The Pros & Cons of a four day work week

The idea of a four day work week sounds almost too good to be true. For years, office workers have dreamed of trading their Friday commute for family time, side projects, or simply sleeping in. Recently, that dream has started to look real. Tech start-ups, government agencies, and even manufacturing plants across the globe have begun testing shorter weeks with surprising results. But does cutting a whole day actually improve business outcomes, or is it just a feel-good perk? In this guide, we explore the hard data, real-world examples, and practical steps you need to weigh both sides.

Why Companies Are Considering a four day work week

Burnout is at a record high, while employee engagement is at a ten-year low. Meanwhile, businesses are under pressure to slash costs and meet aggressive sustainability targets. A four day work week promises a triple win: happier staff, leaner operations, and a smaller carbon footprint. Early trials in Iceland showed productivity stayed the same or improved for 86 percent of workers. Microsoft Japan reported a 40 percent output boost and a 23 percent drop in electricity use during its pilot.

Core Benefits of a four day work week

1. Higher productivity through focus – Shorter weeks force teams to streamline meetings and protect deep-work blocks, lifting output.

2. Better work-life balance – A three-day weekend every week allows employees to recharge, tackle personal errands, and return refreshed.

3. Reduced overhead – One less day of heating, security, and office snacks can save thousands per employee per year.

4. Talent magnet – Flexible scheduling ranks among the top perks in recruitment surveys, boosting attraction and retention.

5. Green advantage – Fewer commutes mean lower CO₂ emissions and less traffic congestion.

Hidden Drawbacks of a four day work week

1. Longer daily shifts – Compressing 40 hours into four days can cause fatigue, especially in physically demanding roles.

2. Coverage gaps – Clients may still expect support on Fridays, so teams must stagger shifts or run skeleton crews.

3. Compliance hurdles – Labor laws often trigger overtime pay after eight hours per day; ignoring them risks penalties.

4. Team inequality – When some departments can’t compress their schedules, resentment can build.

5. Change-management burden – Altering long-standing routines demands clear communication and steady data tracking.

Key Takeaways of a four day work week

A four day work week is not a universal fix. Organizations that succeed share three habits: they set measurable goals, run limited pilots, and rely on flexible scheduling tools.

Practical Steps to Test the Model

1. Survey your workforce – Gauge enthusiasm and surface concerns.

2. Map critical coverage windows – Pinpoint customer touchpoints that must remain staffed.

3. Build a pilot in Shifton – Use drag-and-drop scheduling, automated overtime alerts, and shift-swap approvals to launch a 90-day test.

4. Review results weekly – Track output, absenteeism, and engagement against your baseline.

5. Decide, adjust, or abandon – After three months, adopt, refine, or revert based on clear data.

Real-World Case Studies

• Bolt trimmed workweeks company-wide and reported 86 percent higher project-completion efficiency within six months.

• Buffer moved support teams to staggered four-day rotations; ticket resolution sped up by 14 percent.

• Perpetual Guardian in New Zealand saw absenteeism drop 44 percent during its pilot.

Tips to Maximize Success

• Limit meetings to 15 minutes and hold them early in the week.

• Establish core hours (e.g., 10:00-15:00) so teams know when everyone is online.

• Train staff in asynchronous communication to avoid bottlenecks.

• Offer ergonomic support to offset longer daily sitting time.

• Run pulse surveys every two weeks to catch early signs of stress.

Frequently Asked Questions

Does a shorter week mean lower pay?
Most pilots keep salaries intact to preserve motivation and ensure fair comparison.

How do we cover customer support on Fridays?
Split teams so half take Monday off and half take Friday off, or run staggered shorter shifts across five days.

What if productivity drops?
Set KPIs (tickets closed, code merged, units produced). If metrics dip by more than 5 percent, adjust workloads or pilot length.

Are part-time or hourly workers included?
Yes—structure contracts to avoid involuntary overtime, or offer four six-hour shifts instead.

Is it legal everywhere?
Labor codes differ. Check daily-hour caps, mandatory breaks, and overtime thresholds before launching any compressed schedule.

Future outlook
Analysts predict that by 2030 at least 15 percent of knowledge-work roles in Europe and North America will operate on a four-day rhythm. Early adopters will hold an edge in attracting talent and curbing burnout-related turnover.

Conclusion

A four day work week can unlock higher productivity, happier employees, and meaningful cost savings—but only with thoughtful planning. Start small, stay data-driven, and let Shifton’s smart scheduling keep everyone on the same page.