The 6-Day Work Week: A Balanced Perspective

N. R. Narayana Murthy's recent call for a 6-day work week has sparked widespread debate. Whether this idea feels practical or outdated depends on the lens through which you view it. Let’s break it down.

1. The Founder’s Lens

As a founder, Murthy speaks from experience. Founders don’t work within set hours—they work relentlessly to build their dreams. His comment reflects his journey, where hard and smart work secured not just his success but also his family’s future.

But this raises important questions:

• Do we all have what it takes to make those sacrifices?
• Do we need to, or can we contribute as intrapreneurs, driving impact from within an organization instead of leading one?

Not everyone needs to live a founder’s life, and that’s okay. Both entrepreneurs and intrapreneurs are equally important for progress.

2. The Employee’s Lens

In today’s world, dominated by Millennials and Gen Z (with Gen Alpha starting to emerge), work-life balance is a top priority. Employees thrive when their workplaces value flexibility and well-being.

For example, consider a city like Mumbai. A person traveling from Virar to Churchgate often relies on three modes of transport—train, auto, and bus. The commute alone can add several hours to their workday, leading to exhaustion and burnout. Providing such employees with flexible work hours or remote work options can significantly improve their productivity and morale and may still work with 6 day work week, if not 5 or 4 days.

It’s also important to remember that some professions inherently demand more flexibility. Flight attendants, for instance, may finish a “five-day work week” but still be far from home due to travel. For them, work hours and days blur, and creating supportive schedules is critical.

3. The HR Lens: Creating an Environment That Nurtures Talent

From an HR perspective, the focus is clear: get the work done. A productive, efficient, and reliable employee rarely attracts scrutiny over work hours/days. But when gaps in accountability or performance arise, policies, like fixed work hours or stringent monitoring, come into play.

During my 11 years at K11, I saw firsthand how important it is to hire the right talent—not just for their qualifications but for how they thrive in an environment that values trust, flexibility, and care. For example, fitness professionals often work unconventional hours, balancing client demands with their personal well-being. The best talent doesn’t just meet goals—they’re empowered to do their best because they feel supported and trusted, not micromanaged.

4. The Economic Lens

A 6-day work week might sound like a quick way to boost productivity, but it’s worth considering whether the economic benefits outweigh the human cost. Some countries have experimented with shorter workweeks and found that efficiency improves when employees are happier and less stressed. India needs to decide whether to compete by increasing hours or by fostering smarter, more innovative work practices.

5. The Technological Lens

With automation and AI on the rise, the need for long work hours is diminishing in many sectors. Technology can handle repetitive tasks, allowing humans to focus on creative and strategic work. Instead of debating the number of workdays, organizations could invest in tech-driven solutions that empower employees to work smarter, not harder.

6. The Societal Lens

In India, where family and social responsibilities are deeply valued, rigid schedules can clash with cultural norms. Employees value personal time for family, hobbies, and community engagement. Policies that acknowledge these needs foster happier, more loyal teams.

7. The Sustainability Lens

Burnout is real, and its consequences affect not just individuals but entire organizations. Sustainable work practices that prioritize employee well-being are critical for long-term success. Mental and physical health must be central to any discussion about work hours.

8. The Leadership Lens

Leaders today must set the tone for their teams. It’s not about how many days or hours employees work but how impactful their contributions are. Modern leadership focuses on creating environments that inspire, motivate, and support employees to give their best—regardless of the workday structure.

In Conclusion

The 6-day work week is a complex idea that cannot be applied universally. For founders like Murthy, it’s about relentless effort and discipline. For employees, it’s about balancing productivity with well-being. For HR, it’s about results over hours.

Different professions also have unique demands. Whether it’s a flight attendant constantly on the move or a fitness professional juggling client schedules, flexibility is key.

Rather than focusing on the number of workdays, let’s focus on creating meaningful contributions in the time we have. The goal is to balance ambition with humanity, ensuring progress doesn’t come at the cost of well-being.

What are your thoughts on the 6-day work week—do you think it’s a necessary shift, or should we focus on smarter work practices instead?