The Four-Day Workweek: A New Standard for Work-Life Balance for Women?

Since we are still in International Women’s Month, let’s talk about another concept that could inspire more inclusion of women across industries. – The four-day workweek.

In the quest for better work-life balance, the traditional five-day workweek has come under scrutiny, and I think we had a post about this last year.

Professionals across various industries are seeking greater flexibility and autonomy, and the idea of a four-day workweek is gaining momentum, especially for those industries where remote work is not applicable.

But is this concept just a utopian fantasy, or could it herald a new standard for work-life balance in the modern workplace?

The concept of a four-day workweek is not entirely new. Companies like Microsoft Japan and Perpetual Guardian in New Zealand have experimented with shorter workweeks with promising results.

Employees reported increased productivity, higher job satisfaction, and reduced stress levels. These findings challenge the long-held belief that longer hours equate to greater productivity.

Another study, which looked at the effect of reducing work hours from 40 to 35 hours per week while keeping the wages the same, discovered something interesting.

The findings showed that of the 2500 workers surveyed, 73% could match or surpass the week’s production levels even with 5 hours less work.

By implication, keeping employees longer does not give you more output. Giving them shorter hours to work without interruptions may result in improved quality and quantity results.

One of the key benefits of a four-day workweek is its potential to improve employee well-being. In industries where burnout and mental health issues are prevalent, such as finance and healthcare, reducing the number of working days can provide much-needed relief. Employees have more time to rest and recharge, leading to higher job satisfaction and lower turnover rates.

Also, a four-day workweek can have positive implications for gender equality in the workplace, and this is important since we are talking about inspiring inclusion among women. Women, who often bear the brunt of caregiving responsibilities, benefit from a shorter workweek, allowing for greater flexibility in managing family commitments.

This can help narrow the gender pay gap and create a more inclusive and equitable work environment over the long term.

Additionally, a four-day workweek can potentially boost employee productivity and creativity. With an extra day off each week, employees have more time to pursue hobbies, spend time with family and friends, and engage in activities outside of work.

This can lead to increased motivation and a renewed sense of purpose when they return to work, resulting in higher levels of innovation and problem-solving. You ask how this could work in your industry or your organization. If you closed an hour earlier from work each day or had an extra day to add to your weekend, would you still be able to meet your weekly deliverables?

Autonomy Research Group , a UK-based think-tank focused on the future of work, published findings from a trial in February 2023. The four-day workweek pilot study in the UK surveyed 61 companies and 2,900 employees and concluded that 39% of employees were less stressed, and 71% had reduced levels of burnout at the end of the trial.

Also, levels of anxiety, fatigue, and sleep issues decreased, while mental and physical health both improved. All of these contributed to giving the companies increased productivity.

On the flip side, implementing a four-day workweek comes with some challenges, especially for industries where client demands are high and deadlines are tight, such as advertising and consulting.

Implementing a four-day workweek for such an industry may increase workday workloads. Nevertheless, with careful planning and implementation, an employer can adopt flexible scheduling, remote work options, and job-sharing arrangements and see how it helps inspire inclusion.

What do you think? Can the 4-day work week be possible in your industry? What things should be in place to make this concept possible across sectors? Please share your thoughts in the comment section.