’t blindly implement a drastic work change just because a trend is gaining momentum,” adds Lindmark.
Instead, companies should take a considered approach to launching a three-day weekend at their company that puts their employees at the center of their decision-making.
“Companies must consult their workforce before making drastic changes in work practices, as it’s likely that even employees who support the transition have important questions to answer,” he advises.
There are also a number of practical issues that companies need to consider when changing their working model.
“Companies can’t just unilaterally change the terms of a person’s contract,” warns attorney Morris.
Before making any permanent changes, she advises companies to have a shorter trial week and “that the conduct of the trial must be well-advised”.
“It must be clear that this is an experiment, not to be carried out on a permanent basis, and contractual arrangements or evidence of staff consent to this may be required to allow you to return to a five-day work week if you wish can,” she adds.
There is also a wealth of contractual changes that need to be made when the employee is accepted, e.g. B. what happens to part-time workers who have already worked a short week, which day workers are “free” and how holiday pay entitlement is calculated.
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