Most companies were resistant to the idea of letting employees work from home – until Covid forced a rethink.  Now WFH, as it termed, has become widely accepted.  This has encouraged many of us to challenge some other aspects of work that have been considered “normal” for many years – including the five-day week routine.  A study by NatWest Rapid Cash, looking at the employment challenges facing recruiters and small businesses, discovered that 78% of employers, 70% of employees and 79% of recruiters expect that a four-day week, with no loss of pay, will be in place by 2030. 

Where did the five-day week come from?

For many thousands of years many worked a six-day week, with Sunday the “day of rest” (an idea that goes right back to the Book of Genesis).  However, in medieval times, there were numerous saint’s days (holy days that became known as holidays), feast days and festival days.  For instance, 12 days holiday at Christmas, 7 days holiday at Whitsuntide (Easter) and at least one other festival a month.

During the industrial revolution, before labour laws were introduced and the Labour Movement began to negotiate better terms, unscrupulous employers demanded six or even seven days a week from employees, with 16 hour shifts not uncommon.  By the beginning of the 20th century six days was the norm, but shifts were shorter and workers had slightly more rights.  For example, workers at Ford Motor Company worked six eight-hour days.   However, in 1926, he introduced the five-day workweek, reasoning that productivity would benefit – exhausted and unhappy workers produce less per hour.  Before long most companies followed suit and the five-day 40-hour week became the norm.

Why the five-day week is now being questioned

Most employers in Britain, and many other parts of the world, are struggling to recruit and retain staff.  A recent poll of 160 HR leaders by business consultancy Willis Towers Watson found that 77% have had problems finding and keeping employees.

There are many reasons for this but one is the fact that the enforced disruption and break created by Covid caused many workers to re-evaluate their careers.  Many of the younger generation are less motivated by pay and keen to find employment that provides a good work/life balance.  Covid also made most people re-prioritise work, family, and health, realising that they wanted home, rather than the office, to be the hub of their life. 

Huge numbers have simply decided to work less, or not at all, a trend that has been dubber “The Great Resignation”.  According to Reuters the UK workforce is about around 400,000 people smaller than before Covid.

Changing attitudes to work are a big part of this.  The study by NatWest Rapid Cash show that while health and wellbeing benefits continue to be valued by employees, it is flexible working arrangements that are most appreciated by workers and the idea of a four-day week at full pay is one of the most appealing perks of all.

What kind of four-day week is being envisaged?

The most popular version of this idea involves employees working 20% less hours over four days but for the same pay they previously received.  However, employees are expected to maintain the previous level of productivity (ie get as much work done but in fewer hours – work harder but with more time off). 

This 100:80:100 model is being trialled 4 Day Week Global in partnership with UK think tank Autonomy.  More than 3,300 workers at 70 UK companies have started working a four-day week with no loss of pay. Similar trials are currently taking place in Ireland, the United States, Australia, New Zealand and Canada.  According to research by 4 Day Week Global, 63% of businesses find it easier to attract and retain talent with a four-day week.

What are the benefits of a four-day week?

In theory employees will enjoy a better work/life balance with increased flexibility.  On the other hand employers hope they will find it easier to recruit and retain staff as well as improve productivity, but without increasing wages or other costs.  But will this actually happen in practice?

A study by Work.Life has found that working less hours does make employees more productive and less stressed. Its analysis shows that working more than 50 hours per week harms productivity.  That the four-day working week has made 91% of employees happier. That 27% of employees say they have seen a reduction in workplace stress.  And that 79% of employees say the introduction of the four-day week has improved their mental health.  A big benefit for parents is one day less a week paying for childcare – which represents a significant saving each month.

Trials by individual companies tell a similar story. Microsoft Japan saw a 40% productivity boost and Buffer found that 91% of employees were happier and more productive with four-day weeks. However, the findings also show that 72% of employees admit that a four-day week results in working more hours on working days to make up for the lost day.

Time to take care of your people

Will the four-day week become the norm?  Only time will tell.  But one thing is sure – employers are having to pay a lot more attention to meeting the needs and wishes of their workers.  At the very least they are having to make greater efforts to demonstrate that they value their staff.  So maybe it would be smart to organise a late summer party for your team?  If you like this idea (and your people will!) then get in touch – our experienced event management team will help you plan it all and ensure it’s a roaring success!