What if I told you that there’s a way to work less, earn the same amount of money, and boost your productivity, all while benefiting the very business you work for? It almost sounds too good to be true, yet recent research has supported that such a system can, in fact, work—and works well! This is the innovation of the four-day workweek, a system that allows the average employee only four days of work to improve work-life balance and quality of life, while including some added benefits as well.  Many experts say that this system is not just an “if,” but a “when,” but how long will it take for us to implement it? 

Well, the future won’t wait, and with the stress of current times, beneficial change is definitely preferred sooner rather than later. So, let’s delve into what exactly this four-day workweek will entail, including all of its benefits, challenges, and the attitude we must take to get there. 

The Two Models: Reduced Hours vs. Compressed Four-Day Workweek

When people talk about the four-day workweek, they’re usually referring to one of two models. 

• Reduced-hours four-day workweek: an employee works fewer hours and fewer days, typically 8 hours a day, 4 days a week. This is based on the ‘100-80-100’ model, where workers receive 100% of their pay, work 80% of the time, but commit to 100% of the productivity. 

• Compressed four-day workweek: an employee works the same number of hours but fewer days, typically 10 hours a day, 4 days a week. This shortens the workweek but doesn’t reduce total hours. 

Both of these models are popular among workers. In a recent Work in America survey from the American Psychological Association, 80% of respondents claimed that they’d be just as productive—and much happier—with a four-day workweek. With such statistics, it’s no wonder that we should consider introducing these models into our work culture. But, if you don’t believe me, then let’s see what the facts are on the matter: do the benefits really outweigh the challenges?

The Benefits of a Four-Day Workweek

• Improves Worker Well-Being and Quality of Life

  It’s safe to say any worker would jump at the opportunity of a healthier work-life balance, and a four-day workweek can do just that! With workers having an extra day off, they’ll be able to prioritize their personal lives better, resulting in improved self-care and less overall stress. In a six-month trial by 4 Day Week Global, workers from over 200 companies found that a reduced-hours four-day workweek improved their mental and physical health, increased their life satisfaction, strengthened the relationship with their company, and minimized the typical negative effects associated with work, such as stress, burnout, work-family conflict, and fatigue. Even after a year, these benefits remained the same, painting a clear picture that a shorter workweek can make your work feel more satisfying and your personal life that much more fulfilling!

• Increases Work Productivity 

  Critics may say that a four-day workweek is simply the desire of a “lazy generation,” but research often shows otherwise. Instead, these systems can actually improve worker productivity and output. At Microsoft Japan’s 2019 reduced-hours trial, workers reported a 40% increase in productivity, while Autonomy’s 2021 trial displayed a 20% increase. Though these percentages vary, one thing holds true: reducing hours does not necessarily mean harming productivity, and can actually mean quite the opposite. 

  Even the compressed model supports this. A 1999 meta-analysis revealed that, while workers had improved job satisfaction and performance, there were no changes in productivity when only days were reduced, not hours. Altogether, this evidence makes one thing clear: those last eight hours are likely to be wasted, rather than productive. 

• Benefits Businesses

  Obviously, increased worker productivity means businesses are already benefiting. But, a reduced-hours four-day workweek can provide even more—any operational costs for a fifth day can be eliminated. Think of electricity, facility maintenance, and other overhead costs, reduced alongside the hours workers spend in the office. With benefits like these, it’s not surprising that businesses under the reduced-hours model come out of it heavily satisfied, such as the business participants of the six-month 4 Day Week Global trials, who described improvements in productivity, output, and absenteeism in their workers. With both businesses and workers seeing such success, a four-day workweek becomes a perfect win-win!

• Reduces the Gender Pay Gap

  Changing the five-day workweek may be what we need to minimize the gender pay gap. Due to the difficulties of managing childcare under inflexible work schedules, and considering that women typically manage most domestic labor, it is clear to see how a 5-day workweek can disproportionately affect women. But with an extra day for both partners in a household, domestic labor and child-rearing can be more fairly distributed, reducing entry barriers for women to pursue higher-paying careers. Yes, a one-day difference is all it takes to reshape workplace equality for generations.

• Helps the Environment

  Less work means fewer commutes, and in a car-centric society like the United States, any way we can reduce car emissions is a helpful one, no matter how small. Considering the amount of research suggesting a link between longer work hours and larger carbon footprints, reducing the typical workweek to four days may have a positive effect in reducing these emissions. If this doesn’t already convince you, consider that fewer people would inevitably be driving on the road, meaning not only fewer emissions, but less traffic, too!

The Challenges of a Four-Day Workweek

• Complicates Employee Scheduling and Workload

  Despite all the benefits, it’s not surprising that such a major change in our work culture comes with its challenges. Employee scheduling and workload management are two significant areas under the reduced-hours model, especially for those who feel like their productivity is maxed out under a five-day workweek. If a worker’s time to complete tasks gets reduced, rather than rescheduled or redirected, reducing hours in a workweek may result in a heavier workload and increase overall stress. 

  The compressed model also has its challenges, as not only are longer workdays obviously more stressful for a worker, but they may also cause scheduling conflicts for parents/caretakers. But with the right resources, research, and patience, overcoming these setbacks becomes a certainty.

• Reduces Customer Support

  While much of the conversation about a four-day workweek has been of task-oriented, white-collar jobs, we can’t forget about customer-facing businesses in which customer service is crucial. For these businesses to have one less day to assist and service customers, it may mean harming customer retention and satisfaction, thereby negatively impacting company sales. One way to combat this would be to stagger the days workers are on the clock; for instance, some employees working Monday to Thursday, and others working Tuesday to Friday. While this is a challenge that requires some adaptation, the benefits of the four-day workweek make it well worth it. 

• Contains Nuances

  Properly implementing a four-day workweek comes with inevitable nuances, especially considering the diverse network of companies and industries—what might work for one might not work for another. Instead, we must set aside the time, resources, and patience to work out the details and leave room for the ones we might be unable to foresee. Fortunately, we can expect to improve with time, thanks to trial-and-error research for businesses and employees alike to adapt to their unique needs. 

• Lacks Research

  Research on the four-day workweek models is still in its early stages. Many critics of this system warn that we must conduct more “longitudinal, randomized studies” to determine if a four-day workweek’s benefits outweigh the risks, as well as to work out any of the nuances that may pose additional challenges. Despite this need for more research, however, current evidence supports the overwhelming benefits of a four-day workweek. 

Being Proactive

Inevitably, there isn’t a one-size-fits-all solution here, and each business and worker will need to tailor their individual needs. However, as we advance technologically and evidence continues to suggest the mutual benefits of a four-day workweek, it’s clear that this is an idea we need to begin seriously considering for our future. 

If you’re still skeptical, consider how we came to have a five-day workweek. Until the 1920s, a six-day workweek was our norm. Henry Ford changed this after realizing that a two-day weekend boosted productivity and output of his automobiles. With his impactful influence, other companies soon followed, and by 1932, the U.S. Congress made a 5-day workweek the legal standard. It’s been almost 100 years, so what’s stopping us from rethinking again?

Some might point towards the list of challenges, but most of these are due to a lack of knowledge and data on how a shortened workweek could impact businesses or employees. Fortunately for us, there’s a perfect way for us to get our answers: research! So, let us push our governments and businesses to be proactive, smoothing out any bumps along the way, and encourage them to continue the research imperative for creating a system benefiting us all.