The Four-Day Work Week in the UK: What Employers Need to Know

In recent years, the traditional five-day work week has been increasingly questioned in the UK and beyond. With shifting attitudes towards work-life balance, employee wellbeing, and productivity, many organisations are exploring innovative work models. Among these, the four-day work week has emerged as a particularly compelling alternative. This new approach offers the promise of increased flexibility and happier, more productive employees — but what does it really mean for UK employers? In this article, we’ll explore the four-day work week trend, flexible working practices, the impact on employee productivity, and what businesses need to consider when making this shift.

Understanding the Four-Day Work Week

The four-day work week generally refers to a compressed work schedule where employees work four days instead of five, typically with the same pay but fewer hours. Some companies adopt a strict 32-hour week, while others might allow employees to spread their usual hours over fewer days. The core idea is to reduce working time without reducing pay, with the goal of improving employee wellbeing and maintaining or increasing productivity.

In the UK, interest in the four-day work week has been growing steadily. According to a 2023 survey by the 4 Day Week Global organisation, 58% of UK workers expressed support for a shorter working week, while 48% of UK employers were open to piloting the model in their organisations. Furthermore, pilot trials run by the 4 Day Week Campaign UK have shown promising results: companies that trialled a four-day week reported a 25% increase in employee wellbeing and a 20% improvement in productivity compared to traditional schedules.

The UK government has also shown interest, with the Department for Business, Energy & Industrial Strategy (BEIS) highlighting flexible working as a key policy area to improve work-life balance in its 2022 review on labour market reforms.

The Role of Flexible Working

Flexible working arrangements are key to making a four-day week viable. Flexibility can include varying start and finish times, remote work options, job sharing, or compressed hours. The COVID-19 pandemic accelerated the adoption of flexible work, demonstrating that many jobs can be done effectively outside the traditional 9-to-5 office routine.

ONS (Office for National Statistics) data from 2022 indicates that approximately 46% of UK employees worked from home at least some of the time, and 30% reported having flexible hours. These trends provide a strong foundation for the adoption of four-day work weeks, as flexibility is integral to managing workload within reduced hours.

For a four-day work week, flexible working policies enable employees to manage their workload efficiently and balance personal commitments. Employees appreciate the autonomy to structure their time, which often leads to greater job satisfaction and loyalty. Employers who embrace flexibility signal trust and adaptability, creating a more inclusive and supportive workplace culture.

However, flexible working also requires clear communication, robust technology, and well-defined expectations. Employers must ensure that flexible schedules do not result in overwork on fewer days or blur the lines between work and personal life, which can negate the benefits of reduced hours.

Impact on Employee Productivity

A primary concern for many UK employers considering a four-day work week is productivity. Will fewer working days mean less output? The answer from numerous studies and pilot programmes is encouraging: productivity often stays the same or even improves.

When employees have more time to rest, pursue personal interests, and recharge, they tend to be more focused and motivated during working hours. The reduction in presenteeism—where employees are physically present but mentally disengaged—can significantly enhance work quality. Additionally, shorter weeks often lead to fewer sick days and lower employee turnover.

The UK-based 4 Day Week Campaign’s 2023 trial involving 30 organisations across various sectors showed a 20% increase in productivity alongside a 25% boost in reported employee wellbeing. Moreover, the campaign’s data showed that over 70% of participating employees felt less stressed and more motivated under the four-day schedule.

These results mirror findings from international studies, such as Microsoft Japan’s 2019 trial, but critically, they also demonstrate that the four-day week can be adapted successfully within UK workplaces and labour laws.

Challenges and Considerations for UK Employers

Transitioning to a four-day work week is not without challenges. UK employers must carefully assess whether this model suits their industry, workforce, and operational needs. Some roles, particularly in customer-facing or time-sensitive sectors like healthcare, retail, and emergency services, may find compressed schedules harder to implement.

Employers must also consider legal and contractual implications. Flexible working requests are protected by UK law under the Employment Rights Act 1996 and the Flexible Working Regulations 2014, but shifting to a shorter work week might require amendments to contracts or consultation with unions and staff representatives. Clear policies on working hours, pay, and performance expectations need to be established upfront.

Furthermore, while many employees welcome the change, others might find it challenging to condense their workload or lose income if pay reductions are involved. Transparent communication and pilot testing can help gauge employee sentiment and adjust the approach as needed.

Finally, cultural factors play a role. The traditional “face time” mentality in some UK organisations can resist change. Leaders must champion the benefits of the four-day week, demonstrating trust in their teams and prioritising results over mere presence.

The Future of Work: Integrating the Four-Day Week

As the UK navigates the post-pandemic work landscape, the four-day work week stands as a potential game-changer. Beyond improving individual wellbeing, it aligns with broader societal goals such as reducing carbon footprints by cutting commuting and office energy use, promoting gender equality by better accommodating caregiving responsibilities, and fostering more sustainable business practices.

Employers who successfully adopt a four-day week often find it gives them a competitive edge in attracting and retaining talent. According to a 2023 CIPD (Chartered Institute of Personnel and Development) report, 64% of younger UK workers rated flexible working, including shorter weeks, as a top priority in choosing employers, making the four-day week a valuable recruitment and retention tool in a competitive labour market.

To make this transition successful, companies should adopt a phased approach, starting with pilot programmes, gathering employee feedback, and measuring outcomes on productivity, engagement, and wellbeing. Leveraging technology for communication and project management is crucial to maintaining workflow efficiency.

How Prontus Can Help Businesses Shift to a Four-Day Work Week

Shifting to a four-day work week requires more than just adjusting calendars—it demands a fundamental rethink of work processes, culture, and technology. This is where Prontus steps in. As a leader in workplace transformation solutions, Prontus helps UK businesses navigate the complexities of flexible working and shorter work weeks.

Prontus offers tailored consulting services to evaluate your organisation’s readiness for change, design flexible work policies, and implement technology platforms that support remote collaboration and productivity tracking. Our expertise ensures that your transition to a four-day week aligns with legal requirements, employee expectations, and operational goals.

Moreover, Prontus provides training and change management support, empowering leaders and teams to embrace new ways of working with confidence. By partnering with Prontus, businesses can unlock the full benefits of a four-day work week—boosting employee morale, enhancing productivity, and building a resilient future-ready organisation.