A 4 day working week? Bring it on!
Is it worth businesses considering a 20% reduction in staff hours whilst retaining the same pay?
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I was reading a recent article in the Guardian which headlined:
UK firms without flexible working ‘will struggle to hire in next five years’1
And it got me thinking: Could this really be an effective way forward in the way we work? After a little research, I discovered it has the potential to be a win-win solution for employers and employees.
In recent years, a paradigm shift has been witnessed in the world of work, with the idea of a four day week gaining traction across various industries. This innovative approach challenges the traditional notion of a five day working week without reducing employee pay.
I’m going to take a look at the numerous benefits that a four day working week can offer to both employers and employees alike while also shedding light on potential pitfalls and providing practical guidance for small and medium sized businesses looking to implement this working arrangement.
Enhancing employee productivity and wellbeing
The four day week has been proven to boost employee productivity and overall job satisfaction. With an extra day of rest and personal time, employees return to work reinvigorated and more focused. This leads to increased efficiency during the four working days as they strive to accomplish tasks within the reduced timeframe. Moreover, the enhanced work-life balance offered by the four day week has a positive impact on mental wellbeing, reducing stress levels and preventing burnout.
Reduced absenteeism and improved punctuality
Interestingly, the implementation of a four day week often results in reduced absenteeism. Employees are more likely to schedule personal appointments and errands on their designated off day, leading to a decline in unscheduled absences during the working days. Additionally, the allure of a three day weekend instils a greater sense of punctuality among employees, resulting in fewer instances of tardiness.
Attracting and retaining top talent
In an increasingly competitive job market, offering a four day week can be a powerful recruitment and retention tool. Job seekers are drawn to companies that prioritise work-life balance and employee wellbeing. By providing this innovative working arrangement, businesses can attract and retain top talent, ultimately contributing to a more skilled and engaged workforce.
Positive impact on employee health
The four day week positively impacts employee health in multiple ways. The additional rest day allows employees to engage in leisure activities, spend quality time with their families, and pursue hobbies, which can all contribute to improved physical and mental health. Furthermore, reduced commuting time and costs can lead to less stress associated with daily travel to the workplace.
Environmental benefits
The shift to a fourday week can yield environmental benefits as well. With one less day of commuting, there is a significant reduction in carbon emissions and traffic congestion. This ecofriendly approach aligns with corporate social responsibility goals, portraying the company as an environmentally conscious employer.
Financial savings for employers
Contrary to initial concerns, evidence suggests that businesses can experience cost savings with a four day week. Reduced energy consumption in the workplace and lower operational expenses, such as office supplies and maintenance, can offset any potential costs associated with implementing this new schedule. Moreover, a more engaged and productive workforce can contribute to increased revenue and overall profitability.
It all sounds too good to be true!
Before all the employers reading this immediately change their working practices, there are a few potential pitfalls to consider:
Workload distribution: Employers must carefully manage workload distribution to ensure that employees can accomplish their tasks effectively within the shortened work week. This may require revisiting project deadlines and adjusting workloads accordingly.
Client and customer expectations: Some businesses operate in industries where clients or customers expect prompt responses and services on all working days. Employers must address these expectations proactively and establish clear communication channels to manage client needs effectively during the off day.
Scheduling conflicts: Balancing employee preferences for their off days can present challenges, especially in businesses with 24/7 operations or those with a limited workforce. Employers should establish fair and transparent scheduling policies to avoid conflicts and foster a harmonious work environment.
Implementing the four day working week in SMEs
For small and medium sized businesses seeking to embrace the four-day working week, a thoughtful approach is essential. Here are some practical steps to implement this arrangement successfully:
Conduct a feasibility analysis: Assess your business's specific requirements and evaluate the feasibility of a four day week. Analyse workload patterns, client expectations, and employee preferences to determine if this schedule can be accommodated.
Collaborate with employees: Involve employees in the decision-making process. Seek their feedback, address concerns, and provide information about the potential benefits. Encouraging open communication fosters a sense of ownership and ensures smoother implementation.
Trial period: Consider implementing a trial period to test the proposed arrangement on a limited scale. Gather feedback from employees and evaluate its impact on productivity and overall business operations before making it permanent.
Adjust policies and contracts: Update employment contracts and company policies to reflect the new working arrangement. Ensure that all legal requirements are met, and employees understand their rights and responsibilities under the revised terms.
Implement training and support: Offer training programs to managers and employees to help them adapt to the changes effectively. Training should address time management, workload prioritisation, and remote work best practices, if applicable.
Monitor and adapt: Continuously monitor the impact of the four day week on productivity, employee wellbeing, and business outcomes. Be prepared to make necessary adjustments based on feedback and performance metrics.
The four-day working week represents a progressive approach to modernising the workplace, benefiting both employers and employees alike. By enhancing productivity, promoting employee wellbeing, and fostering a positive work environment, this innovative working arrangement has the potential to revolutionise the way we work. However, it is crucial for businesses to approach its implementation thoughtfully and address potential challenges proactively to reap the full rewards of this transformative shift in the world of work. It won’t work for everybody, but for those it does, it’s a real gamechanger.
If you want to know more, you could start by visiting the campaign group 4 Day Week which has useful facts and information for employers and employees. And if, as an employer, you wish to implement a four day week and need help in the process, please get in touch with me, and I can guide you through.
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Marlborough’s Polly Tearooms have been fined a total of nearly £10,000 at a recent employment tribunal in Bristol.
The case was bought by a former employee of the Polly, Natalia Zeh, and was heard in May of this year. The findings have just been released.
The Tribunal unanimously judged that the case of race discrimination ‘is well founded and succeeds’, and for that alone the fine amounted to £7,500. Further fines were due to breach of contract and non-payment of outstanding wages. Marlborough News
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