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Flexible working appears not to be the only change employees have been asking their bosses to consider since the pandemic. The number of requests for a shorter working week has soared, with a recent survey suggesting that a third of British workers are actively seeking a four day week in 2022. In fact, the study by Censuswide found that 8% had already agreed terms with their employer. Those who were still negotiating claimed they would leave their jobs if their request was denied
The concept of a four day working week is nothing new. In fact, it was a key policy of Jeremy Corbyn’s Labour Party. The difference now is that employees are rethinking their working week post-Covid, whilst at the same time employers are more open-minded about workplace flexibility.
The research for the Censuswide report found that demand for a four-day week is being driven by under 45s. Only 20% of over 55s think it is a good idea.
A fifth of 35 to 44 year olds say they are preparing to quit their job to find a new role that offers better working terms, while more than 16% plan to ask their current employer for a shorter working week in 2022. Meanwhile, 18% of 25 to 34 year olds and just over 15% of 16 to 24 year olds, also said they were prepared to quit their job to find one offering a four-day work week.
New York-based crowdfunding platform Kickstarter is trialling a four-day week. Staff will receive the same pay but work less hours, the idea being that people will be more focused in those days. Kickstarter CEO Aziz Hasan said: “If our time and attention is focused as best as it can be in those four days — can we have a more potent impact on the things that we care about from a professional standpoint, so that it opens up so much more range for us personally?”
It may sound like a crazy idea until you consider that Microsoft tried it out in their Japan offices and saw a 40% increase in productivity. Online bank Atom adopted a four day work week for its 430 workers. There was no loss of pay and working hours overall for the week only dropped by 3.5 hours, meaning employees work longer hours on four days and have one weekday to themselves.
Other advantages that are often talked about when promoting the idea of a four-day week include:
There are of course plenty of arguments against. Clearly, a four-day week will not suit every business and will require reorganisation of systems and processes. Consideration should also be given to the fact that cramming more hours and work into fewer days could lead to increased stress and, in fact, undo all the good intentions in relation to staff wellbeing.
From an employment law perspective, employers will need to think about how fewer working days will affect holiday entitlement. If staff choose to blend office and home working, businesses will need to clarify what days will be spent in the office and which will be worked remotely. Team dynamics will need to be taken into consideration, especially where tasks are shared between several people and handovers may be required.
The message that is coming out loud and clear, from the many surveys that are being carried out at the moment, is that employees want more flexibility around when and where they work. Employers are now almost expected to embrace this and to offer an open door (and mind) to negotiations. When it comes to attracting good people and keeping them in your organisation, a bit of flex seems best.
For advice on how to integrate your approach to employment law with your company culture and strategy, we are here to help. Contact Richard Port rport@boardside.co.uk to arrange a chat.
You may also be interested in our article on The Right To Request Flexible Working