Advantages and disadvantages of the 4 day work week

The 4 day work week has been gaining a lot of media attention recently and it’s being seen as an innovative way for companies to improve staff wellbeing, productivity and work-life balance. 

A 4 day work week typically involves employees working for longer hours over four days, but having the fifth day off. While the idea of having an extra day for personal activities or rest sounds appealing, it’s important to consider the various implications before adopting such a significant organisational change. 

Let’s take a moment to explore both the advantages and disadvantages of the 4 day work week, and how employee surveys can provide valuable insight into whether this model would work for your organisation.

Related: What is an employee value proposition?

Advantages of the 4 day work week

A 4 day work week offers several potential benefits for both employers and employees:

1. Improved work-life balance

One of the most frequently cited advantages of the 4 day work week, for obvious reasons, is the improvement in work-life balance. With an extra day off each week, employees have more time to focus on personal commitments, family, hobbies — or to simply catch up on rest. This can result in a healthier lifestyle and less stress, which directly impacts both mental and physical wellbeing.

2. Increased productivity

It may seem counterintuitive, but many studies suggest that a shorter work week can lead to higher levels of productivity. Employees working fewer hours may focus more intently during their time in the office, as they know they have a limited time to complete tasks. For example, a trial conducted by Microsoft Japan in 2019 showed a 40% increase in productivity when employees worked only four days a week. By implementing a 4 day work week, companies may benefit from more efficient and focused work, helping them to achieve more with fewer hours.

3. Cost savings for employers

Adopting a 4 day work week can also have financial advantages for employers. With one less working day each week, businesses may save money on operational costs such as electricity, office supplies and even employee benefits. It can reduce overheads related to office space, and it may also contribute to a reduction in employee absenteeism, as employees are less likely to burn out or take sick leave.

4. Attracting and retaining top talent

As the job market becomes more competitive, organisations are looking for ways to attract and retain talented employees. Offering a 4 day work week is an attractive employee perk that can set a company apart from its competitors. Employees increasingly value flexibility, and a shorter work week can be seen as a sign that an employer is committed to improving work-life balance. Companies offering flexible working options are often seen as progressive and employee-focused, which can enhance their reputation and make them a more desirable place to work.

5. Environmental benefits

While it may not be an immediate priority for all companies, a 4 day work week can have positive environmental effects. With fewer employees commuting to work on a regular basis, there may be a noticeable reduction in carbon emissions. This can contribute to the company’s overall sustainability efforts, aligning with corporate social responsibility goals and improving their public image in the process.

Disadvantages of the 4 day work week

While there are clear advantages to a 4 day work week, there are also potential challenges that need to be considered:

1. Increased daily workload

One of the primary challenges of the 4 day work week is the potential increase in daily workload. Since employees must complete the same amount of work in fewer hours, they may feel pressured to work longer or harder on the days they are in the office. This could lead to burnout or reduced employee engagement if the work expectations become overwhelming. It’s important for employers to carefully manage workload and ensure employees are not overburdened.

2. Difficulty in scheduling meetings or collaborations

For organisations with teams spread across different time zones or industries requiring close collaboration, coordinating meetings can become more complicated when employees only work four days a week. If one or more team members are unavailable for a day, it can lead to delays in projects or reduced communication. This is particularly challenging for industries where continuous collaboration and timely decision-making are essential.

3. Potential for reduced customer service

For some businesses, a 4 day work week could mean fewer hours of operation, which can impact customer service. Customers and clients who rely on regular access to services may feel frustrated if they cannot reach a representative or get assistance when they need it. In certain sectors, such as retail or customer support, providing consistent availability during regular working hours is crucial. Businesses must weigh the potential disruption to customer service when considering a shorter work week.

4. Resistance to change

Not all employees or managers may be comfortable with the shift to a 4 day work week. Some may prefer the traditional structure, and the transition to fewer days could face resistance, especially in industries where a five-day schedule has been standard for years. Employees may feel uncertain about how the change will affect their roles, and some may worry about the potential for longer workdays or an increased workload. Communication and engagement are key to managing such a transition successfully.

Related: 7 Ways to support employees through workplace change

5. Difficulty for certain job types

While a 4 day work week might be suitable for some roles, it may not work well for all types of jobs. For example, positions that require 24/7 availability or have strict client-facing demands may find it difficult to operate on a compressed schedule. For these businesses, a 4 day work week might not be a viable option, or it may require significant changes to how the organisation operates.

The 4 day work week is an appealing option for companies looking to improve employee wellbeing and productivity. However, it’s not a one-size-fits-all solution, and businesses must weigh the potential advantages and disadvantages carefully. By conducting regular employee surveys, organisations can assess how employees are coping with their current workloads and pressures — introducing such flexibility might be just the key to relieving stress and improving work-life balance. 

Whether you’re considering flexible working arrangements or looking for ways to improve employee engagement, an employee survey can offer valuable data to guide your decisions. Contact us today to learn how our employee surveys can provide the insights you need to make informed decisions and enhance your organisation’s success.