By Ashley Snodgrass, Employee Benefits Analyst
Employers are reaching for new tactics in the war for talent. Beyond a rich benefit package, solid leadership, and opportunities to improve, employers are innovating to set themselves apart from the competition.
I write as neither an advocate nor adversary of this movement. My goal is not to highlight the challenges or the benefits. Instead, I invite you to investigate the motives behind the movement, and evaluate whether why or why not the four-day work week would benefit your company.
First, let’s understand the definition of the four-day work week. The idea is not to shift to a 10-hour day schedule, 4 hours a week, for the same 40-hour work week. Instead, a 34-hour work week (4 days a week, 8.5 hours a day) is commonly proposed. The intention is still to maintain the same level of productivity as in a 40-hour work week, same level of pay, but with a renewed focus on work-life balance, with three days off each week.
Companies who are trying this out have been met with a wealth of benefits. Increased retention, increased applicants for jobs, and improved wellness among employees to name a few. The first pioneering companies paved the way with such success, that entire countries are now considering the data, and running their own tests. Currently, the U.K. launched a six-month experiment with 70 companies to test out the four-day work week.
I’ve included links to several articles below that highlight the four-day work week. I encourage you to read through them when evaluating the needs of your company.