The Advantages and Challenges of Implementing a Four-Day Workweek Compared to a Traditional Five-Day Workweek: An Analysis

Executive Summary

This study aimed to examine the impact of a four-day workweek on various aspects of work, including productivity, employee retention, social factors, and health, in service- and product-based organizations. This research utilizes a single research methodology since the field of study is still relatively new; it has yet to be adopted as the standard procedure for working by many organizations. The survey results showed that most participants (13 out of 21) favored a four-day workweek. Service-based employees experience more flexible working hours and a higher preference for a shorter workweek than product-based industries. However, the results also indicated a different choice between the two types of industries. The research sheds light on the need to consider the overall impact of a four-day workweek on the business model and how it may affect the industry in question.

The study highlights the need to consider the effects of a four-day workweek on the overall business model and potential challenges such as maintaining productivity and compensating employees for extra work hours. The results also suggest that the four-day workweek program is more favorable to employees and managers than the five-day workweek program. In conclusion, this study provides valuable insight into a four-day workweek’s potential benefits and challenges. While the results suggest a preference for a shorter workweek among most participants, it is essential for organizations to carefully weigh the implications of their specific industry and business model before implementing such a change. Further research is needed to fully understand the impact of a four-day workweek on various aspects of work and to provide guidance for organizations considering this change.

Background Information

The concept of a four-day workweek is not new; it has been discussed for many years, with increasing attention from researchers, employers, and policymakers recently (Hamermesh & Biddle, 2022). The idea of reducing the traditional five-day Workweek has been around since the early 1900s, when trade unions in the United States began advocating for shorter working hours, citing workers’ need for more leisure time (Lambert, 2021). Over time, the idea of a four-day workweek has been explored in different countries, such as Sweden, Norway, and Finland. In Sweden, the four-day Workweek was introduced in the 1960s to reduce unemployment and improve the quality of life (Hamermesh & Biddle, 2022). Similarly, the four-day Workweek in Norway was introduced in the 1970s to reduce labor costs and increase employee morale (Koski, 2021). In the 1940s, the four-day Workweek became popular in European countries like Switzerland. During this time, the four-day Workweek helped increase efficiency and productivity in the workplace. In the 1950s, the four-day Workweek was adopted by many countries in Asia and the Middle East, including Singapore.

In the United States, the four-day Workweek was adopted by some employers in the 1970s and 1980s, but only some industries widely accepted it. It was in the early 2000s that the idea of the four-day Workweek began to gain more traction, primarily due to the increased availability of technology and the need to create a better work-life balance for employees (Hamermesh & Biddle, 2022). In Singapore, a four-hour workweek was introduced in 2021 during a Parliament meeting by Workers’ Party Member of Parliament Louis Chua, who cited research from Microsoft Japan showing that productivity increased by 40% and satisfaction levels increased to 94% (Kelly, 2022).

As with any innovation, there are risks associated with introducing a four-day workweek, including the potential for decreased productivity, increased costs, and reduced employee morale. However, many companies have found that the positives far outweigh the negatives when taking risks and embracing a four-day workweek (Goswami, 2022). One of the most well-known companies to take the risk and embrace the four-day Workweek was the Perpetual Guardian, a New Zealand-based trust company (Gomes, 2022). In 2018, the company implemented a four-day workweek for all staff, including a 20% pay cut (Gomes, 2022). Despite the risk involved, the company found that the change positively affected work-life balance and improved employee satisfaction, engagement, and productivity. The experiment results were so successful that the company’s four-day Workweek became standard practice (Evans, 2021).

Another company that took the risk and embraced the four-day Workweek was Microsoft Japan. In August 2019, the company implemented a four-day workweek for all its employees with no reduction in pay (Evans, 2021). The experiment proved successful, resulting in a 40% increase in productivity and improved employee engagement (Veal, 2022). This success has led to the four-day Workweek becoming a permanent part of Microsoft Japan’s operations, with the company now offering the option to all its employees (Kelly, 2022). One of the world’s largest and most innovative technology companies, Google, has been at the forefront of progressive workplace policies. In 2020, the company announced that it was offering its employees the option of a four-day workweek with no pay reduction to promote better work-life balance. This decision was seen as a significant step towards employee empowerment and trust. The announcement came amidst the COVID-19 pandemic, drastically changing how people work. With remote work becoming the norm, companies realized the importance of flexibility and work-life balance for their employees. Google was no exception. The company recognized that its employees needed more time to recharge and spend with their families and that a four-day workweek could be a solution. Google’s four-day workweek experiment has been a success. According to The New York Times, employees who participated in the pilot reported feeling less stressed and more productive. They also reported better work-life balance, which improved their overall job satisfaction. The experiment also showed that a shorter workweek did not negatively impact the company’s productivity or profits. It is important to note that Google’s four-day workweek experiment was not mandatory, and employees could opt out if they preferred to work a traditional five-day week.

Nevertheless, the experiment showed that giving employees more flexibility and control over their work schedule can lead to happier and more productive workers. In conclusion, Google’s decision to embrace the four-day Workweek was a bold move, and the company’s success in implementing the policy has inspired other companies to follow suit. The experiment has shown that a shorter workweek can improve employee satisfaction and productivity while benefiting the company’s bottom line.

Disadvantages of Traditional 5 day Work Week

The potential of a four-day working week may only apply to some industries, and the medical and pharmaceutical sectors are prime examples of such industries. Certain roles in these sectors, such as surgeons, are responsible for delivering life-saving treatments and surgeries, which cannot be limited to only four working days. Their work demands high concentration, precision, and expertise, so reducing their working hours may be challenging. Additionally, most employees in these sectors are expected to work 40 to 48 hours a week, which can be too much for some individuals due to their physical fitness levels. Decreasing the working hours may lead to a decrease in productivity at all levels of an organization, as different people have different physical capabilities. Therefore, assessing the implications of a four-day working week on the overall business model and how the industry in question could be affected is crucial.

For instance, in the medical and pharmaceutical sectors, reducing the working hours may decrease the number of treatments and surgeries that can be performed, leading to consequential impacts on patient care. Moreover, in any industry, longer working days may be too demanding for some employees, leading to lower productivity due to fatigue and exhaustion.

Therefore, assessing the potential of a four-day working week more holistically is crucial, considering the impact on the industry and its employees. Companies should evaluate the feasibility of implementing such a model in their organization and ensure that it aligns with their business objectives, considering the unique characteristics of their industry and workforce. They should also consider alternative solutions such as flexible working hours, remote work, or job sharing, which may suit their needs.

In addition to the medical and pharmaceutical sectors, other industries may face challenges implementing a four-day working week. For instance, industries requiring 24/7 operations, such as manufacturing or transportation, may need help accommodating such a schedule. Continuous operations may be needed to meet production demands or provide customer service. Moreover, not all employees may prefer a four-day working week. Some individuals may value the extra income from working longer hours, while others may feel that shorter workdays result in a heavier workload and increased stress. Therefore, companies should consider the preferences and needs of their employees when exploring the potential of a four-day working week.

Another important factor to consider is the impact on employee benefits such as healthcare, retirement plans, and paid time off. Companies may need to review and adjust their benefit packages to ensure that employees receive the same benefits they would receive under a traditional five-day workweek. Overall, the potential of a four-day working week needs to be evaluated in a broader context, considering the industry, workforce, and business objectives. Companies need to assess the feasibility of implementing such a model and ensure that it aligns with their goals while addressing the needs and preferences of their employees. By doing so, companies can optimize their operations while promoting employee satisfaction, well-being, and productivity.

Research Questions

As an increasing number of organizations explore the possibility of adopting a four-day workweek model, understanding the potential effects of this change on employees and their productivity is crucial (Lambert, 2021). This research delves into the potential advantages, productivity levels, and consequences of the four-day workweek model concerning employee retention, social dynamics, and overall well-being. By thoroughly examining the potential impacts of the four-day workweek model, this study can aid employers in making well-informed decisions regarding their workforce. The following research questions are employed to explore various aspects of the paper:

How will the 4-day workweek model increase productivity?

• What are the key advantages of working in the 4-day work week?
• Does the 4-day workweek model impact employee retention, and how?
• How does the 4-day workweek model impact the employee socially?
• How will a 4-day work week impact the employee’s health due to prolonged working hours?

Objectives

• Evaluate the benefits of a four-day workweek to all organizations and their employees.
• To identify if the limitations are related to a particular industry set or are a consensus.

Significance of the Study

The significance of this study lies in its comprehensive analysis of the four-day Workweek and how it differs from the traditional five-day Workweek. As an increasingly popular alternative, the four-day Workweek has gained considerable attention among corporations, governments, and employees. By examining the effects of the four-day Workweek on employee productivity, job satisfaction, and morale, this study contributes valuable information to the ongoing debate surrounding the viability and effectiveness of shorter workweeks. Additionally, this study investigates the impact of the four-day Workweek on organizational performance, including customer service, profitability, and employee retention. By providing empirical data on these aspects, the research enables organizations considering a transition from a five-day workweek to a four-day one to make informed decisions based on real-world experiences and outcomes. This research is vital for organizations seeking to adapt to changing workforce expectations and desires while maintaining their competitive edge in the market.

Another important contribution of this research is its insight into the challenges and potential obstacles associated with implementing a four-day workweek. This information is invaluable for organizations contemplating such a transition, as it enables them to anticipate and address potential issues before they arise. The research also sheds light on the strategies and best practices employed by organizations that have successfully implemented a four-day workweek, offering practical guidance for others considering a similar move. This study also deepens our understanding of the four-day Workweek and its implications for the future of work. This information is crucial for governments and policymakers, as it can inform policy decisions related to adopting a four-day workweek, either at a national or regional level. Understanding the potential benefits and drawbacks of a shorter workweek allows policymakers to make decisions that better support the needs of their constituents and the overall economy.

Moreover, this research provides valuable insights into potential future trends in the labor market and the implications of those trends for organizations, workers, and society as a whole. As the world of work continues to evolve, it is essential to stay abreast of new developments and their potential effects on businesses and employees. By investigating the four-day Workweek, this study contributes to a broader understanding of the changing nature of work and helps prepare organizations and individuals for the future.

Literature Review

This literature review explores the potential benefits, challenges, and implications of implementing a four-day workweek. A four-day workweek can increase employee productivity, employee retention, and workplace health and social aspects. It can also help reduce costs for employers and offer employees a better work-life balance. However, there are also potential challenges associated with implementing such a policy, such as a difficulty managing workloads across four days and adjusting workplace setup and requirements to accommodate the new schedule. The four-day Workweek may only be suitable for some industries, such as the medical and pharmaceutical industries, which require long working hours. Additionally, the implications of the four-day Workweek on employees’ social and physical health and their ability to manage stress and fatigue must be considered.

Despite these challenges, a four-day workweek is gaining popularity, and some organizations have successfully negotiated for it with their government. Research shows that employees can be more productive with a four-day workweek, as they have more time to rest and recover, leading to better mental and physical health. It can also help boost employee morale and job satisfaction while reducing staff turnover. However, some employees may still view the five-day Workweek as more productive, and not all industries may be suitable for a four-day workweek. Overall, implementing a four-day workweek can offer many benefits to employers and employees, but it is essential to consider the potential challenges and implications before doing so. Further research could examine the social aspects of employees’ work-life balance and its impact on organizational creativity, productivity, finances, and credentials.

Four-day Workweek and Efficiency Wage Theory

The benefits and disadvantages of a four-day workweek have been studied extensively, and while the results are mixed up, there are some common themes across industries. Some potential advantages of a four-day workweek include improved work-life balance, increased productivity and engagement, and reduced labor costs for employers. However, there are also several potential disadvantages, such as increased workload and potential employee burnout, reduced customer service and quality control, and the need for organizations to restructure their tasks and hire additional staff. These disadvantages could be shared across various industries, and it is essential to consider the potential impact on the industry and specific work environments before implementing a four-day workweek.

Analysis of 4-day work week (including difference from five-day work)

The emergence of COVID-19 has had a tremendous impact on the global economy and affected various aspects of the workforce (Shang et al., 2021). The COVID-19 pandemic is a global health crisis caused by the spread of the SARS-CoV-2 virus. The outbreak was first identified in December 2019 in Wuhan, China, and quickly spread to become a global pandemic in early 2020. The COVID-19 pandemic has had a significant impact on industries worldwide. Some industries have been hit particularly hard, while others have been able to adapt and even thrive in the new environment created by the pandemic. Businesses have had to develop creative solutions to remain productive in the face of the pandemic and stay afloat and competitive (Shang et al., 2021). Changing work patterns is one significant implication that has seen the four-day workweek model gain more than the five-day workweek traction. With the rise of technology, globalization, and the pandemic, work patterns have changed significantly. There has been an increase in remote work, flexible work hours, and project-based work. This limitation has led to a need for workplaces that support such work patterns and are adaptable to changing needs.

Several industries had been utilizing the four-day workweek model before the pandemic. The four-day Workweek has become increasingly popular in the commercial sector due to its potential to improve efficiency and productivity. It is a concept that many organizations have embraced as a way to retain and motivate employees while still being able to maintain a productive working environment. The idea of a four-day workweek has been gaining traction since Microsoft Japan implemented the system in 2019 and found that productivity increased by 40% (Kotera, 2020). The success rate of this model has caused many companies to consider adopting it in their organization. Companies like Microsoft, Amazon, and LinkedIn have implemented the four-day Workweek with positive results, becoming increasingly popular in many countries (Kočenda, 2020). This research aims to explore the potential of the four-day workweek model in terms of its impact on productivity, employee retention, and social aspects. The research objectives are to identify the operational requirements, such as workplace setup, and to evaluate the intended benefits of the four-day Workweek for both the organization and the employees.

The increasing interest in adopting a four-day workweek has driven the need to comprehensively evaluate its impact on multiple dimensions, such as productivity, employee retention, and well-being. This research delves into the potential productivity increases within the four-day workweek model and assesses the consequences on employee health due to longer working hours. Moreover, the study investigates the operational requirements associated with implementing a four-day workweek, including workplace arrangements, resource allocation, and the advantages and disadvantages it presents for organizations and their employees.

This research adopts a qualitative approach, utilizing primary sources like interviews, surveys, and focus group discussions with employees and employers to capture diverse perspectives and firsthand experiences. Additionally, secondary sources, including academic journals, articles, and books, supplement the primary data and provide a deeper understanding of the topic within the context of existing literature.

By focusing on specific aspects, such as the relationship between the four-day workweek model and productivity levels, the impact on employee retention, the effects on employee health, the operational requirements for implementing a four-day workweek, and the benefits and challenges of transitioning to this model, the research aims to provide a holistic view of the potential implications of a four-day workweek. These findings will contribute valuable insights to the growing body of research on alternative workweek models, aiding organizational decision-makers in evaluating the adoption of a four-day workweek. Furthermore, the research will explore potential industry-specific considerations and cultural factors that influence the effectiveness of the four-day workweek model across various organizational contexts. This information will enable organizations to make better-informed decisions and implement strategies tailored to their unique needs and environments, ensuring a smoother transition to the four-day workweek model.

Ultimately, this research seeks to broaden the understanding of the four-day Workweek’s impact on organizations, employees, and society. A comprehensive analysis can guide organizations in making well-informed decisions about adopting alternative workweek models, leading to improved employee satisfaction, enhanced work-life balance, and overall better organizational performance.

Differences between the four-day and five-day workweeks

There has been a growing movement toward reducing the standard Workweek from 5 to 4 days. There are several arguments for and against both models, and it is essential to understand the strengths and weaknesses of each approach to make informed decisions (Block, 2021). One of the main arguments favoring a four-day workweek is that it can help reduce stress and increase employee work-life balance (Veal, 2022). The shorter Workweek can give employees more time to spend with their families, pursue their hobbies, and care for their needs (Manternach, 2022). Additionally, the reduced number of workdays can help reduce the pressure and stress employees experience in the workplace, positively impacting their overall health and well-being (Block, 2021).

Another argument favoring the four-day Workweek is that it can increase productivity. Employees can focus on their work more intently and complete tasks more efficiently by working fewer days. Therefore, this can also reduce the number of sick days employees take, resulting in lower costs for companies (Veal, 2022). However, there are also several potential downsides to the four-day Workweek. For example, the reduced number of workdays can lead to increased workloads for employees, which can increase the stress they experience. Additionally, the shorter Workweek can be strenuous for companies to implement, especially if customers need support 24 hours a day. It can increase costs for companies as they try to ensure that their employees can support their customers.

In contrast, the five-day Workweek is the more traditional model and has been the standard for many years. The main argument in favor of this model is that it provides a consistent schedule for employees, which can help them to plan their personal lives (Manternach, 2022). Additionally, the five-day Workweek can be more convenient for companies, as it allows them to schedule their employees in a way consistent with their business needs. However, the five-day Workweek has several potential downsides (Manternach, 2022). For example, the longer Workweek can increase the amount of stress that employees experience and can lead to burnout (Manternach, 2022).

Additionally, the longer Workweek can decrease productivity, as employees may become tired and less focused as the week progresses. The 40-hour Workweek is a notion that has been around since the early 20th century when the labor movement fought for shorter hours and better working conditions (Newport, 2020). In the United States, the 40-hour work week became standard after passing the Fair Labor Standards Act in 1938 (Costa, 2000). Since then, the 40-hour work week has been seen as the norm for the working population, but there may be more effective options. The idea of the 40-hour Workweek is that it provides a balance between work and life, allowing for enough leisure time for individuals to pursue their hobbies and interests outside of work (Newport, 2020). However, many workers find that the 40-hour Workweek needs to give them more time to do everything they need daily. Overworking can make employees feel stressed, burnt out, and disengaged, negatively affecting productivity and performance.

On the other hand, a four-day workweek has been gaining traction in recent years as a potential solution to these issues. A four-day workweek allows employees more time outside work to focus on their personal lives and interests (Voglino et al., 2022). It also allows employees more flexibility in their work schedule, as they can choose when to work and take time off. Proponents of the four-day Workweek believe it can improve employee productivity and performance (Voglino et al., 2022). Studies have shown that when employees are given more time outside of work to rest and relax, they are better able to focus and concentrate when they are at work (Newport, 2020). As a result, employees’ productivity, performance, and mental health increase (Newport, 2020). A 40-hour workweek is often considered a myth in modern research. While it was initially proposed in the early 20th century by labor unions and labor activists to improve employees’ work-life balance, research has shown that it may not be the most effective solution for increasing productivity and reducing burnout.

One of the main arguments against the 40-hour Workweek is that it is based on outdated assumptions about productivity. The idea that working more hours leads to greater productivity is not supported by research, which has shown that prolonged work hours can lead to decreased productivity, increased stress, and higher rates of burnout (Voglino et al., 2022). Furthermore, the 40-hour work week does not consider that modern technology has made it possible for employees to be connected to their work at all times, leading to a blurring of boundaries between work and personal life.

Recent research conducted by Voglino et al. (2022) suggests that implementing a four-day workweek could be a practical approach to enhance productivity while reducing employee burnout. Studies have demonstrated that employees working in a four-day workweek model tend to report higher job satisfaction, an improved work-life balance, and a noticeable increase in productivity (Newport, 2020). Additionally, a four-day workweek has been linked to reduced absenteeism and turnover rates, ultimately leading to employer cost savings (Newport, 2020).

Another critical aspect that the traditional 40-hour Workweek should consider is workers’ diversity and individual needs. Employees have varying capacities to handle work hours; some may be capable of managing longer workdays, while others might require shorter workweeks to maintain optimal mental and physical health (Voglino et al., 2022). The one-size-fits-all approach of the 40-hour Workweek does not cater to this diversity, potentially leading to burnout and disengagement among the workforce. In this context, the five-day Workweek offers an advantage by providing more flexibility to tailor work schedules based on individual needs and preferences. Considering these findings, organizations should explore the possibility of adopting a four-day workweek or adapting their current workweek structure to accommodate the diverse needs of their employees. By doing so, organizations can foster a more engaged, satisfied, and productive workforce, leading to improved overall performance and a healthier work environment. Moreover, embracing flexible work arrangements that consider individual differences and preferences can also contribute to a more inclusive and supportive workplace culture, benefiting both employees and organizations in the long run.

Positive Impacts of the Four-day Work Week Model

One of the standard-cited benefits of a four-day workweek is its potential to reduce employee stress levels (Paje et al., 2020). A five-day workweek can overwhelm many employees, leading to burnout and decreased productivity. A four-day workweek would provide employees with an additional day to relax and recharge, which could improve their mental health and well-being (Ellerbeck, 2022). This benefit is supported by evidence showing that employees with more leisure time are more satisfied and motivated (Kennedy et al., 2021). A four-day workweek could also positively affect employees’ physical health, giving them more time to exercise and attend to their physical needs (Paje et al., 2020). This fitness, in turn, could improve their overall well-being and productivity (Beno et al., 2022). The literature also suggests that a four-day workweek could decrease absenteeism, as employees are less likely to take sick days when they are not overworked (Paje et al., 2020).

From a business perspective, a four-day workweek can increase profits (Kennedy et al., 2021). By reducing the number of workdays, organizations could save on labor costs, which could then be used to increase wages or invest in other business areas (Beno et al., 2022). Additionally, businesses could benefit from improved customer service, as employees who are less stressed and more motivated are more likely to provide better service (Ellerbeck, 2022). The literature also suggests a four-day workweek could improve job satisfaction and increase employee retention. Employees would have more time to pursue activities and hobbies they are passionate about (Kennedy et al., 2021).

A four-day working week has potential benefits for both employers and employees. From the employer’s perspective, it could reduce overhead costs associated with running a business. For instance, it could result in lower wages and salaries, fewer days of electricity, reduced payroll costs, and less office space. From the employee’s perspective, a four-day working week could improve work-life balance, increase job satisfaction, and reduce stress and burnout (Kennedy et al., 2021). From an employer’s perspective, the four-day Workweek allows the company and its employees to conserve resources. Operating one day less means avoiding the utility bills associated with the fifth day of work, including water and electricity usage (Grosse, 2018).

Similarly, a 2018 study by the University of Toronto found that a four-day working week increased employee productivity and job satisfaction while reducing absenteeism and staff turnover (Čikeš et al., 2018). A four-day working week is associated with potential economic benefits (Gomes, 2022). A study conducted in New Zealand in 2018 found that a four-day working week could boost the country’s economy (Berger, 2018). Specifically, the study found that the government could see a 2.5% increase in GDP due to reduced working hours and increased unpaid leisure activities (Berger, 2018). Furthermore, a four-day working week could improve employees’ mental and physical health. A 2020 study by the University of California found that employees who worked four days a week instead of five had lower stress, anxiety, and depression (Gomes, 2022). The study also found that a four-day workweek could improve physical health since employees would have more time to engage in physical activities. While the benefits of a four-day workweek are many, it is essential to note that there are also some potential drawbacks.

The study of Chakraborty et al. (2022) and Topp et al. (2022) both explored the potential effects of a four-day workweek on productivity. Both studies found that employees who work four-day workweeks have higher job satisfaction and better work-life balance than those who work five-day. Additionally, the studies indicated that employees who work four-day workweeks are better able to focus on the task at hand and are more likely to be productive than those who work five-day workweeks (Chakraborty et al., 2022). The strengths of these two studies are that they used a quantitative research methodology, allowing for a more reliable and objective analysis of the topic. Furthermore, both studies found similar results, suggesting their findings are likely accurate. The studies also noted that employees working four-day workweeks are more likely to take advantage of their off days by engaging in leisure activities, which can help reduce stress and increase productivity (Topp et al., 2022). The weaknesses of these studies are that they used a limited sample size and only included employees from a single country. Furthermore, both studies relied heavily on self-reported data, which could potentially be biased. Additionally, the studies did not consider the potential effects of cultural differences on the results.

The research conducted by Topp et al. (2022) on the potential impact of a four-day workweek on employee performance and turnover is both insightful and comprehensive. On the one hand, the study found that when employees are given fewer days to complete their work, they are likely to be more efficient and effective, leading to greater productivity and better results. On the other hand, the study suggests that offering employees a four-day workweek can be a great way to attract and retain top talent. The strengths of the research include the comprehensive approach taken and the consideration of multiple perspectives. The study considers the potential benefits of a four-day workweek on employee performance and the potential impact on employee turnover.

A recent report from the Harvard Business Review suggests that one way to improve employee retention is to consider implementing a four-day workweek. This arrangement has been gaining traction in recent years and has been suggested to impact employee retention (Veal, 2022) positively. The critical difference between a four-day and a five-day workweek is employees’ time to rest and recharge. It has been suggested that having more time off allows employees to focus on leisure activities, such as traveling, exercising, and spending time with family, improving overall mental health, job satisfaction, and motivation (Topp et al., 2022). These proposed benefits of a four-day workweek have been gaining attention as a potential solution for organizations to improve employee retention. However, it is crucial to consider this approach’s strengths and weaknesses. On the positive side, having more time off can improve employee morale, motivation, and productivity (Topp et al., 2022).

One of the significant impacts of a four-day workweek on employee retention is increased job satisfaction. Employees who work fewer hours are often happier and more satisfied with their jobs than those who work a traditional five-day week. The extra day off can help employees recharge, reduce stress, and balance their work and personal lives (Hur et al., 2020). Reduced workdays can also benefit organizations regarding costs, especially if less staffing is needed (Gomes, 2022). However, it is essential to note that the impact of a four-day workweek on employee retention is common. Factors such as the type of work, industry, company culture, and compensation can influence the impact of this change on employee retention. For example, employees in highly demanding and fast-paced industries like technology and finance may find that the reduced Workweek harms their job satisfaction and performance.

Nonetheless, there are also areas for improvement in the current research on the impact of a four-day workweek on employee health. For instance, the studies do not sufficiently address the potential negative effects of working longer hours within shortened workdays, which can lead to fatigue, stress, and health risks (Beno et al., 2022). Furthermore, the research may need to account for employee differences adequately. Some might find adjusting to the new work schedule more challenging due to personal commitments or health issues. Another important aspect to consider is the potential effect of a four-day workweek on company culture and overall employee engagement. While some studies report positive outcomes in employee satisfaction, others highlight potential concerns regarding teamwork, collaboration, and communication (Golden & Wiens-Tuers, 2006; Kruse, 2012). For example, reduced workdays may lead to difficulties in scheduling meetings, coordinating tasks, and meeting deadlines (Phillips, 2020). This can result in confusion, delays in project completion, and potential negative impacts on team dynamics. Further research is needed to explore the potential consequences of a four-day workweek on teamwork and collaboration within organizations.

It is also worth considering the impact of a four-day workweek on specific industries and sectors. The feasibility of implementing a four-day workweek may differ significantly depending on the industry, with some sectors being more adaptable to such changes than others (Hülsheger et al., 2022). For instance, companies in the technology sector may find it easier to implement a four-day workweek due to the nature of their work and the flexibility of remote work options. In contrast, healthcare, retail, or manufacturing organizations may face more challenges in adjusting to the new work schedule. Moreover, it is essential to consider the potential economic implications of implementing a four-day workweek. While some studies suggest that a four-day workweek may lead to increased productivity and reduced costs for employers (Hunnicutt, 2013; Pencavel, 2014), others argue that the potential gains may not outweigh the costs associated with making the transition (Hülsheger et al., 2022). In this context, further research should explore the potential economic benefits and drawbacks of a four-day workweek for both employers and employees.

Lastly, it is crucial to analyze the possible influence of societal and cultural factors on adopting a four-day workweek. Different countries and cultures may have varying attitudes and expectations toward work, influencing the feasibility of implementing a four-day workweek (Nijp et al., 2016). Understanding these cultural factors is essential in determining the likelihood of successful implementation and the potential impact on employee well-being, productivity, and satisfactionTo fully understand the impact of a four-day workweek on employee health. It is essential to consider a wide range of factors and perspectives (Hülsheger et al., 2022). To this end, the studies must be integrated and analyzed to provide a more comprehensive and balanced view of the topic. For instance, reducing workdays may improve mental health through increased leisure time and reduced stress (Hülsheger et al., 2022). However, it is crucial to consider potential drawbacks, such as decreased job security or pay, to understand the issue comprehensively.

Research has shown that spending time with family and friends can lead to greater connection, higher levels of happiness, and increased levels of resilience (Chung, 2022). Additionally, employees may have more time to engage in leisure activities, such as hobbies, which can lead to improved social relationships. Despite these positive impacts, the four-day Workweek can also adversely affect employees’ social life (Diab-Bahman & Al-Enzi, 2020). The shorter Workweek may lead to employees working longer hours, resulting in less time for social activities (Sato et al., 2020). Therefore, this could lead to decreased satisfaction levels, as employees may feel they need more time to spend with their family and friends. Additionally, the four-day Workweek may lead employees to take their work home, resulting in a lack of time for leisure activities and social relationships (Roney, 2020).

To minimize the potential negative impacts of the four-day Workweek on social life, organizations should ensure that employees have access to adequate resources and support to manage their workloads effectively and have enough time for leisure activities (Chung, 2022). Furthermore, organizations should strive to create a work culture that supports work-life balance and encourages employees to prioritize their social relationships (Diab-Bahman & Al-Enzi, 2020). Companies such as Microsoft Japan, Perpetual Guardian, and Basecamp have all adopted the four-day workweek model and have reported positive results regarding employee work-life balance, job satisfaction, and productivity. These results demonstrate that the four-day workweek model can benefit employees without negatively impacting their social lives.

The concept of condensing the typical 40-hour Workweek into 32 hours has been proposed as a potential solution for improving employee self-satisfaction and productivity (Leighton, 2022). While there is still a lack of study on the long-term impacts of a four-day workweek, there is evidence of some positive effects (Leighton, 2022). In particular, it can improve employees’ work-life balance, mental health, and job satisfaction (Diab-Bahman & Al-Enzi, 2020). Employees can benefit from the improved work-life balance as they have an extra day off each week to dedicate to activities outside of work, such as spending time with family and friends or pursuing hobbies (Pugh, 2022). Thus, this increased free time can improve life satisfaction, as employees can engage in activities that bring them joy and fulfillment.

Furthermore, employees can better manage stress and anxiety, improving mental health. In addition to improved work-life balance, a four-day workweek can improve job satisfaction (Diab-Bahman & Al-Enzi, 2020). Employees can have more control over their work schedule by having an additional day off, allowing them to manage their workload better and work more efficiently (Pugh, 2022). Therefore, this can improve job satisfaction and work satisfaction, as they can better manage their time and prioritize tasks. Furthermore, the extra day off can provide a sense of freedom and autonomy, as employees can take a break from work and focus on other aspects of their life. Despite the potential benefits of a four-day workweek, there are also some drawbacks. For instance, there may be some difficulty in transitioning to a four-day workweek, as employees may need to adjust to a new schedule and workload (Pugh, 2022). Additionally, a four-day workweek may need more flexibility, as it may only suit some employees, depending on their job and personal commitments. Finally, productivity may be lost due to employees having an extra day off each week.

Studies have indicated that long working days can significantly impact the physical health of employees, especially regarding their mental and physical well-being (Müller et al., 2018). A four-day workweek, which typically results in longer individual working days, may negatively influence employee health due to the lack of time for rest and recovery (Qiu et al., 2022). Research has shown that prolonged and excessive exposure to physical or mental stress can lead to various physical health problems, such as fatigue, headaches, and muscle tension (Müller et al., 2018). Studies have also indicated that long working hours can lead to an increased risk of cardiovascular disease, diabetes, and obesity (Manternach, 2022). In addition, longer working days can lead to sleep deprivation, further exacerbating physical health problems (Müller et al., 2018).

Recent studies have shown that implementing a four-day workweek can lead to a significant reduction in carbon emissions. The reason is that employees will commute less, reducing traffic congestion and vehicle carbon emissions (Smith, 2023). The reduced number of workdays also saves companies energy costs, as they must operate their buildings for fewer hours each week. Moreover, employees will have more time to engage in environmentally friendly activities, such as biking or walking to work, gardening, or participating in local conservation efforts (Smith, 2023). Overall, a four-day workweek can have a positive impact not only on employee well-being but also on the environment.

Disadvantages of a 4-day Workweek

Although there are numerous advantages associated with a four-day workweek, there are also several potential disadvantages that must be considered. One of the primary concerns with a four-day workweek is the risk of employees being overworked. According to Paje et al. (2020), the workload for each day could increase, leading to more hours per week, which may result in improved productivity and fatigue, stress, and health risks (Beno et al., 2022). Moreover, not all employees can handle the extra workload, particularly those with other commitments, such as childcare or health issues. Phillips (2020) also highlighted that a four-day workweek could reduce customer service. There would be less time to respond to customer inquiries and complaints, leading to lost business and decreased customer satisfaction.

Another disadvantage of a four-day workweek is the potential for reduced customer service (Hülsheger et al., 2022). With fewer days in the office, there would be less time to respond to customer inquiries and complaints, which could lead to lost business and decreased customer satisfaction (Phillips, 2020). Furthermore, employees may be less available to address urgent customer issues, requiring them to rely on other employees to handle them. Another potential problem with a four-day workweek is the potential disruption to business operations. With fewer days in the office, there may be difficulties in coordinating tasks, scheduling meetings, and ensuring that deadlines are met, leading to confusion and delays in projects (Phillips, 2020).

Additionally, ensuring consistency in customer service and quality control may take time and effort. Furthermore, a four-day workweek could create a disconnect between employees and supervisors, with fewer days in the office leading to less opportunity for feedback, guidance, and mentoring (Phillips, 2020). The four-day Workweek also requires organizations to restructure their tasks, as the same amount of work must be completed in a shorter period (Hülsheger et al., 2022). Thus, this can be challenging for organizations already running at maximum capacity and may require additional resources (Paje et al., 2020). Moreover, transitioning to a four-day workweek could increase costs, particularly for organizations struggling with tight budgets (Ellerbeck, 2022). The costs associated with hiring extra staff to cover the extra hours may also be too significant for many organizations (Phillips, 2020).

Organizations must restructure their tasks and allocate the same amount of work within a shorter period to transition to a four-day workweek. Thus, this can be challenging for organizations already operating at maximum capacity and may require additional resources (Paje et al., 2020). The four-day Workweek could also lead to increased costs, as organizations must cover the extra hours, which may be too significant for many organizations (Phillips, 2020). Ellerbeck (2022) also points out that many organizations are already struggling with tight budgets, and any additional costs associated with a four-day workweek may be challenging to manage. 4-day Workweek could increase the workload for on-duty employees, leading to burnout and decreased morale (Beno et al., 2022). There is also the potential for increased operational costs, as businesses might need additional employees to cover the workload during the shorter Workweek (Kennedy et al., 2021). After referring to many articles, I wanted to understand whether these benefits or disadvantages were common in certain work environments or common to most general industry environments.

Research Methodology

This research project investigates the effects of utilizing a 4- or 5-day workweek within service and product-based organizations. A mixed research methodology is employed to gain insights from those in the field. Primary research includes surveys and interviews with mid-level and senior-level workers and managers with at least five years’ experience with the 4- or 5-day workweek. To ensure a wide range of perspectives, I chose ten participants from the product and service sectors, such as IT and fast-moving consumer goods (like Walmart and Jiomart) or retail chains for optical prescription eyewear (Lens kart). I sourced them through professional social networking sites like LinkedIn and company portals like Lenskart, Make Positive, Walmart Jiomart, and Deloitte.

Research Questions

• Will employees be more productive when given the incentive of a 4-day work week?
• What are the potential positive and negative impacts of a 4-day workweek on employees’ daily activities in a product- and service-based industry?

I also asked how employees could be expected to adjust their work hours to cover the same number of hours in a 4-day work week. It was vital to assess how employees may be affected by the changes in scheduling, including whether they would be able to readjust their workload and the potential impacts on their personal lives. The interview focused on the company’s capacity to adapt to the changes in workforce scheduling. It included questions about how the company could modify its workflow, how it could adapt to the changing needs of customers, and how it might need to adjust its staffing levels. I also considered questions on how the company might need to restructure its management and organizational structure. Finally, any potential challenges from implementing a 4-day work week were also deployed. It also included questions about how the company might need to adjust its policies and procedures and how it could manage potential productivity issues. I also asked how the company could ensure that employees are adequately compensated for the extra work hours.

In this study, I have carefully considered the research’s ethical aspects to ensure the participants’ privacy and confidentiality. When conducting the survey, I took deliberate measures to avoid collecting any personal data that could identify the respondents. This approach not only protects the privacy of the individuals but also ensures that the research findings are objective and free from any personal bias that may arise from my position as the researcher. I have implemented robust data security measures to safeguard the participants’ data further. All collected data is securely stored on a password-protected hard drive, preventing unauthorized access to the information. This approach demonstrates my commitment to maintaining the highest ethical standards throughout the research process.

In addition to these security measures, I have established a clear data retention policy. All data collected for this research project will be retained for three months before being permanently destroyed. This timeframe allows for the necessary analysis and reporting of the findings while also ensuring that the data is not kept for longer than necessary. By adhering to this policy, I am upholding the principle of data minimization, a crucial aspect of ethical research practices.

Hypothesis

Hypothesis 1: A 4-day workweek will lead to increased productivity compared to a 5-day workweek.

Hypothesis 2: Employees who work a 4-day workweek will have higher job satisfaction and better work-life balance than those who work a 5-day workweek.

Hypothesis 3: Employees who work a 4-day workweek are likely to take ownership of their work and be productive.

Hypothesis 4: A 4-day workweek can lead to improved employee retention.

Hypothesis 5: A 4-day workweek can benefit employee health in multiple ways.

Hypothesis 6: A 4-day workweek can positively and negatively impact employees’ social lives.

Hypothesis 7: Employees who work a 4-day workweek will have higher self-satisfaction than those who work a 5-day week.

Hypothesis 8: Longer working days associated with a 4-day workweek can negatively impact employees.

Hypothesis 9: Employers may experience cost savings from implementing a 4-day workweek.

Research Design and Data

I used focus groups, interviews, and ethnographic studies to understand better the 4-day work week and its implications (Hammarberg et al., 2016). Focus groups are a powerful tool for getting qualitative data from various participants on a particular topic (Tomaszewski et al., 2020). The groups are a small number of individuals selected to represent a larger population. This data can be used to develop a more comprehensive understanding of the 4-day work week. Tomaszewski et al. (2020) explained that ethnographic studies are also valuable for understanding the complexities of a particular subject. This research involves studying a specific group of people and their culture, traditions, and beliefs (Tomaszewski et al., 2020). The data gathered from these studies can be used to form insights into the 4-day work week and how it might be implemented in particular cultural contexts. In addition to primary research methods,

Sample and Population

In light of the growing interest in the four-day Workweek, I surveyed to gain insights into the experiences and opinions of individuals working in service- and product-based sectors. The survey aimed to gather information from people with at least five years of experience in their respective fields, providing valuable input from those who deeply understand their industry’s dynamics and challenges. The survey garnered 21 participants from Canada and India, representing diverse perspectives and experiences across these two countries. All data collected will be treated with the utmost care. Records will be securely stored on a password-protected hard drive, and all individual data will remain undisclosed. Furthermore, the data will be retained for three months before being permanently destroyed.

This research paper will analyze the implications of the four-day Workweek for service and product-based organizations, drawing upon the survey responses from participants in both Canada and India. The analysis will cover various aspects of the four-day Workweek, including its impact on productivity, employee satisfaction, work-life balance, and organizational performance. By incorporating the perspectives of individuals from two countries, the research aims to offer a more comprehensive understanding of the potential benefits and challenges of implementing a shorter workweek across diverse cultural and economic contexts. The data collected from the survey will be utilized to create an in-depth global management research paper, which will be submitted to the university. This research paper will contribute to the growing knowledge surrounding the four-day Workweek and its potential implications for organizations worldwide. By examining the experiences and opinions of individuals from service and product-based sectors in Canada and India, the study aims to provide valuable insights into the feasibility and effectiveness of the four-day Workweek across different industries and cultural contexts.

Data Analysis

The data collected from the survey provided valuable insight into the potential of a four-day workweek. For this research paper, a survey was conducted with 21 participants. Of these 21 participants, ten were from service-based industries, while 11 were from product-based industries. When asked which format of Workweek they would prefer, 5 participants responded that they would prefer a five-day workweek, while 16 said they would prefer a four-day workweek. The data from this survey indicate that most participants (16) prefer a four-day workweek. This approach is possible since the participants from service-based industries are likelier to have more flexible working hours and, thus, prefer the four-day working week.

On the other hand, those from product-based industries may prefer the five-day Workweek as they may need to be present at their place of work for more hours per day. The data also indicates a difference in the preference for Workweek between the two types of industries. It could mean that service-based industries are more likely to prefer the four-day Workweek, while product-based industries are more likely to prefer the five-day Workweek. This trend could be because service-based industries may have more flexible working hours, while product-based industries may need more daily work to produce their products. The survey also asked participants from product- and service-based industries if they could adapt the workforce to a four-day workweek. In this case, 13 respondents replied yes, while 8 responded no. Therefore, adapting to the 4-day workweek model is easier (less complicated than switching from a 5-day). The results of the survey indicated that a majority of the participants prefer a four-day workweek over a five-day workweek.

Inclination towards a four-day or five-day Workweek

The idea of a four-day workweek has received mixed opinions from the responses to the survey. Some respondents believe a four-day workweek would be beneficial. It would allow individuals more time for personal activities and priorities, such as spending time with family and friends and pursuing hobbies. This idea is based on the notion that a significant portion of an individual’s life is spent working, and therefore, having more free time would help balance work-life. However, some respondents (two participants) argued that a four-day workweek might negatively impact productivity and lead to less employee interaction. Additionally, a four-day workweek may cause individuals to lose one of their off days, which they might have otherwise used to rest or participate in social activities.

In addition, the responses highlighted the importance of work-life balance. People are becoming increasingly aware of how much time they spend working and its impact on their personal lives. A four-day workweek could be implemented correctly, giving people more time for themselves and improving their overall quality of life. While some believe a four-day workweek can improve work-life balance, others believe it may have adverse effects, such as reduced productivity and less interaction. As a result, a four-day workweek should be carefully evaluated and thoughtfully implemented to ensure that it achieves its intended goals without causing any unintended consequences.

Figure 1

Five-day versus four-day Workweek

Four-day Workweek and Employees’ Morale Relationship

This research analysis focuses on the impact of a four-day workweek on employee morale. The data collected from a survey of 21 respondents showed that 20 believed a four-day workweek could improve employee morale, while one disagreed with this assessment. This data provides valuable insight into the potential benefits of a four-day workweek and its impact on employee morale. The results of the survey suggest that a four-day workweek could have a positive effect on employee morale. While the data suggests that most respondents were in favor of a four-day workweek, there is still a small minority of respondents who do not believe it would be beneficial. It could be due to various reasons, such as a lack of understanding of the potential benefits of a four-day workweek or personal preferences, as indicated in Steele (2023). However, most respondents were willing to embrace a four-day workweek, suggesting it could be a viable option for improving employee morale.

Figure 2

Does a four-day Workweek Make Employees Productive

Is the preferred rest day moving into a four-day work format?

The survey data indicated that 16 respondents preferred Friday as their resting day, while 2 participants wanted Wednesday, 1 participant wanted Tuesday, 1 participant wanted Monday, and 1 participant wanted Thursday. Moreover, all respondents wanted at least one day off apart from weekends, regardless of their preference for working in a four-day or five-day workweek. Regarding the impact of working in a four-day workweek on day-to-day activities, 3 participants said negative – all of whom preferred a five-day workweek; on the other hand, 18 respondents said positive, including two respondents who preferred a five-day workweek. Finally, 8 participants said they were comfortable working long hours in a four-day workweek daily to cover their working hours. This survey data indicate that most participants prefer a four-day workweek over a five-day one. The two most popular days off were Friday, preferred by 16 participants, and Wednesday, preferred by 2 participants. Monday, Tuesday, and Thursday were preferred by one participant each.

Figure 3

Ideal Resting Day in a four-day workweek.

Furthermore, most participants found the four-day Workweek positively impacting their day-to-day activities, as 18 responded positively to this question. Therefore, this indicates that the four-day Workweek is an efficient way to manage time and resources. The survey data also suggest that the participants (15 respondents) are comfortable working long hours daily in a four-day workweek to cover the working hours. Thus, it could be attributed to the benefits of the four-day Workweek, such as improved productivity, fewer distractions, and better work-life balance. It is also a clear indication of participants preferring long weekends or continuous three days off rather than taking a day in the middle of the week as the day off.

Figure 4

Effects of four-day Workweek on Daily Activities

Effect of a Four-day Workweek on Employees and Managers According to the survey

The data collected from the respondents suggest that the primary personal effect of a four-day workweek could include additional time to spend with family, time to relax and pursue hobbies, increased productivity, and extra time for social life or other interests. Additionally, respondents indicated that a four-day workweek could offer a better work-life balance, more personal space, and motivation for three days off. One of the primary benefits of a four-day workweek is more family time.

Respondents indicated they could spend more time with their families, allowing them to take short trips more frequently. A four-day workweek could also provide more opportunities to relax and pursue hobbies like reading, gardening, or playing sports. Therefore, this could lead to improved mental health, increased productivity, and better overall well-being, as linked to Robinson’s (2022) findings. In addition to providing more time for leisure activities, a four-day workweek can also help increase social life and other interests. Respondents indicated they could use their extra time to engage in activities such as attending events or parties, shopping, or engaging in outdoor activities with friends or family. Thus, this could lead to greater fulfillment, improved relationships, and better mental and physical well-being, as linked with studies by Steele (2023). The data also indicates that a four-day workweek could provide better time management, improved work-life balance, and decreased employee turnover rates. Respondents suggested they could use the extra time to plan their lives outside work, spend more time with family and friends, and enjoy a better lifestyle linked to research by Steele (2023). It could improve job satisfaction, colleague relationships, and a more balanced work-life for employees.

Potential Positive Impacts of a four-day Workweek as per the Survey

The data collected from the 21 participants shows the potential positive impacts of a four-day workweek. The respondents reported that they could get more time to spend with their family and explore things, and running costs would significantly drop. Moreover, employees would pay less to commute and cut expenses like lunch and coffee during the day. In addition, they could work on their side business or family business and spend time with their children. On a personal level, the respondents foresaw lesser fatigue, sustained energy for work, better rest for their mind and body, and better work-life balance with sufficient time for hobbies and side hustles.

The respondents also indicated that they could have increased productivity and better work-life balance. In addition, they reported improved social life, more time to do things for themselves like hiking, playing games, or spending time with family, more productivity and flexibility, and no need to take an additional holiday. Some respondents indicated possible delivery delays and no positives in working for four days. Other respondents indicated that they could have increased enthusiasm for work among employees, an efficient and positive atmosphere, and more family time, focusing on other things besides work, lesser commute, more savings, and the possibility of short travels and vacations.

From the responses of the 10 participants from service-based industries and the 11 from product-based industries, the potential positive impacts of a four-day workweek are similar for both industries. The respondents from service-based industries (5) reported that they could get more time to spend with family and explore things, and running costs would significantly drop. In addition, employees would be paying less to commute, and they could work on their side business/family business and spend time with their children. On a personal level, the respondents foresaw lesser fatigue, sustained energy for work, better rest for their mind and body, and better work-life balance with sufficient time for hobbies and side hustles.

The participants from product-based industries (14) reported perceiving potential productivity and work-life balance improvements. They indicated that a four-day workweek could provide additional opportunities for leisure activities such as hiking, gaming, and spending quality time with loved ones. They also believed a shorter work week would increase productivity and flexibility without additional time off. They also reported that there would be better work-life balance and employee motivation, less stress, and more productivity. Other positive impacts included:

• An efficient and positive atmosphere.
• More family time.
• I was focusing on other things apart from work.
• Lesser commute.
• More savings.
• The possibility of short travels and vacations.

Additionally, the study was conducted to explore the impact of a four-day workweek on productivity and the preferences of individuals regarding a five-day or four-day Workweek. Seventeen respondents reported feeling that a four-day workweek would increase productivity, while four respondents did not believe a four-day workweek would increase productivity. Of the five respondents who preferred a five-day workweek, one believed a four-day workweek would lead to increased productivity. This data reveals that an overwhelming majority of respondents (81%) felt a four-day workweek would increase productivity. This finding suggests that people generally feel that a four-day Workweek benefits productivity. Furthermore, the data suggests that people (1) who prefer a five-day workweek are likelier to believe a four-day workweek will increase productivity.

Impact on Employee’s Health Due to Prolonged Hours (as per survey)

This data analysis report delves into the ramifications of a four-day workweek model instead of a conventional five-day workweek. The report is based on a sample size of twenty-one participants, of which 62% reported encountering one or more adverse physical and mental health issues, such as stress, anxiety, physical discomfort, and lethargy. Conversely, the remaining 38% of respondents claimed that the extension of working hours did not negatively impact their well-being.

The study’s findings indicate that the four-day Workweek can induce various physical and mental health problems, as substantiated by the experiences of 13 out of 21 participants who reported stress, anxiety, and physical discomfort, with a couple even reporting feelings of idleness. Thus, the data suggest prolonged working hours can harm an individual’s health and well-being.

These conclusions are consistent with the articles mentioned above, which have established a correlation between extended working hours and an elevated risk of mental health problems, such as depression and anxiety, as well as physical health problems, such as musculoskeletal disorders. Additionally, the data suggested a correlation between the four-day Workweek. They increased stress and anxiety levels, which is supported by the responses of all participants who reported feeling more stressed and anxious during the four-day Workweek compared to the five-day Workweek. This finding aligns with Robinson’s (2022) research, which postulates that shorter working hours can lead to higher stress and anxiety The data also suggests that the four-day Workweek can lead to physical health problems, as evidenced by two participants who reported experiencing body aches. This conclusion aligns with previous research, which has established a correlation between shorter working hours and an increased risk of physical health problems, such as musculoskeletal disorders.

In conclusion, the data analysis report highlights the potential negative impacts of a four-day workweek, as opposed to a five-day workweek, on an individual’s physical and mental health. The study’s findings align with previous research and indicate that prolonged working hours can harm an individual’s well-being.

Figure 5

Effects of a Four-day Workweek on personal health

Potential Negative Impacts of four-day Workweek as per the Survey

A survey of 21 participants identified several potential negative impacts of a four-day workweek. The most frequent issue was the increased work hours for employees. Ten respondents from service and 11 from product-based industries reported that their work hours would be extended to compensate for the lost day, potentially leading to heightened fatigue and decreased focus on work. Furthermore, respondents expressed concerns about a backlog of tasks, which could reduce overall productivity, and the potential for increased spending and decreased savings. One participant highlighted that their business would likely have to hire additional staff to accommodate the four-day Workweek, leading to increased costs.

Additionally, some participants noted that the positive impact of a four-day workweek might not be sustained in the long run. The initial excitement may wane, and departments may return to previous work speeds after the initial enthusiasm subsides. Specific organizations, such as courier services, may experience initial spikes in volume, resulting in customer service delays and complaints. Respondents also raised concerns about the possibility of overwhelming workdays, disturbed sleep cycles, and insufficient time for household chores and relaxation.

Another participant mentions concerns about the impact on personal life and well-being. The participant commented that the shorter Workweek could result in a low personal lifetime, lethargic workdays, and disturbed sleep cycles. Additionally, finishing work in a shorter time frame could lead to more pressure and less time to relax and do household chores.

Discussion

The survey results provide valuable insight into the potential of a four-day workweek. Service- and product-based industries’ employees prefer the four-day Workweek, as 16 out of 21 participants indicated they would choose this format. The preference for a four-day workweek is likely due to the flexible working hours of service-based industries, as opposed to product-based industries that might require more hours of work daily (Steele, 2023). Furthermore, the survey results showed that most participants were willing to adapt their workforce to accommodate the four-day Workweek. The four-day Workweek offers many potential benefits over a five-day workweek. For example, it can help reduce stress, increase productivity, and provide workers with a better work-life balance (Steele, 2023).

Additionally, it can result in significant cost savings for employees. For example, fewer working days can lead to fewer overhead and administrative costs. Furthermore, employees can use their extra day off to engage in activities that will help them be more productive and better able to handle their workload.

This research suggests that a four-day workweek could increase productivity and other potential favorable impacts. Most respondents indicated that they could get more time to spend with their family and explore things, and running costs would significantly drop. Moreover, employees would pay less to commute and cut expenses like lunch and coffee during the day. They could also work on their side business/family business and spend time with their children. On a personal level, the respondents foresaw lesser fatigue, sustained energy for work, better rest for their mind and body, and better work-life balance with sufficient time for hobbies and side hustles. The data collected from the 21 participants also showed that both the service-based and product-based industries have similar potential positive impacts from a four-day workweek. It includes improved social life, more time for themselves like hiking, playing games, or spending time with family, more productivity and flexibility, and no need to take an additional holiday.

Furthermore, respondents indicated that there would be better work-life balance and employee motivation, less stress, and more productivity. Notably, most respondents (81%) felt that a four-day workweek would boost productivity, suggesting that people generally think that a four-day Workweek benefits productivity (Robinson, 2022). Therefore, this research indicates that shorter work weeks may be beneficial in terms of increased productivity, cost savings, and improved work-life balance. While further research is needed to determine the potential long-term implications of a four-day workweek, this study provides valuable insight into the potentially positive impacts. It could inform the development of policies to support shorter workweeks (Robinson, 2022).

Despite numerous benefits, a four-day workweek also has potential adverse impacts. The findings indicate that working a four-day workweek instead of a five-day one can lead to physical and mental health issues, such as stress, body aches, anxiety, and laziness. The data aligns with previous research, which has suggested that long working hours are associated with an increased risk of mental and physical health problems. It has also been suggested that shorter working hours are associated with higher stress and anxiety levels and an increased risk of physical health problems such as musculoskeletal disorders. This research provides further evidence that working a four-day workweek may lead to physical and mental health issues, which should be considered when considering a four-day workweek.

The survey provided valuable insights into a four-day workweek’s potential benefits and challenges. The increased productivity and better work-life balance reported by the respondents suggest that a shorter workweek could positively impact employees’ well-being. Moreover, the improved work atmosphere and increased motivation reported by some respondents indicate that a four-day workweek could positively impact the organization’s overall performance.

The results of this data analysis suggest that it is essential to consider the potential health risks associated with working a four-day workweek when making decisions about working hours. To ensure the health and well-being of employees, employers should consider providing incentives and support to employees who work a four-day workweek, such as allowing flexible working hours and providing access to mental health resources (Robinson, 2022). Employers should also monitor employees’ working hours to ensure they work only a little and take sufficient breaks. Additionally, employers should ensure that employees know the potential health risks associated with working a four-day workweek and provide resources and support to help mitigate these risks (Robinson, 2022).

Limitations of the Study

One of the limitations of this research is that it needs to provide a comprehensive analysis of the 4-day workweek model due to its limited scope. This research only examines the potential benefits of the 4-day workweek model for organizations and employees and does not consider the potential drawbacks or drawbacks of the model. Another limitation of this research is that it may not be able to identify the full range of benefits associated with the 4-day workweek model. While the research is designed to assess the impact of the 4-day Workweek on productivity, employee retention, and health, there may be other important factors that need to be addressed by this study. Additionally, this research needs to consider the potential impact of the 4-day workweek model on other stakeholders, such as customers, partners, and the wider community.

The research does not consider the potential impact of the 4-day Workweek on the broader economy or any potential implications for the labor market. Furthermore, this research needs to consider the potential challenges associated with implementing a 4-day workweek, such as the need for employers to restructure workflows and schedules or to develop new staffing models. Furthermore, this research needs to comprehensively assess the 4-day workweek model, as it is limited to the experiences and perspectives of the organizations that have adopted it. Lastly, this research is limited by its reliance on qualitative data, as it does not include any quantitative data on implementing the 4-day workweek model. As a result, this research needs to assess the 4-day workweek model comprehensively.

Recommendations

To ensure the success of a four-day workweek, organizations should consider the implications of this change on their overall business model and how their industry may be affected. They should also address potential challenges, such as managing productivity and compensating employees for extra work hours. If these challenges can be effectively managed, implementing a four-day workweek can significantly improve the quality of life for employees and benefit organizations in the long run.

Suggestion for Further Research

More studies should be conducted on productivity and performance to ascertain reliability. More research is needed to understand how a reduced workweek might affect worker output and whether it would be sustainable over time. Additional research could explore how a four-day workweek affects employee stress levels, sleep patterns, and overall quality of life. Another critical area that should be addressed is the impacts on organizations, including financial costs and logistical challenges. Further research could examine the organizational and financial impacts of implementing a four-day workweek and identify strategies for managing these challenges.

Conclusion

In conclusion, while a 4-day workweek can bring about positive changes, it is important to consider the potential benefits and drawbacks before implementing it in the workplace. The findings of this survey shed light on the complex nature of a 4-day workweek and emphasize the need for a nuanced and well-considered approach. The 4-day Workweek has become increasingly popular in the corporate world due to its potential to improve efficiency and productivity. Based on the survey results, the potential for a 4-day workweek appears promising. Most of the product- and service-based industry participants indicated they would prefer a 4-day workweek. Most of the participants from product-based industries also stated that they could adapt their workforce to a 4-day workweek. Therefore, a 4-day workweek is viable in both sectors and may improve productivity and employee morale.

Furthermore, the 4-day workweek model has been embraced by leading companies such as Microsoft, Amazon, and LinkedIn and has proven to improve efficiency and productivity. Therefore, evidence suggests that a 4-day workweek is a viable alternative to the traditional 5-day model and can allow organizations to retain and motivate employees while still achieving the desired productivity levels. The potential benefits of the 4-day Workweek should be further explored in the quest to perfect its implementation on a global scale.

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