In 2025, the four-day work week is still best

A few years into the post-pandemic world, some companies have started going back to their regular five-day on-site work schedule. In some industries, however, leaders are still exploring shortened work weeks.

Tokyo, for instance, is planning to introduce a four-day work week in April this year in a bid to curb the country’s problem surrounding its falling fertility growth rates.

“We will review work styles … with flexibility, ensuring no one has to give up their career due to life events such as childbirth or childcare,” Tokyo Governor Yuriko Koike said as reported by CNN.

Far from being a fleeting fad, the four-day work week has proven its worth, offering a multitude of benefits for both employees and employers.

Those embracing the shortened week are reaping the rewards of increased productivity, improved employee wellbeing, and a significant boost in talent attraction and retention.

Factors behind the four-day work week

Momentum towards a four-day work week comes in response to shifting priorities and compelling evidence of its benefits. For instance, a study of 61 companies and 2,900 employees showed a remarkable 65% increase in productivity during the trial of a four-day work week. Employees reported feeling more focused and energised, leading to improved efficiency and output.

A 2024 report by Henley Business School echoed these numbers: 78% of employees on a four-day week reported lower levels of stress and burnout.

Reduced work hours purportedly allow for better work-life balance, leading to improved physical and mental health. This, in turn, translates to reduced absenteeism and presenteeism, benefiting both the individual and the organisation.

In a competitive job market, a four-day work week is a powerful recruitment and retention tool. A recent survey by Qualtrics revealed 92% of US employees would consider moving to a company offering a four-day work week. This is particularly significant in industries struggling with talent shortages, as it offers a compelling differentiator for potential hires.

As seen in Tokyo’s initiative, governments are recognising the potential of the four-day work week to address broader societal issues. Shorter work weeks, for example, can promote gender equality by allowing for better work-life balance, particularly for caregivers. It can also contribute to environmental sustainability by reducing commuting and office energy consumption.

Also Read: Can a four-day work week enhance productivity?

How to adopt a four-day work week

While the benefits of a four-day work week are clear, successful implementation requires careful planning and consideration. Here are some key aspects to address:

Model selection. There are various approaches to a four-day work week. Some companies opt for a compressed work week, where employees work the same number of hours over four days. Others reduce working hours without reducing pay. Choosing the right model depends on the nature of the business, employee preferences, and operational needs.

Workload management. It’s crucial to ensure a reduced work week doesn’t lead to increased workload intensity for employees. This may involve streamlining processes, prioritising tasks, and leveraging technology to improve efficiency. Clear communication and collaboration are essential to ensure a smooth transition.

Client communication. Maintaining client satisfaction is paramount in any business. Companies need to communicate clearly about any changes in availability and ensure that client needs are still met effectively. This may involve adjusting service hours, utilising technology for communication, and setting clear expectations.

Measuring success. To ensure the effectiveness of a four-day workweek, companies need to establish clear metrics for measuring success. This may include tracking productivity, employee satisfaction, absenteeism rates, and client feedback. Regular evaluation and adjustments are crucial to optimise the model.

Flexibility and inclusivity. It’s essential to recognise that a four-day work week may not be suitable for all roles or industries. Companies need to be flexible and consider alternative arrangements for those who require them. This may involve offering compressed hours, staggered schedules, or a combination of remote and on-site work.

Also Read: Is Southeast Asia ready for 4-day work week?

The future of work is four

The evidence overwhelmingly supports the four-day work week as a viable and beneficial model for the future of work. It’s time for organisations and policymakers to actively embrace this shift.

Business leaders can initiate pilot programmes to test the four-day work week within their organisations, gathering data and adapting the model to suit their specific needs.

Employees must be involved in the process. Leaders can seek their input and address their concerns to ensure a collaborative transition.

Investing in technology and training will equip teams with the tools and skills needed to thrive in a more focused and efficient work environment.

Policymakers have a significant role to play as well. Incentives and policies that promote flexible work, such as those in Malaysia and Singapore, can encourage businesses to adopt the four-day work week. Governments can also fund further research into the long-term impact of a four-day work week across sectors.

The four-day work week presents an opportunity to redefine our relationship with work, prioritise wellbeing, and unlock human potential. By embracing this change, we can create a more productive, equitable, and sustainable future for all.