Imagine getting the same pay yet working one less day each week—sounds like a dream, right? But more companies are actually doing this. If you’re thinking about moving to a four‑day workweek, this guide has everything you need: real-world data, step-by-step tips, legal considerations, case examples, and pitfalls to avoid.
1. Why a Four‑Day Workweek Makes Sense Now
🌟 Positive Pilot Results
- In North America, a trial across 35 companies and 2,000 employees showed an 8% rise in revenue and a 37% year-over-year gain, along with drops in absenteeism and turnover.
- In the UK pilot, 82% of companies saw improved well-being, 50% reported lower staff turnover, and 32% said recruitment got easier.
- In Japan, Microsoft saw a 40% bump in productivity, plus a big drop in energy costs.
👍 Key Benefits
- Improved employee health: Less burnout and better work-life balance.
- Higher productivity: Workers focus more when time is limited.
- Environmental impact: Less commuting lowers carbon footprint.
- Hiring edge: More attractive to candidates; fewer quit.
2. Different Models to Consider
A) 32‑Hour Reduced Week
Work four 8‑hour days. Pay stays the same, but hours drop. Seen in the UK and Canada pilots .
B) 4×10 Compressed Week
Work four 10‑hour days (40 hours total), allowing a longer weekend .
Both have pros, but the 32‑hour model generally improves well-being more.
3. What to Do First: Pilot & Plan
Companies like B Lab U.S. & Canada and Wonderlic started with 6-month pilots. Here’s how it typically unfolds:
- Form a core team to guide the shift.
- Train everyone in the 100‑80‑100 principle: same pay, 80% time, 100% output.
- Optimize meetings—shorter, fewer, more focused .
- Check in during pilot to tweak scheduling, roles, and communication.
- After pilot, conduct surveys on stress, satisfaction, productivity, and costs.
4. Step-by-Step Transition Guide
- Set clear goals: efficiency, health, hiring edge?
- Choose your model: 32‑hour or compressed week?
- Communicate with teams & clients—clarify expectations.
- Adjust legal documents and benefits alignment.
- Train leaders and staff on running efficient meetings, using async tools, and prioritizing outcomes .
- Start the pilot (3–6 months).
- Measure success: check productivity, morale, costs, hiring.
- Refine & scale: adjust role coverage, remote options, and full launch based on feedback.
5. Legal & HR Considerations
- Exempt vs non‑exempt pay: Salaried exempt employees must meet salary basis requirements.
- Benefits coverage: Ensure health, PTO, and leave still qualify under new hours.
- Contracts & union rules: Update policies and negotiate with labor unions if applicable .
- Fairness: Apply policies universally to avoid bias .
6. Challenges & How to Tackle Them
| Challenge | Solution |
| Long workdays (10h) | Watch workload; consider 32‑hour model |
| Client coverage | Use staggered schedules or rotating Fridays |
| Meetings overload | Set meeting-free days or block times |
| Not right for all team | Some roles (e.g. production) may need different setup |
7. Real-World Examples
- B Lab U.S. & Canada: Structured 6-month pilot and formally adopted four‑day week after improved well-being and productivity.
- Wonderlic: After 3 years with a four‑day week, they saw stable productivity and improved hiring and efficiency.
- Perpetual Guardian (NZ): A 2018 trial led to 20% productivity increase, 7‑point drop in stress, and 30% higher client engagement.
8. Measuring Success
Track these KPIs:
- Productivity: output/deliverables per week
- Employee well‑being: survey stress and satisfaction levels
- Recruitment & retention: turnover and new hires
- Costs: office, energy, and benefits
- Customer feedback: service levels and response ratings
9. What Trends to Expect in 2025
- Legislative support: Bills like the U.S. 32‑Hour Workweek Act are gaining attention.
- AI + efficiency: Tools are emerging to help teams optimize tasks and communication .
- Global movement: From Sweden to Japan, more countries are trialing the concept.
10. Final Takeaways
- Start small: pilot first with clear goals and open communication.
- Use the 100‑80‑100 rule: same pay, less time, same outcomes.
- Focus on outputs, not hours: refine meetings and work processes.
- Monitor results: review both numbers and team feedback.
- Scale thoughtfully: expand policy only once systems are proven.
Source : thepumumedia.com