UK workplaces are undergoing a shift in working patterns, with new research suggesting that the four-day week could soon become the norm. According to Owl Labs, nearly half (48%) of UK employers already offer some form of a four-day week. Meanwhile, 83% of employees predict that this model will become more popular than the traditional five-day week by 2030.
Younger generations are the most confident about the change. Among Gen Z respondents, 91% believe the four-day week will rise in popularity, with 87% of Millennials sharing the same view. Employees are also expressing a preference for models that promote flexibility and productivity, with growing resistance to strict return-to-office policies.
The study reveals that a significant majority of workers believe a shorter week would bring tangible benefits. Three-quarters (76%) say it would improve their work-life balance, while 74% expect more time for personal development and 72% anticipate greater job satisfaction. Two-thirds (67%) also believe they would be more productive in four days than in five.
While enthusiasm for the model is strong, concerns remain. Around 60% worry about extended hours on working days, and 38% raise potential concerns over customer service. Despite these reservations, overall sentiment favours the shift toward shorter working weeks.
Resistance to Return-to-Office Mandates Grows
As some organisations enforce stricter in-office attendance, a growing number of employees are resisting. Although 56% of workers acknowledge that return-to-office (RTO) mandates are intended to improve collaboration and output, the reaction from employees indicates declining support. Among those affected by tighter office policies, 79% say they are actively looking for a new role.
Underlying this trend is a perception that remote workers are viewed as less productive. More than half (56%) believe this assumption is driving RTO policies. In response, many employees are engaging in “working-to-rule” – only performing the tasks listed in their job descriptions and refusing additional responsibilities. Younger generations are leading this shift, with 48% of Gen Z and Millennials having adopted the practice, compared to 24% of Gen X and 8% of Boomers.
The report also highlights the growing use of tactics like “clock-blocking”, where employees reserve calendar time to avoid being overbooked with meetings. This practice has already been adopted by 27% of UK workers, with a further 16% planning to try it.
Technology Gaps Undermine Hybrid Work Experience
Technology continues to play a central role in shaping hybrid work environments. However, many UK workers report that outdated tools are negatively affecting productivity. A majority (93%) say that their physical and digital office setups directly impact both their output and wellbeing.
Frustrations are common. Outdated or missing equipment is cited by 32% of workers, and unresolved noise issues affect 25%. Hybrid meetings also suffer from technical disruptions, with 83% experiencing issues such as unstable internet (38%), poor audio quality (34%) and video lag (33%).
Despite these issues, most employees are clear about what they want from employers. A large majority (85%) want more investment in technology, including improved connectivity, modern audio and video equipment, and better training on meeting platforms. The message from the workforce is that better tools are essential for productive and inclusive hybrid work.
Frank Weishaupt, CEO of Owl Labs, commented, “The rise of flexible working trends such as the four-day week and ‘working-to-rule’ show that the traditional nine-to-five no longer makes the cut. It’s crucial to recognise that more hours doesn’t always lead to greater productivity, nor does forcing strict in-office attendance – it’s about how effectively those hours are used, not where they are spent.
“As organisations look to attract and retain talent in a competitive market, flexible models like the four-day week are already shifting from experiment to expectation. For many, the question is no longer if – but when.”
