Why Employers Shouldn’t be Scared of the Four Day Work Week
Guest Article – Peter Dowd MP
The Covid19 pandemic led many to reconsider the future of work. We now know that the way we work and how we work can look different. We know that, and if employers want to retain and recruit the best talent, they should listen. There is an overwhelming demand for a four-day work week with no loss of pay. All the research suggests that it’s a win-win solution for workers, employers and society. Simply put, the nine-to-five, Monday-to-Friday model is an outdated way of work. It was created over a hundred years ago for an industrial and agricultural economy that would be barely recognisable today.
We are in desperate need of an update. Although the UK works long hours, it currently has one of the least productive economies. Working longer hours doesn’t necessarily equate to greater productivity and it’s easy to understand why: workers need time to recuperate in order to be able to remain productive and not work themselves sick.
Increasing Productivity
The UK is currently taking part in the biggest ever experiment of a four-day work week, with no loss of pay for workers. Seventy companies and over 3,300 workers are taking part in a pilot run by 4 Day Week Global, the think tank Autonomyand the 4 Day Week Campaign. The results so far have been extremely positive. A survey of the companies taking part in the experiment at the halfway point demonstrates that productivity has either increased or stayed the same for all of the employers taking part. Additionally, 86% of employers have stated that they are likely to continue with a four-day week once the trial comes to an end.
Benefiting Workers
For workers taking part in the UK trial, the experience has been transformational. Matt Bolton from the creative agency Mox London, said:
“On a personal level, having an extra day off every week has been huge. It allows me to spend more time with my family and my son. Also, from a work perspective, it surprised me how much more focused I am. The moment your mindset shifts to a four-day week, you become naturally more efficient.”
Globally, we can see a similar trend whenever a four-day work week with no loss of pay is implemented. When Microsoft in Japan trialled a four-day week, they found that productivity increased by 40%. In Iceland, over 86% of the population now have the right to work a four-day week which has increased productivity, well-being and reduced perceived stress and burnout, as well as improved health.
Tackling the Gender Pay Gap and Climate Change
When people work less, society as a whole benefits. A shorter working week could help tackle both the gender pay gap and climate change. As women are unequally responsible for childcare responsibilities, they often have to reduce the hours they work once they have children. Moving everyone to a four-day week with no loss of pay would mean that as both men and women are working less, there would be more equal distribution of childcare responsibilities. This would mean that employers would have the opportunity to ensure that women who work for them don’t have to choose between taking on leadership positions or having children.
Furthermore, a study by the environmental organisation Platform London found that working one day less would reduce carbon emissions by up to 127m tonnes per year, the equivalent of taking all private cars off the road.
It’s time for attainable change
Change can be difficult to comprehend, but the four-day week is perfectly reasonable and attainable. It’s time to create a new and better model of work that’s fit for the 21st century. Employers taking the step today will be the first pioneers and history will look upon them kindly.
Peter Dowd
Peter Dowd is Labour MP for Bootle, and former Shadow Chief Secretary to the Treasury
Further Information: From Monster
To find out how workers, recruiters and other employers see flexibility as the future of work download the ‘flexible future’ whitepaper from Monster. Learn more about the challenges and opportunities faced by employers and how demographic demands mean the future of work is flexible.
At Monster, we’re here to help job seekers and employers tackle existing and emerging challenges. This report identifies what you need to know about the industry-defining themes and how to use this information to your advantage when designing your recruitment strategy. You can find this and other industry research and whitepapers here.