According the non-profit organization 4 Day Week Campaign nearly 200 UK companies have switched to a 4-day work week permanently – and that trend shows no signs of slowing down.
The Telegraph reported that Angela Rayner’s staff made headlines in the last month by demanding a shorter work week. The Deputy Prime Minster of the United Kingdom may be embracing the change that is in demand, but many HR teams and leaders will do the same in the near future.
I sympathise with Rayner’s civil servants, and believe that a 4-day work week would be beneficial to both her staff and communities they serve. Peak PEO has been implementing the four-day work week for more than a year, with no increase in hours or pay reduction. In that time we have seen a significant rise in staff engagement, productivity and satisfaction.
Although I understand that changing from a 5-day work week to a 4-day format, which we’ve had since 1900, can be an intimidating step, it is one worth taking. HR teams need to manage the change with care and consideration, and must balance the needs of both the employee and the business. Still interested? Here are some of my best tips on how to implement a four-day work week the right way.
Make sure your policy covers a “true” four-day work week
To be clear, I do not mean a week where employees have to work four hours per day to get a free fifth. I’m talking about a “true” four-day work week with no extra hours or pay reduction. It is not as beneficial to employees or businesses. This goes against the core principle of the four-day work week, which is to give people their time back instead of redistributing it. Employees lose out because they spend more time at their desks during the four days that they are working. Get your policy right and everything else will follow.
Success could begin with a stepping stone
In 2023 I introduced a policy of four-day work weeks in the form ‘Ultra Flexible Fridays’. My staff could use Fridays for work, if they felt it was necessary. Or they could spend the day as they pleased. It worked, but I observed that some staff members, particularly senior team members, remained online to check emails and messages on Fridays. In October 2024 we will have a four-day week where any additional day off would be treated the same as a Sunday or Saturday. Although Ultra-Flexibles Fridays didn’t work as well as I had hoped, they helped my staff get used to a four-day week. They also acted as a step towards our success. You should try a similar strategy to see how your staff responds. Do they continue to work on their day of rest? Why? Are they concerned? What can you do to help?
Give the idea time to grow.
For an organisation to successfully implement a four-day work week, the initiative must come from top to bottom. Senior leaders need to be fully behind it. It can take some time before the benefits are apparent and the process is developed. You will be amazed at how this can transform your company. We found that our employees are spending their free time volunteering, which has improved their self-esteem and confidence.
Start a schedule and split the team
It’s time to get down to the details. In most cases, having everyone off at the same time can cause issues. What happens if an urgent matter comes up on that particular day? Who will answer emails? It is important to split your team into groups that have different days off so you can ensure coverage throughout the week. We rotate our staff regularly to ensure that everyone is treated fairly. We have also noticed that the atmosphere is more relaxed when the majority of the team are off on Mondays or Fridays. This allows for deeper work to be done.
Splitting the team is a great way to make the most of three days. You can clear the slate of all meetings and concentrate on the days where everyone is together. A week could look something like this: intensive work, important meetings, and the weekend. Remember to include this extra time in your planning process.
Communication is the key
Communication is key to a smooth transition and the maintenance of a four-day work week. It is a relatively new concept and may cause some unease. Plan and communicate changes well – via meetings, emails, and Q&A sessions to inform your employees about the process. Establish clear channels of communication for your staff to ask questions or raise concerns once the four-day week has been implemented. This will increase their engagement and help them become ambassadors for this initiative.
