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The results of the world’s biggest ever four-day working week pilot which took place in the UK have been revealed with almost every company that took part deciding to continue with a four-day week, with no loss of pay for workers.
In a report published today (21 February) by the think tank Autonomy and leading academics at the University of Cambridge and Boston College in the US, the results show that:
- Almost every company (92 per cent) that took part has decided to continue with the four-day week after the pilot. Of the 61 companies that participated, at least 56 are continuing with the four-day week, with 18 saying the policy is a permanent change
- The vast majority of companies were satisfied that business performance and productivity was maintained
- Over the six-month trial period, stress and burnout for employees both significantly declined with 71 per cent of employees reporting lower levels of burnout
- Reported levels of anxiety, fatigue and sleep issues decreased, while mental and physical health both experienced improvements.
- Measures of work-life balance improved. Respondents found it easier to balance their work with both family and social commitments, and were more satisfied with their household finances, relationships and how their time was being managed.
- Other key business metrics showed signs of positive effects. Companies’ revenue stayed broadly the same, rising by 1.4 per cent on average.
- There was a substantial decline (57 per cent) in the likelihood that an employee would quit, dramatically improving job retention.
- There was a 65 per cent reduction in the number of sick days
Organisations that took part in the pilot trialled a four-day week with no loss of pay for employees.
From a local chippy to large corporates, participating companies in the UK pilot provide products and services ranging from education to workplace consultancy; banking; care; financial services; IT software training; professional development and legal training; housing; automotive supply services; online retail; sustainable homecare; skincare; animation studios; building and construction recruitment services; food and beverage and hospitality; digital marketing; and comprehensive case management services for people recovering from traumatic injury.
Around 2,900 employees took part in the six-month trial overall, which kicked off at the beginning of June 2022 and was run by 4 Day Week Global in partnership with Autonomy, the 4 Day Week Campaign, and researchers at University of Cambridge and Boston College.
Last month, South Cambridgeshire District Council became the first local authority to trial a four-day week with very early results showing reduced stress levels for staff and no negative impact on service delivery.
Joe Ryle, Director of the 4 Day Week Campaign, said: “This is a major breakthrough moment for the movement towards a four-day working week.
“Across a wide variety of different sectors of the economy, these incredible results show that the four-day week with no loss of pay really works.
“Surely the time has now come to begin rolling it out across the country.”
Charlotte Lockhart, 4 Day Week Global Co-Founder and Managing Director, said: “We’re delighted to add these overwhelmingly positive results to our ever-growing evidence base in favour of reduced-hour, output-focused working. Not only do these findings demonstrate that the UK pilot programme was a resounding success, but it is encouraging to note that they largely mirror the outcomes from our earlier trials in Ireland and the US, further strengthening the arguments for a four-day week.
“While the impacts on business performance and worker wellbeing are expected and welcome, it’s particularly interesting to observe the diversity in findings across various industries. These results, combined with our previous research demonstrate that non-profit and professional service employees had a larger increase in time spent exercising, while the small group of construction/manufacturing workers had the biggest reduction in burnout and sleep problems. Certainly something to explore further in future pilots.”
Degree of caution
Also commenting on the trial results, Charlotte Morris, Associate Solicitor at esp Law, who is not affiliated with the campaign said the results need to be taken with a degree of caution due to the length of the trial period.
She said:“Many of the reported benefits of the four-day working week are only going to be truly identifiable long-term so it’s interesting to finally see results from a trial done at some length. Arguably though, given the prolonged period of time we work for, from leaving education to retirement age for most, a six-month trial is still not long enough to truly measure the impact a shorter working week will have.
“Businesses may be able to sustain it for 12 months but not for five or ten years, and, on the flip side, the positive impact that improved employee wellbeing can have will be best seen when you can compare staff absence, sickness rates and burnout over years. Therefore, results must be taken with a degree of caution and they may not be sufficient enough for us to see a seismic shift to a four-day week by businesses.
“There’s no doubt that there are benefits to a shorter week with full pay for employees and it can really help businesses with staff retention and recruitment. For some businesses it could be a no-brainer. For others it could be a headache.
“There are many practicalities for a business to consider. From what day people won’t work, what happens with part-time workers who already work a short week, how you calculate holiday pay entitlement and an abundance of contractual changes which must be made with employee buy-in. Businesses can’t simply change a persons’ contractual terms unilaterally.
“For those businesses that see this report and are considering implementing a short week as a result, then we would advise that you trial the short week first and that the execution of the trial must be well-advised. It must be clear that it is a trial that may not be implemented permanently and contractual agreements or proof of employee agreement to this may be required so you can revert back to a five-day week should you wish to.
“Alternatively, many of the benefits of the four-day week such as increased productivity, improved employee wellbeing, better work life balance and even a reduced carbon footprint can be found in offering a good flexible working policy for employees. This may be a positive move for the majority of businesses.”
Academics and campaigners will be presenting the results to MPs at an event being held in the House of Commons today.
FMJ in conjunction with Grundon Waste Management is pleased to launch the 2023 waste management and recycling survey which examines the ways in which FMs approach their waste management responsibilities.
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In this survey we’ve posed a series of questions which include insights into FMs’ waste management strategy and targets, how they’re moving towards zero waste targets, and the importance of not just meeting compliance targets but also ESG goals.
The results of the 2023 survey will be published in FMJ magazine and form the basis of a white paper co-written by FMJ and the experts at Grundon on how to approach waste and recycling strategies.
To take part click here.
