4-day week: "A clearer focus on outputs over inputs may be just the thing to jolt the British economy into action"

I witness countless capable women stuck in roles far below their potential, simply because these positions offer the flexibility they need. After losing my husband to cancer during maternity leave, I left a job I loved because a four-day work week wasn’t an option. Whilst it might be a logistical nightmare to deliver for some businesses, we’re currently driving away talented workers who could contribute so much more if flexible working options were prioritised.

If implemented well, the potential benefits of the 4-day week for employees are wide-ranging, with positive impacts for individuals, their teams and business performance. We worked with Highgate IT Solutions in 2023 to evaluate their '4DW' trial and discovered that giving employees the option of time back with no loss of pay benefited their work/life balance, mental health and overall wellbeing. The results showed the new work pattern improved workplace resilience through the development of new skills, enhanced flexibility and adaptability, and functioning with greater focus, productivity, engagement and performance. They never went back. However, introducing flexibility also has potential to undermine team relationships and derail business objectives if not handled carefully. Highgate found that keeping staff at the centre of planning, by providing training and a buddy system, was crucial to ensure they were well supported and to make changing work patterns sustainable.

A clearer focus on outputs over inputs may be just the thing to jolt the British economy into action. This comes instinctively to the very best leaders, the very best companies. They invest in their people; they give space for initiative and creativity. Unsurprisingly, they recruit and retain the best. This plan throws down the gauntlet. It may be just the catalyst employees and business need. This plan, at least on face value, may be difficult to reconcile with the government’s stated drive for growth. Yet the apparent contradiction may not withstand considered reflection. We're in a race for scarce talent and the expectations of the workers of today and tomorrow bear little comparison to those of former generations.

Empowering workers with the right to request a four-day week is a bold step towards modernising our work culture. While it promises enhanced work-life balance and potential productivity gains, it must remain an option, not a mandate, to accommodate diverse business needs and economic realities.

Whilst this law change sounds like a continuation of the drive towards an entirely employee-led world, there are commercial positives. The 4 day working week is very common in the NHS and already works very successfully. Constant developments in tech means a 4 day working week does not automatically mean businesses have to stop on the 5th day - not everyone wants a Friday off. And with thought, some office roles can still be hugely successful on a 4 day productive week - opposed to stringing it out over 5. Allowing a 4 day productive week (importantly, under the requirement that business goals are still met) could mean that you have a more productive and motivated workforce as they are able to meet their outside needs/goals whether its caring for family members, volunteering, or other outside interests, without the stress of trying to 'do it all'. A motivated workforce is a psychologically safe workforce and they're less likely to turn their heads for an extra £5k elsewhere.