Many companies are reconsidering their employees’ work schedule to improve productivity and work-life balance. One of the most popular options has been the 4-day workweek and the results are promising.

The 4-day workweek

Homeworking has been on the rise since the pandemic began, prompting human resources departments to review their work schedules without affecting salaries. According to a recent LinkedIn survey, 81% of respondents would like to try the 4-day workweek, while only 15% said they were not interested.

The Finnish case

Finland has been at the forefront of flexible working arrangements since 1996, allowing workers to adjust their hours by starting or finishing three hours earlier or later. The country’s Prime Minister, Sanna Marin, has proposed a 6-hour working day, 4-day workweek, reflecting the government’s desire to allow people to focus on their hobbies and spend more time with their families. In neighboring Sweden, reduced working hours led to increased productivity, more relaxed employees, and a reduced carbon footprint.

Several needs, one solution

The 4-day workweek meets several requirements for employees and employers alike, including:

• Employees: more free time for personal projects, hobbies, and spending time with loved ones.
• Employers: retaining employees through a flexible work environment and prioritizing employee well-being.

Depending on the country and the company, the 4-day workweek can take different forms, such as:

• Same working time spread over 4 days (35-40 hours per week).
• Reduced working hours with the same salary.

Companies that have implemented a 4-day workweek have reported positive effects on performance, fulfillment, and motivation.

Implementation and test phase

Worldwide, the most impressive experiment on the subject concerns more than 3.000 employees of the Icelandic public services. Since 2015, hospital and school workers, as well as administrative employees, have reduced their effective working hours from 40 to 36 or even 35 hours per week. Depending on the constraints of their job, they have adopted new schedules while keeping the same salary level and the same benefits.

How does it work? Employees in Icelandic public institutions have reorganized their tasks to optimize their working time, by reducing the frequency of meetings daily and by shortening informal breaks, for instance. The workers involved in this large-scale operation are unanimously satisfied. They feel better and more involved in their work; they can see their loved ones more often; and they have time to play sports or do cultural/charitable activities every week.

On everyone’s lips

The positive results of this long-standing Icelandic experiment are being echoed elsewhere in the world. The Belgian government has implemented a new regulation that entitles workers in the country to a four-day week, allowing them to choose between working four nine and a half hour days or five eight hour days. However, unlike in many other four-day week pilots around the world, Belgian workers who opt for this new scheme will not work fewer hours. The four-day week is aimed at making the notoriously rigid Belgian labour market more flexible, and at creating a more dynamic economy. Belgium is the first country in the EU, and the third in the world, to introduce the four-day workweek as an option.

The pros of the 4-day workweek

This formula can be a real boon:

• It increases the company’s attractiveness to young talent
• It contributes to the development and well-being of employees
• It boosts collective productivity

The 4-day workweek is definitively a remarkable success for employees who have tried it. In Iceland, more than 85% of workers benefit from a flexible work schedule. They recognize that they have improved their individual performance by being more focused and more relaxed. In their eyes, the main advantage is the time available for sports, cultural, associative, or family activities.

Potential challenges and drawbacks

While the 4-day workweek may have many benefits, it’s important to acknowledge that it may also present some challenges and drawbacks. One potential challenge could be how to handle the workload and ensure continuity of operations. If employees are working fewer hours, companies may need to redistribute tasks or hire additional staff to fill the gaps. Additionally, reducing the workweek could have an impact on salaries and benefits, which would need to be carefully considered and negotiated.

Another potential drawback is that not all industries or positions may be well-suited for a 4-day workweek. For example, some jobs require employees to be available five days a week, or may have a high level of customer demand that cannot be met with a shorter workweek. It’s important to evaluate each situation on a case-by-case basis to determine whether a 4-day workweek is feasible.

Conclusion

While the benefits of a 4-day workweek are clear, it’s up to all of us to make it a reality. If you’re interested in advocating for a 4-day workweek, there are many ways to get involved. You can start by sharing your views with your employer or HR department, or by joining a local or national campaign advocating for shorter workweeks. Additionally, you can learn more about the benefits of a 4-day workweek and share this information with your colleagues and friends. By working together, we can create a more flexible and fulfilling