A Real Life Take on Compressed Working Hours

So Steve, what on earth are Compressed Working Hours?

I’m asked this question a lot. Put simply, it’s doing your standard working hours, but not in your traditional five-day week. For example, I work my 37.5 hours Monday to Thursday. I don’t work Fridays.

Others I have spoken to prefer to spread the hours out over a couple of weeks, so they can take a day away from work every other week instead. However you split it, the key is to structure your week to find more flexibility that suits you both professionally and personally. These variations hinge on helping employees achieve a greater, more productive work/life balance.

I really enjoyed Sheldon Walker ’s answer to this question, and without meaning to send you away before we’ve begun, I’m sure many will find his article on this equally as helpful.

Interesting… how and why did you start working Compressed Hours?

The journey begins

My compressed working hours adventure kicked off in 2019 when I swapped the hustle and bustle of the big city for the vibrant charm of Brighton by the sea. I was eager to dive deeper into family life and take a more hands-on role in my child's upbringing. These new circumstances drove me to think about a different way of working and the options available.

I started by having an informal chat with my manager about compressed hours. After seeing other colleagues adopting it across the organisation, I knew it was possible and was keen to find out more.

Thankfully, I was lucky. Not only was I guided by a super supportive manager, but I also worked for a forward-thinking organisation (here's looking at you, 汤森路透 ) that was receptive and open to offering flexibility.

After some further chats with my manager and filling in a simple HR form, my three-month trial began.

The trial

In essence, the thing that mattered most was proving that there was no negative effect on the business. I committed to clearly communicating to all my colleagues, so they knew what I was doing and why, and thankfully this open and honest approach worked well in the long run. The trial showcased that not only could I manage my workload effectively and, perhaps equally as importantly - apart from a bit of diary re-shuffling for meetings that previously landed on a Friday - my colleagues saw no negative impact.

Three months on, when my flexible working trial came to an end, there was no evident adverse effects on my work performance nor the business’ all-important KPIs. ‘The crowd go wild.’

In fact, I’d actually be as bold to say that I believe this new way of working actually made me more productive.

What happened next?

Well, comme ce comme ca et voila… my trial period turned into an official contract change and I was officially down in the books as a compressed hours worker.

What about when you moved jobs - how did you approach this during the recruitment process?

Inevitably, the time came to move on to new pastures and leave Thomson Reuters. What followed was a ‘hold-your-breath’ awkward time of interviewing and gauging whether other companies would ‘let me’ continue my compressed working hours pattern.

Overall, I had a mixed response when in the hot seat.

First step into the unknown

After successfully completing two initial interviews, I discussed my salary expectations and broached the subject of compressed working hours during the final stage.

Thankfully, this company outlined they were ok with it, however, the verbal agreement didn’t form part of my contract. It was laid out as more of an ‘informal’ agreement with my manager. This made me feel nervous and anxious that unforeseeable business change could mean that suddenly I had nothing concrete to fall back on. Fortunately for me, that never happened.

Onwards and upwards?

When I moved on, I felt confident enough to voice the subject of compressed hours from the get-go and ensure I wasn’t wasting anyone's time if they didn’t support it.

I made it to the final interview for two companies.

The first one was... disappointing to say the least. Despite agreeing early on that they supported compressed hours - long before I’d jumped through hoops and dedicated a lot of time and effort to successfully completing the interview and recruitment process - when crunch time came and they offered me the job, they had a change of heart ????. I’m sure you’ll understand my feelings of frustration, especially when you consider the open and honest stance I took.

The second company were happy to support my flexible working, but the hiring manager didn’t want to commit my contract to officially being four days. So, I reluctantly agreed to adjusted hours in the formal contract, with an informal agreement with my manager that I wouldn’t work Fridays. The feelings of anxiety and nerves returned, but it was never an issue during my time there.

And most recently...

In 2023 I moved on to pastures new, where I spoke confidently about compressed hours at the start of the application process. Crucially, it was supported throughout the recruitment process ??

Once I accepted the role, I undertook a three-month trial to ensure it worked for the team before it was officially noted as part of my contract. That trial came to an end and I now am back to being an 'official' compressed hours worker. Thanks Channel 4 !

Why do you do this Steve?

Simply put - my kids and my mental health.

Doing it for the kids

Ever since my wife and I had out first kid over seven years ago, it struck me how odd and unnatural it felt to not have a dedicated day with just me and him.

So, I swapped all-day meetings and stakeholder presentations for a trip to the beach, library or soft play (if wet!). A very different Friday to what I was used to, but nothing can beat the quality time I spent with him.

Fast forward some years to 2025, and whilst he’s at school, I have two other little ones to hang out and have fun with on a Friday. I’m proud of myself for sticking my neck out and pushing for flexible working, as this quality time with my kids has helped me form stronger bonds that I hope will last during the terrifying teenage years.

But Steve, surely it’s not all rosy?

Well, sure - some Friday’s are spent dealing with sh*t, quite literally ??- changing endless soiled nappies. Add out of this world tantrums into the mix and it becomes quite the learning experience. A challenge that I relish. I’ve never read or learnt more about anything as I have done parenting!

There’s also the longer days. There are two days a week where I work eleven hours. For me, that's loooooong, which I can appreciate isn't for everyone. It took some serious getting used to, but I've got into the swing of things. I've found that it enables me to focus my time during those four days on work.

Alongside that, there’s the underlying feelings of guilt and anxiety that I manage (normally through cold showers, ice baths??and #WimHof breathing). I am doing something that is still seen as different to the majority, and whilst I haven’t had anyone openly questioning me, it constantly plays in the back of my head. Colleagues have made adjustments because of me (re-scheduling meetings etc), and the guilt usually leads me to working longer than my contracted hours.

It sounds interesting, but I don’t think my company would let me do it

That's understandable, but have you asked? It’s worth checking out whether there is a HR policy on flexible working, or if you feel comfortable, having an informal chat with your manager. My philosophy is that there’s no harm in asking. If you are serious about it, make sure you put your business case together, so that both you and the business can understand the benefits.

If it's important enough, and your manager realises that, then hopefully they’ll offer their support and help you when it comes to talking to HR and making it official.

Summarise that all for me, ChatGPT-style

Sure thing.

Compressed working hours is working your contracted hours, but in a shorter time frame (e.g. doing 37.5 hours in four days). There are plentiful reasons for doing it, but mine are that I have dedicated time with my kids, and this helps support my mental health.

Whilst it may have its challenges, with long working days and time with the kids on occasion being harder to manage than a working day (??), overall, I would advocate for it. I love it.

If you are interested, then start researching and having informal chats with your manager and any family or friends you know doing it.

Questions or fancy a chat?

Well I hope that was useful. Please do share this article far and wide to anyone you think may be interested.

If you’d like to find out more about compressed working hours or have a cuppa and a chat with someone who has gone on the journey and is living it, then feel free to contact me on LinkedIn - I'm friendly ??

Tags: #CompressedHours #FlexibleWorking #CompressedWorkingHours #CompressedWorkweek #FlexibleWork #WorkLifeBalance #Productivity #WorkplaceWellness #WorkplaceFlexibility #TimeManagement #RemoteWork #WorkplaceTrends