A 40-hour, Monday through Friday, five-day workweek has been considered the norm in most parts of the world for some time now. Throughout the 20th century, however, scientists have predicted a reduction in the number of hours the average person spends at work as productivity increases. The pandemic also played a significant role in shifting the mentality from traditional schedules to more flexible and non-traditional ones, such as the 4-day workweek.

What is a 4-day workweek?

A 4-day workweek is a workweek where employees work four days instead of the traditional five. The two versions of a 4-day workweek that are commonly adopted include the compressed workweek and the reduced hours workweek.

In a compressed 4-day workweek, employees work 40 hours over a four-day period. In a reduced-hours workweek, the employees work less than 40 hours and still maintain the same level of pay and benefits as if they worked 40 hours.

For example, employees might work 32 hours (four eight-hour days) per week or 36 hours (four nine-hour days) per week. In either scenario, employees need to learn how to work a 4-day week to maintain productivity.

Which companies and countries have adopted a 4-day workweek?

Despite increasing evidence supporting a 4-day workweek, many companies have yet to adopt it. At the same time, many companies have adopted this approach, including Buffer, Panasonic, and Basecamp.

Several countries also support a 4-day workweek or are pursuing pilot programs to implement and assess it. Belgium offers employees a 4-day workweek option, and countries like Germany, the United Kingdom, Scotland, Wales, Australia, and Spain have joined the pilot movement.

Even business mogul Richard Branson advocated for the idea of a shorter workweek over a decade ago, stating in a blog post:

“By working more efficiently, there is no reason why people can't work less hours and be equally — if not more — effective. People will need to be paid more for working less time, so they can afford more leisure time. That's going to be a difficult balancing act to get right, but it can be done.”

The pros of a 4-day workweek

There are many benefits to a shorter workweek, including:

A boost in productivity: When the number of working days is reduced, productivity during working hours often increases to compensate for the lost day.

Higher employee satisfaction: A 4-day workweek can lead to more satisfied and committed employees, while also decreasing the likelihood of employees burning out. With the extra time off, they will have plenty of time to rest and recharge before starting another week of work, thereby reducing their likelihood of taking sick leave.

A smaller carbon footprint: Reducing the workweek from five to four days could have significant environmental benefits, as well. A shorter workweek means that employees commute to their workplace less frequently, and large office buildings are used less, thereby reducing their electricity usage.

Improved recruiting and retention numbers: Employers who offer a 4-day workweek arrangement are remaining competitive to attract and retain top talent. Employees have come to expect flexible schedules as part of their employment package.

In a recent Zoom and Morning Consult survey, flexible hours and scheduling ranked number two as a top benefit that 75% of candidates seek. The same survey revealed that 43% of respondents believe flexible schedules are now an expectation rather than a perk, and 70% would consider leaving their current job for a more flexible work arrangement.

Improved well-being and work-life balance: Having a three-day weekend provides employees with an extra day to unplug and recharge. For many, this provides a boost in physical and emotional well-being.

The cons of a 4-day workweek

While there are plenty of benefits to a shorter workweek, there are also some potential challenges to think about:

Lower customer satisfaction: Poor customer satisfaction can result when expectations aren’t managed and customers have a difficult time connecting with or accessing services when they need or want to.
Increased fatigue: In instances where a compressed workweek is adopted, the workday is longer than the traditional eight-hour day. This means that the 4-day workweek strategy might be difficult to adopt, as employees often feel fatigued after exceeding their eight-hour workday.

This is especially true for desktop jobs, as sitting in front of the computer can strain the back and eyes if done for long periods. Once employees start feeling fatigued, they are likely to take frequent breaks, wasting time to simply reach the end of the workday.

Difficulty in managing personal lives: A 4-day workweek can force employees to work longer hours from Monday to Thursday, which can be challenging for parents with young children. These parents could have difficulty finding childcare for their kids that is open until late at night and might have to pay more for the after-hours care. Overall, a shorter working week may come with more drawbacks in managing one's personal life.
Not suitable for all industries: Industries that require staff 24/7 or at least five days per week, like the hospitality, retail, and healthcare industries, would have a difficult time implementing a 4-day workweek for a large portion of their staff.
Risk of burnout: If employees need to work longer days with a 4-day workweek, it could lead to burnout for some. Burnout can lower employee morale and increase the number of days an employee might miss, ultimately impacting productivity and healthcare costs.

Increased financial costs: Employers need to ensure they are implementing a 4-day workweek legally. In instances of hourly employees, some local laws require employers to pay them overtime on any day that they work more than 8 hours, rather than looking at the entire week.

This could increase costs for employers when they use a compressed 4-day workweek vs. a reduced workweek. Consideration also needs to be given to the financial burden of administrative duties to implement policies and any type of technology acquired to support a 4-day workweek.

Tips for how to work a 4-day week

Here are some straightforward tips on how to work a 4-day week effectively as an employee.

Communicate clearly. Keep your manager and teammates informed about key aspects of your work, such as progress on shared projects, meeting deadlines, and your availability.
Use time blocking. Time blocking allows you to focus on specific tasks and only those tasks during the time block. Use time blocking for meetings, project work, administrative tasks, and so on. Be sure to protect your time blocks for high-impact and priority tasks.
Limit meetings. Holding or attending unnecessary meetings is a waste of valuable time that could be used towards items you must check off your priority list. Be proactive in suggesting asking if something can be handled over chat or email, or if shorter meetings are possible.
Plan in advance. It can be helpful to use the first day of the week or the last day of the prior week to determine what needs to be accomplished that week or the following week. Looking ahead allows you to know what needs to be done and more easily map out a plan to complete the essential tasks instead of last-minute scrambling to get things done.
Prioritize well. Prioritize your top 3 to 4 tasks each day and focus on those, rather than trying to get everything done or focusing on non-essential or non-urgent tasks. At the end of the day, assess your progress and decide what needs to be prioritized for the next day.
Use technology. Leverage technology to build efficiency into your week. Shared calendars, project management tools, communication platforms, and task management systems are great options.
Protect your day off. Resist the urge to tell yourself, “I’ll get that last thing done for work on my day off.” Your day off is for you to use for yourself and to take care of personal tasks and goals.

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How to ask for a 4-day workweek

If you feel that you would benefit from a shorter workweek but happen to be in an organization that hasn't adopted this policy yet, don't fret. You can still approach your management and request this flexibility.

First, do your homework and list out the benefits that your employer gets by giving you a 4-day workweek. When making your case, it also helps to provide stats and examples of companies that have adopted this change and benefited from it.
Then, come up with a written proposal that outlines how you will complete your tasks, communicate with your team and clients, and improve your productivity on this proposed schedule.
Do anticipate your boss challenging your proposal and be prepared with supporting facts and a willingness to negotiate. If you can't convince your boss of your proposal, don't give up! As 4-day workweeks become more common, the management team might just come around themselves.

A 4-day workweek has its advantages

Plenty of research suggests that a 4-day workweek has its advantages. Many workers feel happier and less stressed, which allows employers to enjoy increased productivity and retention. If your company has yet to adopt a 4-day workweek, use the tips above to encourage them to consider it. Or, consider looking for a company that does offer it, if flexibility is essential to you.

If your company already offers this level of flexibility, the tips on how to work a 4-day week can support you in optimizing your performance and advancing your career.

If you’re looking to switch to a company with a 4-day workweek, you need a resume to help you land the interview. Why not submit your resume for a free resume review to ensure it’s the best it can be to move your career forward?

This article was originally written by Iswari Nallisamy. It has been updated by Ronda Suder.