Since April 2024, UK workers have gained the right to request flexible work arrangements, including a four-day workweek. While employers are not obligated to grant these requests, a growing movement towards a four-day workweek is evident, with over 190 companies already offering this arrangement with full pay as a standard practice. This surge in adoption signifies a shift in work culture, driven by successful trials and increasing awareness of the potential benefits for both employees and businesses. The legal framework, while not mandating a four-day week, facilitates discussions and opens avenues for its implementation across various sectors.
The remarkable increase in four-day week adoption follows a groundbreaking 2022 pilot study coordinated by 4 Day Week Global. Involving 61 UK companies and approximately 2,900 employees, the trial demonstrated compelling results. While implementation varied – some offering a consistent Friday off, others allowing employees to choose between Monday or Friday, and still others adopting a staggered approach – the overall impact was overwhelmingly positive. The study reported a significant decrease in employee stress and illness, alongside a slight increase in average revenue (1.4%) compared to the same period in the previous year. Furthermore, revenue saw a substantial 35% surge compared to the corresponding six-month period in 2021.
Despite the largely positive findings, the trial also revealed potential challenges. Some employees, particularly in one larger participating company, experienced increased workloads and pressure to maintain productivity within the shortened timeframe. Concerns also arose regarding a perceived decline in workplace sociability due to the heightened focus on efficiency, particularly impacting creative companies involved in the trial. These challenges highlight the necessity for careful planning and effective workload management when transitioning to a four-day week.
Nonetheless, the benefits for employers appear to outweigh the potential drawbacks. Reduced sickness absences and lower staff turnover contribute to substantial cost savings, particularly in recruitment. Moreover, offering a four-day week enhances a company’s attractiveness to prospective employees, allowing them to tap into a wider talent pool seeking a better work-life balance. This competitive advantage becomes increasingly significant in a job market that prioritizes employee well-being and flexibility.
The list of companies embracing the four-day workweek is diverse, spanning sectors from technology and finance to healthcare and creative industries. Organizations like Atom Bank, Charity Bank, and Citizens Advice Gateshead are prominent examples, demonstrating the feasibility of this model across different fields. The full roster of accredited 4 Day Week employers, now reaching 195, continues to expand as more businesses recognize the potential for improved productivity, employee satisfaction, and cost-effectiveness. This list includes a wide variety of companies from various sectors including printing software, cosmetics, digital agencies, cloud providers, ecological consultancy, board game makers, recruitment agencies, charities, and many more.
While the UK Employment Rights Bill introduced in October 2024 doesn’t explicitly mandate a four-day workweek, it strengthens the framework for its adoption. The bill emphasizes flexible working as the default, granting employees the right to request adjustments to their working patterns from their first day of employment. This includes the possibility of compressing full-time hours into four days. However, the bill also acknowledges the employer’s prerogative to refuse requests based on legitimate business reasons, such as increased costs, negative impact on customer service, or difficulties in work redistribution. The bill aims to strike a balance between employee flexibility and operational feasibility, paving the way for a more open dialogue surrounding alternative working models like the four-day week.
