Trial finds four-day work week boosts employee wellbeing and productivity

After testing a four-day work week across 61 companies in the UK, researchers found the trial was successful both economically and productivity-wise

61 companies in the UK reduced their working hours by 20% for all staff, for a six-month period starting in June 2022. This trial proved to have major success, as there were no changes to wages, and most of the companies retained full-time productivity targets.

The four-day work week, first tested in New Zealand, and later in Ireland, not only improved productivity in workplaces but also significantly reduced rates of stress and illness for employees, too.

With a 65% reduction in sick days, over 70% of employees reported having lower levels of “burnout”, with almost 40% reporting less stress to the traditional five-day work week.

Research for the UK trials was conducted by the University of Cambridge, Boston College and the think tank Autonomy, with the trial being organised by 4 Day Week Global in conjunction with the UK’s 4 Day Week Campaign.

How did this four-day work week affect the companies?

18 companies made the four-day work week permanent

Organisations involved in the trial ranged from online retailers and financial service providers to animation studios and a local fish-and-chip shop.

Of the companies that took part in the UK pilot programme, 56 out of 61 intend to continue with the four-day working week, with 18 companies confirming the change as permanent.

With more productivity, some companies even increased their revenue marginally by 1.4%, but revenue mostly barely changed during the trial period.

Levels of anxiety and fatigue decreased across the workforces

Exploring the effects of the extra day off, researchers noted that self-reported levels of anxiety and fatigue decreased across employees, stating that general mental and physical health had improved.

Many survey respondents said they found it easier to balance work with both family and social commitments: 60% of employees found an increased ability to combine paid work with care responsibilities, and 62% reported it easier to combine work with social life.

Sociologist Prof Brendan Burchell, who led the University of Cambridge side of the research, said: “Before the trial, many questioned whether we would see an increase in productivity to offset the reduction in working time – but this is exactly what we found.

“Many employees were very keen to find efficiency gains themselves. Long meetings with too many people were cut short or ditched completely. Workers were much less inclined to kill time, and actively sought out technologies that improved their productivity.

“Almost everyone we interviewed described being overwhelmed with questions from other organisations in their industry that are interested in following suit.” said Burchell.

By the end of the six-month trial, many of the managers said they could not imagine returning to a five-day week.

Many of the managers said they could not imagine returning to a five-day week

How did weekends and workplaces differ before and after the four-day workweek trial?

The researchers conducted numerous extensive interviews with employees and company CEOs before, during and after the six-month trial.

How did companies operate reduced working hours without compromising on targets?

• Shorter meetings with clearer agendas
• Introduction of interruption-free ‘focus periods’
• Reforming email etiquette to reduce long chains and inbox churn
• New analyses of production processes
• End-of-day task lists for effective handovers or next-day head starts

A few companies in the trial attached strings to the reduced hours, including fewer holiday days, agreements that staff could be called in at short notice, or a “conditional” four-day week: one that only continued while performance targets were met.

When employees were asked how they used the additional time off, by far the most popular response was “life admin”: everyday tasks they might miss out on for not having enough time to do them, like shopping and chores.

Plenty of employees explained how this allowed them a proper break for leisure activities on Saturday and Sunday. From sports to cooking, music making to volunteering. Some people developed new interests, while others used the time to get professional qualifications.

For some parents of young children, a midweek day off meant bigger savings on childcare expenses, too.