Work is constantly changing, and work time is an excellent example of this, although it is a slower change. Shifting from a six-to-five-day workweek was a radical idea when it was introduced at the beginning of the last century. It originated in the United States, and one approach argues that it emerged during the Great Depression when President Roosevelt introduced a large-scale work-sharing program that later became a permanent forty-hour workweek (Ashford & Kallis 2013).

We are now in a similar situation when shorter workweeks and their benefits and pitfalls are discussed for changing the status quo towards a four-day workweek.

This blog text summarizes the main findings of a case study, which analyzed experiences of a four-day workweek from an organization’s and its employees’ perspectives in Kasvu Labs, Finland.

The company is a global, decentralized network of designers and technology experts who combine business, design, and technology to develop mission-critical technology for their clients. From the early start of the company, it was working remotely, and shortly after, a four-day workweek was introduced and carried on to this day.

A Four-day Workweek. Why now?

Some reasons for a four-day workweek are, for example, decreased employee motivation, productivity, mental and physical health (Hancock 2021), increased number of burnout cases, absenteeism, and turnover rates (Lewis, Stronge, Kellam & Kikuchi 2023), forcing employers to think outside the box on how to tackle these obstacles.

According to surveys in the US and UK, some people are willing to prioritize work-life balance over better pay or other benefits (Morgan 2023). The rationale and the aim of a four-day workweek is to provide support for employees’ lives outside the workplace and simultaneously maintain productivity at work.

The Benefits of a Four-day Workweek

The four-day workweek can have several benefits both for organizations and employees. Increased leisure time can benefit the employees’ mental and physical health. When employees in Kasvu Labs were asked, they felt that three-day weekends enable them to fully disconnect from work-related matters and make them more energetic. They also feel that this relates to increased work motivation and productivity.

In the long run, this can enhance employees’ well-being at work because they have continuous possibilities for rest. A four-day workweek can thus improve employee’s well-being because they have more opportunities to spend time with their families and friends.

Simultaneously, a four-day workweek can enhance the organization’s image as a socially responsible employer who regards its employees’ well-being and work-life balance to accomplish its objectives. This can be especially important in employee attraction and retention.

How to prepare for a four-day workweek?

Organizations considering trying a four-day workweek should consider the following while preparing for a change in workweek arrangements. The following list can be a starting point.

1. In organizations, people must be open and willing to discuss the four-day workweek arrangement. Importantly, acknowledge that only some of the benefits can have a monetary value; the impact goes beyond the organization and its employees.
2. Consider the best type of four-day workweek arrangement for the company. The phenomenon has many variations, such as fifth-day stoppage, staggered when taking alternating days off, or decentralized when departments work on different schedules, which indicate that the arrangement can be implemented in a broad range of businesses and industries.
3. Depending on the business, one might have to rethink work methods and identify ways to make tasks more efficient.
4. Be patient and realistic. As with any other process, it takes time and continuous adjustment, even after implementation, to see results.

A four-day workweek can bring multiple benefits to organizations and their employees. However, it is important to remember that every organization is unique and that one size does not fit all. Open discussions of its benefits and pitfalls should be discussed and evaluated. By doing so, organizations can find solutions suitable for their and employees’ needs.