What Women Should Know Before Advocating For A Four-Day Workweek

The idea of the four-day workweek is gaining momentum. In The American Psychological Association’s 2024 Work in America survey, 22% of respondents stated their employer already offers one, an increase of 5% from the previous year and 8% from the year before that. Two-thirds of those surveyed believed that during their lifetimes, the four-day workweek will be the norm.

They may be right about that. 

Several countries have already implemented shorter workweeks. In the US, Senator Sanders of Vermont and Representative Takano of California have both introduced bills proposing to reduce the standard workweek from 40 to 32 hours without loss of pay. 

The traditional 40-hour workweek was established by the Fair Labor Standards Act in 1940. Since then, we have undergone major changes in technology, the rise of remote/flexible work, and the prioritization of quality of life. A six-month four-day workweek trial in the UK, the largest to date, which included 2900 employees across 61 companies, resulted in increased employee well-being, work-life balance, and overall satisfaction. 

As such, a four-day workweek simply makes sense! But before you advocate for one, here are some things you should know: 

Is a four-day work week suitable for your business? For some professions, it may be, for others, it may not. It all depends on how your company functions and what its particular needs are.

First, ask yourself how receptive leadership is to such a model, as it would only be possible with leadership buy-in. Review your current HR policy. Does it support custom scheduling? If it doesn’t, how feasible would it be to make that shift? 

Furthermore, what are your clients’ expectations? If clients require regular support, customer satisfaction may be affected if shorter hours are implemented. 

The most important question, however, is: can the work be done in fewer days? Although a 2021 study in Iceland found that productivity levels either increased or remained the same after the implementation of a four-day workweek, some workforces may struggle, leading to additional costs in overtime and/or hiring additional staff.

Some work reduction models compress 40 hours into four days (e.g. 10-hour workdays), while others reduce weekly hours while providing full pay and benefits (e.g. 32-hour workweek). 

The latter model is contingent on the 100-80-100 rule, where the expectation is that employees maintain 100% of their productivity while working 80% of the time and getting 100% of their pay. 

Regardless of the model, some businesses may display resistance. As such, be prepared to compromise. Rotating Fridays off or implementing hybrid approaches may be a great solution. It may also be helpful to start with a pilot program to test it out. 

The four-day work week has many benefits, particularly for women who tend to be the caregivers in the family. Before and after data for the UK study found that 39% of employees were less stressed and 71% had reduced levels of burnout. Anxiety, fatigue, and sleep issues decreased, while mental and physical health improved. 

A shorter workweek also benefits the environment due to less commuting time. However, when making the case for the four-day workweek, the framing should be around the organization’s vision, mission, and values. Focus on productivity, retention, and costs, not individual needs. 

Luckily, the data supports this as well. The UK study showed that company revenue increased by 1.4% and turnover decreased by 57%. The trial was so successful that 92% of those participating chose to continue the four-day workweek after it was over. 

Research shows that women face more pushback when negotiating for flexibility, even when they frame it as a business need. This may lead to women being unfairly seen as less committed when seeking alternative schedules. It’s not something you should let stop you, but something to keep in mind as you tailor your approach. 

The four-day workweek may not be a one-size-fits-all solution, but with strategic planning, it could be a transformative step for many organizations.