Flexible working: The pros and cons of a four-day working week

By Adam Turner.
03 Feb 2025

With the Government’s Employment Rights Bill potentially opening the door for increased flexibility when it comes to working, a four-day week might very soon become a possibility for employees. 

Employers will have to prepare for this eventuality as the improved rights means that all workers would be entitled to flexible working, and potentially a four-day week, from day-one of employment. This is the case across the board except where this would be "not reasonably feasible". 

With that said, there has been a steady increase in the number of companies experimenting with a four-day working week that have seen positive results. So, as an employer how do you make an informed decision as to whether this model would be ideal for your business, or not?

For award-winning, professional advice, talk to our expert team of employment law specialists. Call Croner today on 0808 501 6651.

Image representing a flexible working week, with four working days.

Advantages of a four-day working week

It might be easy to jump to a knee-jerk “no” response, as a business owner, when faced with the prospect of employees working a four-day week.

However, there have been some success stories from businesses who have adopted this as the norm. Before you rule out the possibility, you should assess your options and weigh up the advantages. 

A four-day week could help reduce business overheads

Operating a business premises requires certain overheads such as energy bills, water and utilities, maintenance and many more. With one less day utilising these, there may be an opportunity for business owners to save money.

According to a study in 2021 (published by Henley Business School) 66% of businesses employing a four-day week showed a reduction in costs. 

Greater employee productivity

One of the biggest findings that businesses who have trialled a four-day week have reported is  an overwhelmingly positive impact on employee productivity. One example of a company in New Zealand found that 78% could better effectively manage their work and home life, leading to improved productivity. Similarly in Iceland, studies showed that productivity either increased or was maintained amongst the companies that were included in the trails. 

Improved recruitment and retention

Flexibility is something that can prove to be a big pull for employers looking to recruit. According to 4 Day Week Global, 63% of employers found that they were better able to attract talent when implementing a four-day week.  

Less absenteeism and presenteeism

4 Day Week Global, reported that in those organisations who trailed a 4 day week across 6 continents, 64% of businesses reported a reduction in burnout and a 54% increase in work ability. This was also coupled with a 42% reduction in employee resignations. When it comes to employee wellbeing, a four-day week might be a possible move to ensure that your staff’s health is prioritised.  

Disadvantages of a four-day working week

With the figures showing such positives, you might be tempted to rush implementing a four-day working week into your business, but as with all things there can be a negative side to introducing a four-day week. And this mostly (but not always) due to how the scheme is implemented and the industry sector you business belongs to. 

Not suitable for every business and industry sector

One of the biggest pitfalls is that whilst a four-day work week might benefit the nine-to-five office worker, there are some business models that this may not suit, at the very least without some rigorous planning and additional resources that might not be feasible for some organisations. 

If you are considering moving to or trialling a four-day week, then it is vital that you plan the changes methodically to ensure that you get the most out of it. However, even with meticulous planning you may find that a four-day week doesn’t work for your business.

Certain industries such as transport, emergency response services etc, may also struggle to adapt to the schedule challenges that a four-day week inevitably creates.

Longer hours could lead to increased employee stress

In a lot of scenarios a four-day week will still entail forty-hours of working time. This means that the standard 8-hour day will shift to a 10-hour day. Whilst initially employees might prefer this as the extra block of time off a week enables them to do more with their personal time. Some employees might find the additional 2 hours a day to be detrimental and increase stress levels, decrease motivation, resulting in tiredness and potentially leading to burnout. 

Scheduling and coverage

Another challenge that could potentially cause issues with the implementation of a four-day working week, especially where flexibility is concerned, is making sure you have enough staff to cover throughout the week. This is particularly relevant if your business is part of a service industry such as hospitality etc, where a standard working week doesn’t typically stop on the weekends. This could result in understaffing if your business doesn’t have the resources available, causing work related stress to other members of your workforce, left to cover the workload.  

Might not be the preference of every employee 

Finally, some employees might not benefit from a four-day working week, particularly if the typical 40 hour working time is condensed into a four-day period. This could have a knock on effect on some employees' work-life balance, such as working parents who have to rely on childcare, with the longer workday being impractical for making arrangements. 

Need advice about dealing with flexible working requests? 

Talk to our expert employment law specialists today. We can help you navigate the new legislation when it comes to flexible working requests, by ensuring your policies documentation and contracts are all up-to-date, as well as offering expert advice 24/7. 

Ensure compliance with The Employment Rights Bill as well as the latest HR best practice and Health and Safety legislation with Croner, today. 

Call 0808 501 6651.

About the Author

Image of Croner employee Adam Turner

Adam has been with Croner Reward for 3 years. He has over 15 years’ experience working with various organisations and sectors. He has a strong passion, breadth and depth for job evaluation and salary benchmarking. He has a strong customer focused work ethic, ensuring clients always get the best possible outcome for their organisations from their Reward Projects.