As the UK government considers expanding flexible working rights, the possibility of a four-day workweek for full-time employees is gaining traction. This move could significantly impact the mental health and well-being of workers, especially in the current economic climate, where burnout is becoming increasingly common.
Since April, UK employees have been able to request flexible working arrangements from their first day on the job. Now, the government is proposing to make it more challenging for employers to deny requests to compress the standard five-day workweek into four days.
The idea of a four-day workweek has long been promoted as a solution to the rising levels of burnout among UK workers. The economic pressures of recent years have intensified workloads, pushing stress levels to unsustainable heights. According to Telus’s Mental Health Index, 44% of workers report feeling mentally and physically exhausted by the end of the day. This exhaustion has led one in five workers in the UK to take time off in the past year due to stress-related mental health issues.
Potential Benefits of a Shorter Workweek
Advocates argue that a shorter workweek could alleviate some of this pressure. A three-day weekend might offer a better work-life balance, more time to recover from the demands of the workweek, and reduced childcare expenses. Additionally, it signals to employees that their contributions are valued.
Dr. Daniel Shore, a social behavioral scientist and co-founder of MultiTeam Solutions, believes that a four-day week could enhance workers’ mental health by giving them more autonomy and control over their schedules. “Choice is most clearly provided by employees choosing how to spend their extra time off each week,” Shore explains. He adds that allowing employees to select which day they take off and how they structure their tasks could yield positive mental health outcomes.
The potential benefits of a four-day workweek were highlighted in the world’s largest trial of this working model, which concluded last year. More than 2,900 employees across 61 companies participated in the six-month trial, receiving an additional day off each week without a reduction in pay. The results were overwhelmingly positive: 71% of participants reported lower levels of burnout, and 39% experienced reduced stress. Additionally, there was a 65% reduction in sick days, and staff retention improved. Notably, company revenue remained stable, even slightly increasing for the 23 organizations that provided data.
Challenges and Considerations
However, the government’s proposals differ from the official Four Day Week Campaign, which advocates for a reduction in working hours without a pay cut. Under the government’s plan, workers would still be expected to work the same number of hours, potentially compressed into longer shifts over four days.
Dr. Shore notes that while a well-implemented four-day week could reduce stress, there are potential drawbacks. “If an employee is getting the same amount of work done in less time, it could increase their sense of competence,” he says. “But if they struggle to complete tasks within the compressed schedule, it could have the opposite effect, increasing stress.”
For industries that rely on shift work, the four-day model could introduce additional challenges. If employees are required to cover for colleagues on their days off, they may experience reduced autonomy, leading to lower motivation and higher stress levels. Moreover, if workers need to extend their hours or work overtime to meet their targets, the anticipated mental health benefits could be negated.
Making a Four-Day Week Work
To successfully implement a four-day workweek, employers must take a thoughtful approach. Engaging employees in discussions about their needs and preferences regarding flexibility is crucial. “Involve employees in conversations around how expectations are going to shift and hear their preferences around adapting workflow, tasks, projects, and priorities to meet those expectations,” Shore advises.
Employers should also reset goals to align with the new schedule, allowing for an adjustment period as employees adapt to the four-day workweek. “Competence is about feeling confident that you’re doing something successfully,” Shore says. “This includes navigating the new work schedule as well as the work itself.”
Finally, it’s essential to involve employees in evaluating the effectiveness of the four-day week. “Giving employees an opportunity to participate in leadership-level behaviors, such as this process, is another way to build a sense of choice,” Shore adds.
As the UK government moves closer to making the four-day workweek a reality, the potential benefits for employee mental health are clear. However, careful implementation and consideration of the challenges will be crucial to ensuring that the shift to a shorter workweek is a positive change for both workers and employers.
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