The UK’s 4-Day Workweek Trial: What HR Leaders Can Learn

As HR professionals, we're always on the lookout for innovative ways to improve productivity, employee engagement, and overall well-being. One of the most talked-about experiments in recent years has been the UK’s 4-day workweek trial, and the results have provided us with plenty of valuable insights.

Background: What Was the UK 4-Day Workweek Trial?

In 2022, over 60 UK companies participated in a six-month pilot programme where employees worked four days a week without a reduction in pay. The objective was to assess whether a shorter working week could maintain or even enhance productivity while improving work-life balance and employee satisfaction. This trial, led by 4 Day Week Global in collaboration with think tanks and researchers, became one of the most significant tests of its kind.

The Results: A Resounding Success

The trial produced overwhelmingly positive results. According to researchers, 92% of the companies involved chose to continue with the 4-day model even after the trial ended. Productivity levels were either maintained or improved for most organisations, with 71% of employees reporting reduced burnout and improved mental health. Furthermore, absenteeism decreased significantly, and employees reported higher job satisfaction.

These outcomes highlight a critical opportunity to rethink traditional work models and drive organisational performance by focusing on employee well-being.

Why the 4-Day Workweek Worked

1. Increased Focus and Efficiency

With fewer hours to complete tasks, employees reported being more focused and organised during their workdays. This supports the idea that productivity doesn’t directly correlate with time spent working. Compressed workweeks encourage employees to reduce distractions and prioritise their work more effectively.

2. Enhanced Employee Engagement and Retention

Organisations saw improvements in employee engagement and retention. Offering an extra day off without a pay cut created a compelling value proposition for talent, which became particularly important in sectors facing tight labour markets, where attracting and retaining top talent is crucial.

3. Better Work-Life Balance

A four-day week addresses many of the issues HR teams hear about regularly—stress, work-life balance, and burnout. Employees consistently reported that the additional day off allowed them to recharge, spend time with family, and pursue personal interests. As a result, they returned to work more refreshed and engaged, leading to improved performance.

What Challenges Remain?

Despite its success, implementing a 4-day workweek is not without challenges. In industries such as customer service and healthcare, reducing working hours without impacting service levels can be tricky. HR leaders must ensure that any shift to a shorter workweek considers the operational demands of the business and the industry.

Moreover, a significant cultural shift is required for some organisations. Trust in leadership is vital in this process. Employees need to feel supported and trusted to manage their workloads effectively under the new model, and clear, transparent communication will be key to ensuring a smooth transition.

What Does This Mean for HR Leaders?

The 4-day workweek presents an exciting opportunity for HR leaders to rethink their people strategies. The positive outcomes from the UK trial suggest that, for many businesses, this model could be a win-win: enhanced productivity and happier, more engaged employees.

If you’re considering implementing a 4-day workweek in your organisation, here are a few steps to consider:

• Pilot the Programme: Start with a small-scale trial similar to the UK experiment. This will allow you to identify potential challenges and make adjustments before a broader rollout.
• Measure the Impact: Clearly define key performance indicators (KPIs) related to productivity, employee satisfaction, and retention. Regular feedback and data will help demonstrate the value of the initiative to senior leadership.
• Ensure Flexibility: Not all departments or roles will be able to transition easily to a 4-day week. Be open to flexible solutions, such as staggering days off or offering alternatives like remote working.

Conclusion: Embrace the Future of Work

The UK’s 4-day workweek trial provides a compelling case for rethinking how we work. HR professionals have a pivotal role to play in leading this change, helping organisations adopt models that enhance both productivity and employee well-being.

As we move into the future of work, let’s take these learnings and continue to push for innovation in our people strategies. While the 4-day workweek may not be the right fit for every business, it’s clear that flexibility, trust, and employee well-being are critical drivers of success.

Need Help Implementing a 4-Day Workweek?

If you’re considering introducing a 4-day workweek but aren’t sure where to start, I can help. ?I’ve supported businesses through major transformations, including adjusting work models and improving employee engagement.

At Harry Gasiorski Human Resources, I specialise in helping organisations create people strategies that drive performance and foster a positive, sustainable work culture. Whether it’s a pilot programme or a full-scale implementation, I can guide you through the process and ensure the shift is smooth and successful.

If you’d like advice on how to implement a 4-day working week in your organisation, please contact me at harry@hghr.co.uk