A recent trial of a four-day working week has been branded a success according to a report published by research organisation Autonomy in February 2023. The report has indicated it’s time to establish the experiment as normal practice and implemented on a larger scale, where possible.
A successful experiment
The trial, thought to be one of the largest of its kind in the world, studied 2,900 workers in 61 companies in the UK, taking part between June and December 2022. According to the report, 92% of the businesses that took part plan to continue with the model for now and almost 30% confirming a permanent change.
Central to the success of the trial was the 100:80:100 approach: 100% pay, 80% working hours, and 100% productivity.
Will the four-day week work for everyone?
Although the trial has been successful, it should be noted that this model may not work for all employers or, indeed, all employees. This style may work well for office-based workers with regular 9-5 hours, but it may not be as feasible for a workforce with irregular shift patterns where it may not be welcomed with the potential loss of shift allowance pay.
Employers considering a four-day week should carefully consider which approach best suits their business. Flexibility will be important and some staff may choose to work shorter hours across more days, for example, if childcare is a consideration.
Getting it right
Employers should also consider counterproductive behaviours and how to deal with them. If workers aren’t taking rest breaks or are working excessive hours, they will eventually burn out – affecting long-term productivity. As an ethical and compliant employer, you also need to ensure staff are receiving the breaks they are entitled to as well as not exceeding the legal limits on work time.
Communicating policy and creating the right support documentation is also key. Set out exactly what is expected from staff and what they will get in return; and offer training if needed. It has been documented that more grievances and issues arise when companies do not set clear boundaries.
Preparation, preparation, preparation!
It’s also important to remember that there is potentially months of preparation that needs to be done before starting a new working model. It may be wise to implement your own trial in the first instance to avoid any back-pedalling.
Although the four-day week becoming the norm may seem a long way off, now may be the time to decide whether the perceived risks outweigh the benefits or not. Just remember that if you’re business decides against this model, other employers who choose to adopt this approach will become a very attractive option to candidates when recruiting.