Vermont senator Bernie Sanders has introduced a bill for a four-day workweek. He believes people would have a better work-life balance by working 32 hours a week—without any salary reduction.
"Today, American workers are over 400% more productive than in the 1940s," he said when introducing the 'Thirty-Two Hour Workweek Act.' "And yet millions of Americans are working longer hours for lower wages than they were decades ago."
He's right that many Americans are working longer hours. According to the OECD, in a 2019-2022 survey, Americans worked 1811 hours a year, more than Italy (1694), the UK (1532), and Switzerland (1529).
Senator Sanders' comments come after the nonprofit 4-Day Week Global, which has been campaigning on this issue since 2019, onboarded nearly 200 companies in the past year.
4-Day Week Global, in collaboration with the think tank Autonomy, conducted a six-month trial of a four-day week in the UK. 71% of workers reported feeling less burnt out, and 48% were more satisfied at work. The study noted that, for many employees, anxiety and sleep issues decreased while mental and physical health improved.
Some other significant findings included:
- More than 90% of the 61 companies that took part continued with the four-day workweek
- Companies' income increased by around 1.4% on average
- There was a dramatic decrease (57%) in the likelihood of an employee quitting
- There was a 65% reduction in the number of sick days
It's unsurprising, then, that a 2022 Joblist survey of over 2,300 full-time US employees found that 94% of workers would enjoy a four-day workweek model.
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Could this be the solution to reducing burnout, prioritizing employees' well-being, and shaping a better working future?
As a leader, consider the following questions to determine how a four-day week would work in your business.
How Will You Manage Operational Demands To Ensure Everything Runs Smoothly?
It's essential to consider the specific needs of each department—customer-facing teams may require daily presence, whereas back-office functions might offer more flexibility. It may not be possible for everyone to take the same day off. Ensuring uninterrupted customer service and effectively managing critical tasks is crucial for maintaining efficiency and service quality in a shortened workweek. A comprehensive strategy accommodating these diverse requirements is essential for ongoing progress.
What Will The Structure Of The Four-Day Workweek Be?
While 4-Day Week Global, and indeed Bernie Sanders, advocate for reduced hours without a loss of pay, some companies have created different structures for their four-day week.
Some have been extending the work day to 10 hours on working days to ensure employees still work 40 hours but in four days. But, this may cause issues with fatigue and concentration during long days and even negatively impact those with families who rely on childcare.
Another suggestion has been to lower employee pay to match working only 32 hours instead of 40. This may work for some employees but not for many others who rely on maximizing their paycheck.
Remember that the positive results of these global studies—increased well-being and engagement, for example—have come from those who worked four regular 8-hour days for the same pay.
How Will Your Expectations Need To Shift?
If you proceed with a trial of a four-day week, with the same regular 8-hour day, the workload expectation has to shift. Yes, employees are said to be more productive on those four days, but you can't expect the same workload output as a five-day working week. If you do, you'll set yourself up for disappointment and overwhelm your employees.
This shift requires a new leadership mindset. The key is to focus on quality and efficiency rather than merely the number of hours worked or tasks completed.
How Will You Ensure Your Employees Don't Burn Out?
Without clear guidelines, employees might attempt to cram their usual five-day workload into four days, leading to potential burnout. As a leader, how will you recalibrate tasks and responsibilities to prevent this?
During a trial period of the four-day workweek, you can collect employee feedback. Have open forums and regular check-ins to hear their experiences and challenges firsthand. This ongoing dialogue will help you adjust expectations and processes as needed, ensuring employees feel supported rather than overwhelmed. Establishing open communication lines will not only prevent burnout but also build a culture of trust and responsiveness, which is critical for the success of this new work model.
Can You Ensure That No Work Communication Occurs On The Day Off?
Leaders must ensure their employees can be completely work-free when off. You must be the one to set the standard for your employees, as it's very likely that if you start communicating with them on their day off, they will need to reply.
To reinforce this boundary, consider implementing clear policies that discourage work communication on off days unless in cases of absolute emergency. Additionally, encourage your teams to plan workloads and deadlines in a way that respects the four-day schedule, ensuring that employees aren't left with tasks that spill over into their free time. By being a consistent role model and actively promoting these policies, you can build a culture where downtime is respected and valued, contributing to overall employee well-being and job satisfaction.
Learning more about the four-day workweek and what it could mean for your company is an important starting point. This change in work structure will require careful planning, open discussion, and clear guidelines.
As you consider this shift, engaging with all levels of your organization is crucial. The needs of the workplace are constantly evolving, and the modern workforce requires a forward-thinking, people-first approach that willingly transforms to enhance employee well-being, engagement, and productivity.
