The traditional five-day workweek is under increasing scrutiny as more businesses explore flexible working arrangements to attract and retain talent. Companies across the UK are adopting policies such as hybrid working, remote working, flexible hours, and the four-day week.
According to the Four-Day Week Foundation, over 200 UK companies have permanently adopted a four-day working pattern. Despite resistance from some business leaders, nearly 59% of companies remain open to the idea. Research from Startups and Tech.co highlights ongoing scepticism, with concerns over implementation and efficiency. Generational differences also play a role, as 65% of Millennials and Gen X support the shift, while only 37% of Baby Boomers are in favour.
Critics question whether companies can successfully implement the model and whether employees can maintain productivity in fewer hours. However, the pandemic has shifted workforce expectations, and advancements in AI have made flexible working more viable.
Business Leaders Share Their Four-Day Week Experiences
Gareth Hoyle, Managing Director at Marketing Signals, introduced a four-day week at his agency in May 2022. Initially launched as a trial, the policy was made permanent after demonstrating improvements in productivity and reduced absenteeism. He noted that the change has been a key factor in attracting job applicants.
Hoyle stated that the cost of living crisis played a significant role in the decision. A request from an employee to reduce working hours due to rising childcare costs prompted the business to explore the idea further. Having already implemented flexible and remote working, the transition to a four-day week aligned with the company’s values of promoting work-life balance.
“Sometimes less is more, and this is certainly true for a four-day week,” Hoyle explained. “Less days does not mean less output, quite the contrary in fact. This new model of work focuses on quality rather than quantity and revolutionises the future of work.”
Challenges and Considerations for Businesses
While some argue that a four-day week could lead to increased workloads and burnout, Hoyle disagrees, emphasising that productivity is driven by output rather than attendance. He believes businesses can overcome common concerns through careful planning and communication.
He identified three key challenges that companies face when considering a four-day workweek:
A fear of the unknown remains a significant barrier, with businesses hesitant to move away from traditional working patterns. Hoyle suggests speaking with companies that have already made the shift and conducting internal polls to gauge employee interest.
A lack of trust in employees and processes is another common concern. Research from Startups found that nearly half of employees lack confidence in their employer’s ability to implement the policy effectively. Hoyle believes that if employees are hired to do a job and the expected output is reasonable, they should be trusted to deliver results. A trial period could help assess whether the model is sustainable.
Client expectations are also a consideration, but Hoyle argues that careful planning can ensure customer service remains unaffected. Businesses can explore options such as hiring additional staff or adjusting team schedules to maintain five-day coverage.
“A good work-life balance is the key to a happy and healthy workforce, which leads to loyalty—ultimately helping our business grow,” Hoyle said. “It also makes our company more attractive when it comes to recruitment, as people applying for jobs here have mentioned that the four-day week specifically attracted them to the role. This is why we’ll never go back to the old way of working.”
As more companies experiment with alternative working models, the future of the five-day week remains uncertain. With growing interest and evolving workplace expectations, the four-day week could continue to gain traction across industries.
