According to a new report, more than half of Australian employees are requesting shorter working weeks as they seek more flexible workplace options. A survey by Robert Half polled 1,000 office workers and 500 hiring managers revealed that 65% of employees desire to work the same number of hours over four days instead of five while maintaining their current salary.

Quoted by HRD, Nicole Gorton, director at Robert Half, noted the "undeniable" appeal of a four-day work week (4DWW). She acknowledged the known benefits of increased productivity, a loyal workforce, and competitive advantage in the job market. However, Gorton highlighted the logistical challenges and potential for reduced output that companies might face when adopting this model. "So far, the four-day work week remains an intriguing experiment, one that holds promise but requires careful consideration," she said.

The 4DWW is gaining popularity alongside hybrid and remote working, reflecting a shift in how productivity and well-being are perceived in the modern work environment. The benefits of a four-day working week include improved employee mental health and reduced turnover rates. Employees working fewer days per week tend to experience less stress and higher job satisfaction, fostering loyalty and engagement, which contributes to a more positive and productive work environment.

However, the implementation of a 4DWW also presents several disadvantages. Completing the same amount of work in fewer days can be challenging, potentially leading to lower customer satisfaction. Employees might experience increased stress due to longer working hours, negatively affecting their productivity and health. Other issues include scheduling conflicts, loss of income, potential erosion of employment rights, and a decrease in service quality. To mitigate these challenges, it is essential to select the appropriate 4DWW model—either the 4/10 or 4/8 model—based on the industry, implement rotating rosters, monitor workplace productivity, and ensure that employee benefits and compensation remain unaffected.

¿A right or a privilege?

In June 2022, sixty-one UK companies participated in a six-month pilot with 4 Day Week Global, reducing weekly working hours without cutting pay. The results, published in February 2023, showed that 92% of companies maintained the 4DWW arrangement post-trial. Participants reported a 65% reduction in sick days and a 57% reduction in staff turnover, with 71% of employees experiencing lower levels of burnout and 39% reporting less stress.

This report also investigates 4DWW trends in Australia by interviewing ten managers from organisations that have already adopted the scheme. These companies, varying in size and located across different states, implemented 4DWW between August 2019 and November 2022. All adopted the "100:80:100" model, where employees receive 100% of their salary for working 80% of their previous hours, while maintaining 100% productivity.

Interviews revealed that 4DWW is regarded as a privilege rather than a right and could be revoked if performance levels decline. This motivates employees to complete their work efficiently, maintain quality, and eliminate unnecessary tasks. Additionally, 4DWW is one of several flexible working options offered by these organisations, alongside hybrid working, remote working, unlimited leave, gender-neutral parental leave, and flexible holidays.

The implementation of 4DWW depends on customer service needs and the nature of the business. Companies needing to be available five days a week must organise shifts, while non-customer-facing firms can have all employees working the same four days, usually Monday to Thursday. Most participating companies reported increased productivity, with 70% indicating higher productivity since the introduction of 4DWW and none reporting a decrease. The average success rating given by employers was 9.25 out of 10.

While a four-day workweek offers numerous benefits, there are notable challenges.

• Balancing Shifts: Implementing a four-day work week (4DWW) can significantly complicate scheduling for businesses that operate Monday to Friday. Ensuring continuous coverage and maintaining service standards requires careful planning and often necessitates shift rotations or staggered workdays. This can lead to logistical challenges, such as coordinating between teams, managing handovers, and ensuring that customer-facing roles are adequately staffed. For industries that rely heavily on consistent availability, such as healthcare, retail, and customer support, balancing shifts while adopting a 4DWW can be particularly challenging and may require innovative scheduling solutions to maintain operational efficiency.

• Productivity: With employees working fewer days, there is less time to complete the same amount of work, which can impact overall productivity. The pressure to meet deadlines within a compressed timeframe can lead to rushed or lower-quality outputs. Furthermore, certain tasks and projects that benefit from longer, uninterrupted periods of focus might suffer due to the condensed schedule. While some companies report increased productivity due to more focused and motivated employees, others might struggle to maintain the same level of output, particularly in roles that require extended periods of concentration or coordination among large teams.

• Employee Engagement: A shorter work week could affect engagement levels in various ways. While some employees may feel more satisfied and motivated due to an improved work-life balance, others might struggle to stay connected and engaged with their colleagues and projects. The reduced physical presence in the office can lead to feelings of isolation, particularly in remote or hybrid work environments where face-to-face interaction is already limited. Additionally, the compressed schedule might limit opportunities for spontaneous collaboration and team bonding, which are crucial for maintaining a cohesive and engaged workforce.

• Increased Stress: Longer daily hours in certain 4DWW models, such as the 4/10 model, where employees work four 10-hour days, can lead to increased stress and fatigue. Extended workdays can be physically and mentally exhausting, reducing employees' ability to maintain high levels of performance throughout the day. This can also impact their personal lives, leaving less time for rest, family, and leisure activities. Over time, the prolonged workdays can contribute to burnout, negating the potential benefits of having an extra day off each week and potentially leading to higher absenteeism and lower overall job satisfaction.

• Business Costs: Adjusting to a new work model like the 4DWW can increase business costs in several ways. Companies may need to invest in new technologies and systems to support flexible working arrangements and maintain productivity. Training and development programs might be necessary to help employees adapt to the new schedule and work more efficiently within compressed timeframes. Additionally, businesses may face increased expenses related to shift management and coordination efforts to ensure continuous coverage. There might also be legal and administrative costs associated with modifying employment contracts and policies to accommodate the new working hours.
  
  Read also: Article: Australia's Right to Disconnect Law: How it affects work-life balance – Pros and cons (peoplemattersglobal.com)