Many Western countries have started adopting a four-day work week model to keep up with rapidly evolving workplace expectations. Southeast Asia aims to follow suit as countries like Singapore, Thailand, Vietnam, and the Philippines explore this work arrangement.

With diverse economies, ranging from manufacturing powerhouses to burgeoning tech hubs, and unique cultural nuances around work and leisure, Southeast Asia presents a fascinating case study for the feasibility and impact of a shorter workweek.

But how ready is the region to adopt a four-day workweek? Do the leading countries in Southeast Asia already have the right policies, infrastructure, and cultural norms to implement this model? How can businesses maximise the benefits of a shorter workweek?

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4-day workweek lessons from the pioneers

Numerous trials and studies have demonstrated the impact of having a shorter workweek, especially in European countries.

One of the most prominent examples is the recent UK trial involving 60 companies and nearly 3,000 employees. The results were overwhelmingly positive, with over 90% of the companies choosing to continue with the four-day week after the trial period.

Employees also reported significant improvements in work-life balance, mental health, and overall well-being, while companies saw no decrease in productivity and, in many cases, even reported an increase.

Iceland’s experience with the four-day workweek is equally compelling. Two large-scale trials conducted between 2015 and 2019 involved over 2,500 workers (approximately 1% of Iceland’s working population).

These trials resulted in widescale positive outcomes, with workers reporting reduced stress and burnout, improved work-life balance, and increased productivity. Notably, these improvements were achieved without any loss of productivity or output.

In New Zealand, trust and estate planning firm Perpetual Guardian conducted a trial in 2018 that found a 20% increase in employee productivity and a 45% decrease in stress levels after it transitioned to a four-day workweek.

While the specifics of implementation may vary, the underlying principle remains the same: the four-day workweek has been shown to reduce work hours while maintaining productivity and improving employee well-being.

As this wave of change sweeps across the globe, Southeast Asia has a unique opportunity to assess the applicability and potential benefits of a four-day workweek across its diverse economic and cultural landscape.

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Challenges and considerations for Southeast Asia

While the potential benefits of a four-day workweek are enticing, Southeast Asia faces unique challenges and considerations that need to be carefully addressed before widespread adoption:

Industry variations

Not all industries will operate in the same way when it comes to implementing a shorter workweek. Sectors such as manufacturing, hospitality, and health care – which often rely on continuous operations or have high customer demand – may find it more challenging to adjust their workflows and staffing to accommodate a reduced schedule. Tailored solutions may be required for different industries.

Economic development and wage structures

Southeast Asia encompasses a wide range of economic development levels. For countries with lower average incomes, implementing a four-day workweek without negatively impacting workers’ livelihoods could be a significant challenge. For example, industries reliant on hourly-paid work may need to adjust compensation structures to ensure fair pay for employees.

Company culture and productivity concerns

The success of a four-day workweek hinges on a shift in company culture. In some Southeast Asian workplaces, there may be a deeply ingrained culture of long working hours and presenteeism, which could pose a barrier to adopting a shorter workweek. Companies may need to invest in training and development programmes to help managers and employees adapt to a more results-oriented approach.

Legal and regulatory frameworks

Existing labour laws and regulations in many Southeast Asian countries may need to be revised or amended to accommodate a four-day workweek. Issues such as overtime pay, leave entitlements, and rest day requirements may need to be clarified and adapted to the new work schedule. Collaboration between governments, employers, and worker representatives will be crucial in this shift.

Infrastructure and technology

In some parts of Southeast Asia, internet connectivity and technological infrastructure may not be sufficiently developed to support the remote work arrangements that often accompany a four-day workweek. Ensuring that employees have access to the necessary tools and resources to work effectively from home or other locations will be essential for a successful implementation.

Addressing these challenges will require a nuanced and context-specific approach. Pilot programmes in specific industries or companies can provide valuable insights and data to inform broader policy decisions.

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The road ahead: Is a 4-day workweek feasible in Southeast Asia?

The feasibility of a widespread transition to a four-day workweek in Southeast Asia is a complex question with no easy answer. While the potential benefits are significant, the challenges are equally substantial.

A successful implementation will require careful planning, collaboration, and a willingness to adapt to the unique needs and circumstances of the region.

One promising approach is to start with pilot programmes in specific industries or companies. These trials can provide valuable data on productivity, employee well-being, and economic impact, helping to inform broader policy decisions.

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For example, a tech company in Singapore might experiment with a four-day workweek for its software development team, while a manufacturing plant in Vietnam could trial a shorter workweek for its production line.

Government support will also be crucial. Policymakers can play a key role by providing incentives for companies to experiment with shorter workweeks, such as tax breaks or grants. They can also help create a supportive regulatory environment by reviewing and updating labour laws as needed.

Social dialogue and collaboration between employers and employees are equally important. Open communication and a willingness to compromise will be essential to finding solutions that work for all stakeholders.

Workers’ concerns about potential wage reductions or increased workload also need to be addressed, while employers must have a guarantee that workers will maintain productivity amid the change.

The road to a four-day workweek in Southeast Asia may be long and winding, but the potential rewards are immense. A shorter workweek could lead to a happier, healthier, and more productive workforce, a more vibrant and diverse economy, and a more equitable society.