Research conducted by Henley Business School reported that up to 78% of employees feel happier and less stressed after switching to a 4-day workweek. With employee burnout on the rise, many companies are re-evaluating the concept of a five-day workweek and exploring the potential of a compressed schedule.
That being said, let's explore the statistics that showcase the impact of a four-day workweek on employees, businesses, and the future of work.
44 Eye-Opening Facts About the 4-Day Workweek
Here are 47 impressive stats regarding 4-Day Workweek:
General Statistics
U.S.1. 59% of US companies are willing to consider a 4-day workweek.*
Despite initial resistance from many business leaders, over half of companies are now considering a 4-day workweek, with 18% already taking steps towards implementation. This shift reflects growing recognition of the potential benefits of a shorter workweek.
2. 56% of employees prefer a 4-day workweek of 40 hours over a traditional 5-day schedule.
The statistics show a strong preference for compressed workweeks, where longer daily hours compensate for an extra day off. By working in a four-day week model, employees can more effectively utilize workload and personal time.
3. One of the most significant advantages observed in the UK’s four-day workweek trial was improved employee well-being. Comparative data from before and after the trial indicated that 39% of employees experienced reduced stress levels.
This improvement highlights the broader mental health benefits of the four-day model, as employees not only feel less stressed but also experience better work-life balance, enhanced job satisfaction, and increased overall happiness. Such findings support the growing advocacy for flexible work schedules prioritizing employee health and productivity.
4. 92% of companies experimenting 4-day workweek plan to continue it permanently.
Experiments with shorter workweeks have shown positive results, leading most participating companies to plan for permanent adoption. This trend suggests widespread acknowledgment of the model's benefits.
5. Women are 5% more likely than men to favor a four-day workweek for potential savings on childcare expenses.
This statistic highlights that a higher percentage of women, compared to men, see the reduced workweek as an opportunity to decrease childcare expenses. Parents can potentially reduce the number of days they require childcare services by having an additional day off, directly impacting their financial burden.
6. 58% of employees would opt for a 4-day workweek rather than a salary increase.
In a study by YouGov, nearly three out of five workers indicated a preference for a four-day workweek over a salary increase. This emphasizes the significant value employees place on work-life balance and personal time, possibly even more than monetary benefits.
7. A 4-day workweek could reduce carbon emissions by up to 20%, primarily by decreasing commuting-related pollution.
The potential environmental benefits of a shorter workweek underscore its relevance beyond individual well-being and productivity. By reducing the need for daily commuting, organizations can contribute to mitigating climate change and promoting sustainable practices.
8. Organizations adopting a four-day workweek reduced employee turnover by 57%.
This dramatic drop in turnover rates highlights the 4-day workweek's role as a powerful tool for employee retention. Reduced turnover saves costs associated with recruiting and training and contributes to a more experienced and cohesive workforce.
Productivity Statistics
9. Eden Cheng's company, PeopleFinderFree, implemented a four-day workweek and noticed a 40% boost in productivity along with significant cost savings on office expenses such as electricity and printing.
The significant rise in productivity can be attributed to employees experiencing better work-life balance, which reduces burnout and increases focus during working hours. This statistic supports the argument that well-rested and less stressed employees are more efficient and capable of delivering higher-quality work in a condensed period.
10. Microsoft Japan's experiment with a 4-day workweek led to a 40% boost in productivity.
The substantial productivity boost observed in the study underscores the effectiveness of a condensed work schedule in optimizing employee performance. By compressing work hours, employees may experience heightened focus and efficiency, leading to tangible gains in productivity.
11. In a 4-day workweek U.K.ial in the UK, employers noticed a 22% increase in productivity.
The improvement in productivity under a reduced workweek model challenges traditional norms about work duration and output. It suggests that work effectiveness does not necessarily decrease with fewer working hours and may, instead, benefit from refreshed and more engaged employees.
12. In 2022 trials of a four-day workweek, it was demonstrated that employees could complete all their usual tasks within 80% of the typical working time.
This finding reinforces that reducing working hours does not necessarily compromise work completion. Instead, it may encourage more strategic and focused work efforts, potentially leading to an overall more efficient use of time in the workplace.
Employee Well-being & Job Satisfaction
13. As per a survey, 78% of employees believe that shortening the workweek would positively impact their work-life balance.
Most employees view reducing workdays as a path to a healthier balance between their professional and personal lives. This perception is backed by the potential for three-day weekends, which provide more time for rest, hobbies, and family, leading to improved mental health and reduced burnout rates.
14. New Zealand's Perpetual Guardian implemented a four-day workweek and observed substantial improvements in employee job and life satisfaction. Moreover, 78% of employees reported effectively balancing their work and personal lives.
These findings suggest a reduced workweek improves overall job satisfaction and supports a healthier work-life balance, indicating a strong positive relationship between fewer working days and employee well-being.
15. The 4-day workweek pilot program participants reported a 33% decrease in work-related stress.
Less time spent at work means more time for relaxation and personal activities, which can lead to lower stress levels and improved mental health. This, in turn, contributes to a more positive and productive work environment.16. The UK four-day workweek trial revealed that average mental health score increased from 2.95 to 3.32. Also, there was a significant decrease in anxiety and negative emotions among employees. Average experiences of anxiety dropped from 2.26 to 1.96, and 54% of employees reported a reduction in negative emotions.
This significant reduction in mental health issues can be attributed to employees having an extra day to disconnect from work-related stressors, promoting better psychological well-being. Such improvements not only benefit the individuals but also enhance overall organizational health.
17. Companies that transitioned to a four-day week observed a 62% reduction in staff sick leave.
This substantial decrease in sick leave reflects the health benefits of an additional rest day. Employers benefit from consistent operational performance, while employees enjoy improved well-being. It further endorses the 4-day workweek as a mutually beneficial arrangement.
18. Almost 66% of employees view a shorter work week as an appealing benefit when considering job opportunities.
This statistic underscores the growing importance of flexible working conditions in the job market. Employees increasingly value time over money, viewing a 4-day workweek as a critical factor in job satisfaction and happiness.
Business Financial Impact
19. UK businesses adopting a four-day workweek model could collectively save an estimated £104 billion annually.
Implementing a shorter workweek has the potential to generate significant cost savings for businesses. By reducing operational expenses and boosting productivity, companies can improve their bottom line and achieve excellent financial stability in the long term.
20. Workplaces with a four-day workweek experience an approximate 23.1% reduction in energy and operational costs.
This reduction is achieved through fewer days of operation, which means less use of utilities such as electricity, heating, and air conditioning. The financial savings from these reductions can be redirected towards other strategic investments within the company, enhancing growth and innovation.
21. A survey reveals that 68% of businesses experienced more tremendous success in attracting and keeping talent with a 4-day work week.
In today’s job market, the ability to offer a 4-day workweek is a significant differentiator for companies seeking to attract top talent. This working model particularly appeals to the emerging workforce, which values flexibility and work-life balance.
22. The 4-Day Week Global report highlighted an average 15% rise in company turnover throughout the program.
Companies participating in the 4-day workweek trials reported a significant increase in turnover. This uptick in turnover demonstrates that companies can thrive financially without extending work hours across a traditional five-day week.
23. 66% of employers who have implemented a four-day workweek report that they have been able to reduce costs.
Implementing a 4-day workweek has proven to be a cost-effective strategy for many businesses. This cost reduction can be attributed to various factors such as lower utility bills, reduced office maintenance expenses, and decreased employee absenteeism. Furthermore, enterprises have observed increased efficiency and productivity, as employees tend to be more focused and motivated with the additional day off.
Artificial Intelligence & 4 Day Week
24. In organizations, AI is central to operations, 93% of senior leaders are either considering or have already implemented a 4-day workweek.
Integrating AI technologies in business operations significantly influences management's openness to flexible work schedules. AI-driven businesses tend to have streamlined processes and enhanced efficiency, which supports the feasibility of maintaining productivity with reduced working hours.
25. 29% of organizations implementing a four-day workweek extensivA.I.y use AI in their operations.
Incorporating genA.I.ative AI and other advanced technologies into business operations facilitates a smoother transition to a four-day workweek. These AI tools can automate routine tasks, enhance decision-making with predictive analytics, and provide real-time assistance to customers and employees.
Challenges & Concerns
26. Implementing a 4-day workweek would require a decrease in employee salaries, according to 62% of businesses.
Transitioning to a shorter workweek presents financial challenges for businesses, particularly balancing payroll with reduced working hours. Companies fear that to maintain profitability, they might need to cut wages, which could deter employees from supporting the change.
27. Nearly half (46%) of employees are concerned that a 4-day week might harm sales.
Employees worry that fewer working days could lead to missed sales opportunities, affecting the company’s revenue and, ultimately, their job security. This concern is particularly relevant in industries heavily dependent on continuous customer engagement and sales cycles.
28. According to a report, 41% of manufacturing employees, 38% of those in human resources, and 37% of workers in the travel sector believe that a four-day workweek is unrealistic for their fields.
Specific sectors, like healthcare, retail, and hospitality, face unique challenges in adopting a 4-day workweek due to their reliance on continuous service availability. These industries find closing operations for three consecutive days difficult without affecting service delivery and operational continuity.
29. 40% of employees are concerned that their workload will become challenging to manage with a 4-day workweek.
Compressing five days' wdaysnof to four naturally raises concerns about increased daily work intensity. Employees worry about the potential for heightened stress and longer workdays, which could offset the benefits of an extra day off.
30. 75% of businesses that have not adopted a four-day workweek cite the need to be available to customers as the primary obstacle.
A significant reduction in availability can hinder customer interactions, potentially leading to lost business opportunities and dissatisfaction. To address these gaps, companies need to explore innovative solutions like digital automation, flexible shifts, and enhanced online services.
Stats by Demographics
31. 65% of senior leaders within the 35-44 age range would consider or have adopted a 4-day workweek.
This statistic underscores the progressive mindset of middle-aged leaders, who are likely to balance career and family responsibilities. Their support for a 4-day workweek reflects a recognition of the benefits of enhanced work-life balance and modern workplace flexibility.
32. Only 45% of senior leaders within the 55-64 age range would consider or have already implemented a 4-day workweek.
While less enthusiastic than their younger counterparts, a substantial minority of Baby Boomer leaders are open to this idea. This shows a cross-generational acknowledgment of the benefits of more flexible working arrangements.
33. Morning Consult survey report showed that most Millennials (93%) and Gen Xers (88%) are leading the interest in adopting a shorter workweek.
For Gen Z, company ethics, social responsibility, and a sense of purpose are crucial factors in job satisfaction and career choices. This indicates a significant change in employee expectations and priorities across different age groups. This trend underscores the importance of companies cultivating and communicating strong values and creating a positive work environment to attract and retain young talent.
34. 78 percent of Gen X and baby boomer workers support a four-day workweek.
This trend highlights a growing acceptance across multiple age groups for flexible work arrangements to improve work-life balance and overall job satisfaction. Such preferences are not limited to younger generations, reflecting a widespread desire for shorter workweeks across the workforce.
4-Day Workweek Adoption Facts
35. 33% of companies provide condensed four-day workweeks, each consisting of 40 hours.
These organizations maintain a full-time workload but condense it into fewer days, which suggests a compromise between reducing hours and maintaining output. This model appeals to employees seeking more consecutive days off while satisfying employers’ needs for total productivity.
36. NeaU.S.all U.S. managers, 93% to be precise, prefer a four-day workweek for their team members.
Managers likely see the potential for boosted morale and productivity for workers in a 4-day week model, which can contribute to a more dynamic and efficient work environment. Their support is crucial for widespread adoption, as managerial buy-in can influence organizational policies and culture.
37. In the United States, over 15% of companies maintain a standard 32-hour workweek spread over four days.
Offering a reduced-hour workweek without cutting salaries is a bold move that U.S. or other U.S. companies are taking. While the number is still relatively small, it represents a significant shift towards prioritizing work-life balance and employee well-being.
Trends & Predictions
38. Experts predict that by 2025, 80% of businesses will have adopted more flexible scheduling options, such as shorter work weeks.
The anticipated widespread adoption of flexible schedules reflects evolving workplace norms influenced by increasing demands for better work-life balance. As businesses recognize the benefits of flexible working models, such as enhanced employee satisfaction and productivity, they are more likely to implement these changes broadly.
39. A majority of HR professionals, 54%, reported receiving more inquiries from employees about the possibility of adopting a four-day workweek.
This statistic reflects a growing demand among the workforce for greater flexibility and an improved work-life balance. HR professionals are at the forefront of navigating this shift, which underscores the need for companies to adapt to changing employee expectations.
40. 64% of business leaders anticipate that a four-day workweek will become standard practice in the coming 5 years.
Business leaders' expectation of a shift towards a four-day work week signifies a significant transformation in organizational culture and operational strategies. This trend is likely fueled by positive outcomes from early adopters, including increased productivity and employee well-being.
Stats by Country
41. A survey reveals that 28% of Poland workers favor a four-day workweek.
This statistic from Poland highlights a significant portion of the workforce advocating for shorter workweeks. As more Polish workers express this preference, it's likely to influence organizational policies and promote a shift towards more flexible working conditions in the region.
42. In a survey, 54% of Irish and German workers prefer a shorter workweek to a longer salary.
This preference among workers in Ireland and Germany highlights the growing value placed on work-life balance over financial compensation in Western Europe. It suggests a shift in priorities towards more personal time and less stress, potentially driven by higher living standards and reevaluating life priorities post-pandemic.
43. For 25% of employees in Hungary, a four-day workweek remains a dream.
This stat underscores a deep desire for change in the traditional workplace. Such a strong expression of hope for a shorter workweek might be driven by the current work conditions in Hungary, possibly characterized by long hours and high-stress levels.
44. Over 64% of UK businU.K.ses advocate for the introduction of a four-day workweek.
The strong support from UK businesses for a shorter workweek demonstrates a proactive stance in enhancing employee well-being and productivity. British companies are likely to recognize the strategic benefits of this model, which can translate into lower employee turnover and better overall company performance.
The above statistics reflect a growing global trend toward adopting a four-day workweek. To provide you with a clearer picture of the current status of four-day workweek adoption worldwide, we’ve crafted a chart below:
| Country | 4 Day Workweek Status | Working hours |
|---|---|---|
| Dominican Republic | Trial program | 36 hours |
| Scotland | Trial program | 32 hours |
| Lithuania | Permanent (applies for employees with children aged below three years) | 32 hours |
| Belgium | Permanent | 38 hours |
| Brazil | Trial program | 32 hours |
| Iceland | Trial program | 36 hours |
| Portugal | Trial program | 33 hours |
| United Arab Emirates | Permanent | 36 hours (4.5 days) |
| Spain | Trial program | 32 hours |
Source: EnterpriseAppsToday
4-Day Week Vs. Other Work Models - Statistical Comparison
The 4-day workweek is gaining traction as a potential solution to burnout, improve work-life balance, and even boost productivity. But how does it stack up against traditional and other emerging work models? Let's delve into the data:
1. Employee Preference
- 4-Day Workweek: There is a strong preference for the 4-day workweek among employees. About 86% of employees would prefer to work longer hours over four days rather than continue with a five-day workweek.
- Traditional 5-Day Workweek: Despite being the standard, the traditional 5-day workweek is increasingly seen as outdated and inflexible. According to the majority of workers, the conventional 40-hour, 5-day workweek is outdated and no longer suits modern work-life needs.
- Hybrid Model: The hybrid model combines remote and in-office work and is highly valued for its flexibility. A significant 63% of employees stated they would look for another job if their current employer did not offer remote or hybrid work options.
2. Productivity
- 4-Day Workweek: Many businesses report increased productivity with the 4-day workweek. For example, Perpetual Guardian, a New Zealand company, observed a 20% increase in productivity among employees when it reduced their weekly work hours from 37.5 to 30, while giving them an extra day off each week.
- Traditional 5-Day Workweek: Despite being the most common work model, research indicates that there are no inherent productivity benefits to the traditional five-day workweek.
- Hybrid Model: The hybrid model, which blends remote and in-office work, has been reported to increase productivity according to 58% of employees. This model provides flexibility, allowing employees to tailor their work environments and schedules to maximize productivity and balance personal responsibilities more effectively.
3. Burnout
- 4-Day Workweek: Surveys indicate a notable decrease in burnout rates with adopting a 4-day workweek. Approximately 71% of respondents reported lower levels of burnout when their workweek was reduced to four days.
- Traditional 5-Day Workweek: In contrast, the traditional 5-day workweek has been associated with higher burnout rates. According to survey data, 62% of respondents reported experiencing burnout "often" or "extremely often" under this model.
- Hybrid Model: Employees working in a hybrid model report significantly better outcomes in terms of energy and engagement with their work. They are almost twice as likely to feel energized compared to their full-time in-office counterparts.
4. Financial Impact
- 4-Day Workweek: The financial benefits of a 4-day workweek are evidenced by trials such as the one conducted by Microsoft Japan. The company saw a 23% decrease in electricity costs due to one fewer day of full-office operation.
- Traditional 5-Day Workweek: The traditional 5-day workweek does not inherently offer the same direct cost savings as the 4-day model. However, it remains widely used across various industries due to its predictability and alignment with standard business hours, which are crucial for continuous operational needs and customer-facing services.
- Hybrid Model: Transitioning to a hybrid model, where employees split their time between working remotely and at the office, presents significant potential for cost savings. Research indicates that employers can save approximately $11,000 per employee when they switch to remote work.
5. Work-Life Balance
- 4-Day Workweek: This model significantly enhances work-life balance by giving employees an extra day off each week. The trial found that 78% of employees felt they could more effectively balance their work and home lifee under a 4-day workweek.
- Traditional 5-Day Workweek: In contrast, the traditional 5-day workweek often hinders work-life balance. A significant 89% of respondents reported that their work-life worsened under this model.
- Hybrid Model: The hybrid work model also offers substantial improvements in work-life balance. According to a study by Cisco, around 79% of workers believe their work-life balance has improved by working in a hybrid work model.
Wrapping Up
The data and insights presented in this blog underscore the transformative potential of a four-day workweek. As businesses continue to adapt to the changing dynamics of the workforce, adopting a four-day workweek can be a strategic move towards sustainable growth and employee well-being.
Visit our job board for job seekers looking to join companies that value work-life balance and innovative work practices. Our platform offers multiple remote 4-day workweek job listings from renowned companies that provide the four-day workweek model.
