Pros and Cons of a 4-Day Work Week

One of the most lasting impacts the COVID-19 pandemic has had on the global economy is to force businesses and employees to reevaluate what constitutes an effective and efficient schedule for employees.

While many businesses have returned fully to in-office, other working arrangements include various hybrids of remote work. The four-day work week is one of the arrangements employers are considering, and it’s an arrangement that has gained a significant amount of attention in the aftermath of the pandemic. 

Because of how much attention a 4-day work week has attracted across industries, UpCity has brought the topic to our community of experts to find out if they’ve folded the option into plans to modernize workforce arrangements or if they are more interested in maintaining the status quo.

We explore below how a 4-day work week would work and why it might be an attractive alternative, what our experts say are the advantages and drawbacks of adopting the model, and how leaders should be prepared to adapt to a 4-day work week.

How would a 4-day work week work?

There are two distinct models of 4-day work weeks in play internationally. In some cases, the  4-day work week is structured as a compressed work week. This model is structured in such a way that employees are still working the standard full-time 35-40 hours over the course of four days.

This means they are working 9 to 10-hour days, but with the benefit of a three-day weekend awaiting them after the increased grind. These compressed models have been known to introduce just as much stress and overwork as a traditional schedule.

The true 4-day work week approach retains the standard pay of a full-time position, but the expectation is that the amount of work that needs to be completed takes place in a standard 7-8 hour day over the course of 4 days in a week, forcing employees and employers both to introduce more efficiency into the workflows to allow work loads to be met.

Oftentimes 4-day work schedules are implemented with different off-days per department or within teams between members, ensuring that the business has coverage to meet the needs of customers on a full-time basis without putting full-time requirements on the employees themselves. 

Why are some business leaders considering switching to a 4-day work week?

The work-from-home, remote, and hybrid arrangements that were imposed upon employers and employees alike throughout the pandemic has made for an interesting workforce landscape. As conditions normalize, businesses and employees struggle to rediscover an adequate middle ground that meets the needs of all involved. Businesses are giving alternative schedules significant attention in this period of adapting business practices to meet employee needs. 

The relevance of the 4-day work-week in the dialogue around work arrangements is such that it inspired the world’s largest trial of the four-day workweek experiment to be carried out in the United Kingdom, a study that concluded at the end of 2022.

This pilot program was undertaken across a number of countries by hundreds of companies, and the findings were significantly positive. While revenues remained fairly consistent across organizations involved, employees reported a number of benefits relative to their quality of life. 

This demand has increasingly started to echo across the US economy as more employees are calling for flexibility in their work schedules to allow for improved work/life balance, focus on mental health, and to provide them with opportunities to manage their time more efficiently in ways that traditional schedules do not allow. There are also benefits for employers in considering making changes to the traditional 5-day, 9am-5pm work week. 

Pros and cons of a four-day workweek

In many cases, businesses are becoming more willing to consider hybrid or alternative work arrangements that include flexible workplace policies, but they are weighing heavily the pros and cons of doing so.

Pros 

There are employee retention considerations to a 4-day work week that can’t be ignored. The work-life balance fosters better employee retention and reduces operating costs while positioning the company to appear more concerned with the well-being of employees and the environment than competitors who might not embrace the model.

“The pros of a four-day work week include increased employee productivity, improved work-life balance, and reduced operational costs. Companies can boost morale and job satisfaction by giving employees more time to recharge, potentially leading to higher retention rates. A shorter work week can also contribute to environmental benefits, such as a reduced carbon footprint, through decreased energy consumption and reduced commuter emissions.” —Maggie McTavish, Founder & SEO Expert, Mango Media

Efficiency in the workflow is especially impacted by 4-day work week models. The thought process being that a reduced number of days in the office forces employees and businesses both to better prioritize and manage tasks. 

“I have always found that a four-day week helps me focus on the tasks that need to be done far sooner than I would when working a five-day week. The issue is that losing focus will result in tasks being pushed into the following week far quicker than if you were working a five-day week, which just causes projects to get delayed far easier.” —Greg Macdonald, Managing Director, London Web Design Agency

The modern workforce is evolving rapidly, largely due to shifts in the application of various technologies focused on automation and task management. The combination of efficiencies in both the workplace model and the tools being used to perform daily tasks means that businesses could affordably provide employees with more time off and still get the results they desire. 

“I believe it is a part of human rights to maximize the time they have to live the way they want without being forced to work daily for money. A four-day workweek will be a step towards an economy where machines and AI do the necessary repetitive, dull, or dangerous work, and people do whatever they have a strong passion for and spend time with their family and friends.” —Amir Harandi, CEO, Artintech Inc.

Cons

The downsides in the 4-day workweek model depend on the structure imposed and whether the approach is company-wide or distributed across teams and departments in different ways. Much of the concern from our professionals in the field revolves around customer service as the primary concern, followed by whether the model actually improves employee engagement or even if it fits the needs of the entire team. 

“A potential drawback of a four-day work week is that employees may have to work longer hours on the days they are in the office in order to maintain the same number of hours worked per week. Additionally, a fixed four-day work week could create coverage gaps on the fifth day, potentially impacting client or customer service.” —Juan Pineda, Managing Partner, Agile Digital Agency

There are also concerns around the ability to actually meet the demands of the organization’s workload and customer needs. Whether or not a company will be able to handle their client’s project needs in a timely manner can potentially impact long-term profitability. 

“The only potential con is if there is not enough time in the 4 day week to get everything done, but I’m a strong believer in the concept that things expand to the time given. We work more efficiently and effectively and get just as much done in 4 days—if not much more, which is what I actually believe—than most people do in 5.” —Alessandra Pollina, Founder & CEO, Quotable Media Co.

Perhaps one of the most important concerns is that, just like any other alternative workforce arrangement, 4-day work weeks are not necessarily a good fit for every industry.

Employees in retail- and service-related industries especially could be negatively impacted by a transition to a 4-day week without protections to their wages that would help them maintain their quality of life with fewer hours on the schedule.

“There are potential financial drawbacks to reducing work hours. For businesses that rely on hourly workers, a four-day work week could mean a significant reduction in income for employees. This could lead to reduced job satisfaction and increased turnover, as workers look for more lucrative opportunities elsewhere. If employees were able to make solid wages within the four-day week, this issue could be circumvented.” —Jacob Tuttle, Digital Marketing Specialist, Nvent Marketing

Some of the cons related to retail- and service-related industries, in fact, are fairly important to focus upon.

“One major concern is the potential impact on customer service and client satisfaction. If customers or clients expect a five day workweek, a 4-day work week may not meet their needs or expectations, leading to dissatisfaction and potentially lost business … While reducing the number of workdays can lead to increased employee satisfaction and loyalty, it may also result in increased labor costs, as businesses may need to hire more staff to cover the same amount of work in less time.” —Torrey Tayenaka, Founder, Sparkhouse

How should business leaders prepare for the possibility of a 4-day work week?

Many business owners understand that it takes a balanced approach to considering whether or not to implement a 4-day work week, as it’s not a simple matter of scheduling changes.

“I would consider a four-day work week in my company. It can have benefits for employees, such as increased work-life balance and improved productivity … Ultimately, whether or not to implement a four-day work week depends on the specific circumstances and needs of the company. A careful cost-benefit analysis and consultation with employees can help business leaders make an informed decision.“ —Tanya Gupta, Digital Marketing Specialist, SG Analytics

This highlights the importance of taking very intentional steps in the process of implementing changes to your workplace arrangements to ensure you’re making the right decisions for both your employees and your business. 

“Businesses should realize that this can be a hit or miss, just like working-from-home. For some it will work, for some it won’t. Preparing to implement different testing plans is crucial. For example, try starting with one week a month having a 4-day work week. Take notes, analyze outcomes, interview employees. Overall, be focused on gathering data. Then, implement intermittent weeks: one 4-day week, one 5-day week. Again, gather data.” —Vlad Herescu, Founder, Mauve

The process of transitioning is about not only gathering data, but also ensuring you’ve thought of the overall impact it will have to your organizational structure.

“Approaching the process with a plan in place is crucial to successful implementation. Employees should be informed about the reasons for the changes, the potential benefits and drawbacks, and any implications for their pay and benefits. Business leaders should develop a transition plan that outlines the steps involved in implementing a 4-day workweek or other changes to the standard workweek. This plan should include timelines, staffing requirements, and any necessary training or support for employees.” —Goncalo Sa, Director, Glush

Factors to consider when trying to determine if your business could shift to a 4-day work week

Regardless of your stance on the 4-day work week, the fact is that the overall perception of the arrangement is increasingly positive and should be at least considered as an alternative to business as usual.

“Whenever I have a 3-day weekend for a holiday, I feel much more productive during the week because I know I’ll be rewarded with some much-needed time off. This type of productive mindset plus ample time to rejuvenate and refresh creates healthier, better employees. … I think it’s well known that in the current work space of Corporate America, the 40-hour, 5-day work week does not create a better work environment. By putting their employees first, I believe a lot of companies will actually grow, thrive, and expand their business through this possible implementation.” —Anna Ritchie, Co-Founder, jo leigh marketing, LLC

The arguments against alternative and hybrid work arrangements, including 4-day work weeks, often come down to how much leadership trusts their teams to effectively meet the demands of the existing or anticipated workflow and maintain customer service standards. 

“Working in a creative industry, we know that creativity can’t be scheduled. We want our people to have the freedom to dive in when inspiration strikes but also to have the freedom to recharge or find their inspiration when needed. The adoption of alternative schedules really comes down to trust. When you trust your people to know what they need for themselves to put out the best work, then it’s easy to be open to new approaches.” —Domenique Comparetto, Content Marketing Director, Altered State Productions

Many leaders are very familiar with the balance that must be struck in alternative work arrangements so as to both meet the changing needs of employees and maintain service standards. It’s a tricky balance under the best of circumstances.

“On the one hand, a four-day workweek could provide several potential benefits for our remote agency, including increased employee satisfaction, reduced stress levels and burnout, and improved work-life balance. On the other hand, implementing a four-day workweek could also present some challenges, such as difficulty in coordinating schedules, maintaining consistent communication, and ensuring that employees are still meeting their goals and deadlines. It is important for remote agency leaders to carefully consider the potential benefits and drawbacks of this type of work arrangement and weigh them against their specific business needs and circumstances.” —Paig Stafford, Marketing Coordinator, Skeleton Krew Agency

Leaders often feel they should be making certain business decisions in a vacuum, devoid of employee input, often with the intent of focusing on the organization’s bottom-line profitability. Making the decision to maintain the status quo or make significant changes in work arrangements shouldn’t be handled in this way if the intent is to boost employee satisfaction.

Regardless of which route your organization goes, our experts insisted that employees should be folded into the decision process. 

“To successfully implement a four-day workweek, it is important to involve employees in the decision-making process and create a schedule that works for both the employees and the company. This may involve allowing employees to choose their workdays or work hours or staggering schedules to ensure continuous coverage of business needs.” —Jim Murphy, Founder RealWis.com, Real Wisconsin Website Design

Modern technology-based automations are already introducing increased efficiencies into the modern workflow. Embracing this trend means that businesses should reassess how they do business and what processes will remain relevant, as well as what a 4-day work week might mean to standard operating procedures. 

“Interest in a 4-day work week is growing stronger globally, and organizations should consider how they will adjust. Good news is, any business may be equipped with numerous tools for automation these days, and there’s never been these many solutions for effective work on the market. Asynchronous communication, though, is something that we see as a challenge for tech teams working globally. Most likely, companies would need to re-approach the concept of meetings, feedback exchange and many more interactions within their teams.” —Ann Kuss, CEO, Outstaff Your Team