How to Implement a Four-Day Work Week

In recent times, numerous businesses have expressed an interest in shortening the traditional work week. Japan, Iceland, and New Zealand are just some countries pioneering the introduction of four-day working weeks.

Shorter work weeks can help encourage a better work-life balance – resulting in healthier and happier employees. However, employers must ensure they fully understand what’s needed before implementing the change. If not, you could end up with and overworked employees.

Let’s take a look at how to implement a four-day work week arrangement that works for your business – encouraging growth, productivity, and success.  

How to implement a four-day work week arrangement into your business

Working a shorter week doesn’t mean less productivity and output for your business. In fact, if it’s done well, four-day working weeks can help encourage engagement, morale, and overall output.

Let’s take a look at ways to implement a four-day work week arrangement into your business:

Think about business suitability

The first step employers should take is thinking about whether a four-day work week is suitable for their specific business. You’ll need to consider how your productivity and output suits this working time arrangement.

For example, if your business is based on 24/7 customer support, a four-day work week might cause issues around availability and communication. Customers are left dissatisfied with your service and seek them from alternative rival companies.

Before implementing the scheme, you should consider whether a four-day working week is realistic within your business. And more importantly, if the arrangement encourages or stunts productivity and growth.

Calculate productivity and profitability

Employers must make calculative decisions before switching to a four-day working week. You’ll need to consider whether changing your work arrangement is a profitable choice or not.

For example, a shorter working week can result in less productivity and revenue. This isn’t a one-off incident. Without proper supervision, the loss is repeated weekly – resulting in overall financial losses across the entire working year.

Some businesses work better through a five-day working week, like customer service or IT departments. So, it’s important for employers to consider the outcome of the four-day arrangement, especially any potential losses in productivity and profit.

Inform all affected staff members

The next step to consider is informing all staff members that could be directly (and indirectly) affected by four-day work week arrangements.

Whilst the change might be welcome to some, employers need to find a good balance between introducing the change and protecting job satisfaction for all.

It’s also important to keep stakeholders updated on your four-day arrangements. They should know what the change includes, what is expected from employees, and what possible issues may occur during the transition.

Build a contingency plan

It’s crucial for employers to build a contingency plan that covers your four-day work week arrangement. The plan helps identify, control, and even minimise certain risks related to working shorter weeks.

Contingency plans also help employers make changes without causing direct business issues. This includes any impacts on staff, productivity, or overall work culture.

Employers should include all four-day working week terms into the contingency plan. With the right information, employees will be aware of all upcoming changes related to their work duties and environment overall.

Are there alternative methods to the four-day working week?

Working four days a week isn’t fully functional across all workplaces. That’s why it’s important for employers to consider the pros and cons of the arrangement before commencing them.

There are several alternative methods that might prove more beneficial compared to the four-day working week. For example:

• 9/80 schedules: This is when employees slightly increase their working hours over two weeks in return for one additional day off every other week. Employees benefit from additional paid holidays without reducing their hours or pay.
• Shorter working hours: This is when employees receive shorter working hours over a five-day period or more flexibility on Fridays. This eases work pressures on employees to complete their tasks before the end of each working day.
• Hybrid working: This is when employees are encouraged to increase their work-life balance without implementing shorter weeks. This can be done through being given more paid time off or working from home benefits.

Get expert advice on four-day work weeks with Peninsula

Every employer wants their staff to work in a happy and healthy manner. This comes from having a great personal and professional balance – which can be attainable through a four-day work week.

Remember, this arrangement comes with its own legal requirements which employers must adhere to. If not, you could end up underpaying, overworking, and burning out your valuable employees.

Peninsula offers expert advice for companies with four-day work weeks. We offer 24-hour HR advice – helping you deal with all payment entitlements. You can also download our free annual leave and holiday pay guide for further information.

Want to find out more? Contact us on 0800 028 2420 and book a free consultation with an HR consultant today.