Benefits, Challenges, and Strategies of a Four-Day Workweek

March 11, 2025

SEB Marketing Team

The traditional five-day workweek has been a cornerstone of modern employment for decades. With flexible work arrangements becoming the new normal, many organizations are considering the benefits and challenges of a four-day work week. The four-day workweek model proposes to improve employee wellbeing, reduce burnout and boost efficiency. However, skeptics worry about potential productivity challenges, operational hurdles, and customer service impacts. Here are some considerations for business leaders and HR professionals to assess whether this trend aligns with their organization’s goals, as well as practical considerations for potential implementation.

The Case for a Four-Day Workweek

A four-day workweek allows employees to work four days instead of the typical five, often reducing their hours from 40 or 35 to 32 or 28. Other variables include adding an extra hour during the work week to make up for the “lost” day and choosing which day will be taken off. There many benefits seen in this either reduced hours or compressed work week. Here are a few:

Increased Employee Productivity and Efficiency: Research suggests that employees who work fewer hours often maintain or even increase their productivity levels. With a compressed schedule, employees are more likely to stay focused, minimize distractions, and streamline tasks, leading to higher efficiency.

Improved Employee Wellbeing and Work-Life Balance: Requesting time off for the dentist or picking the kids up from school can cause stress. A shorter workweek allows employees more time to rest, recharge, and engage in personal activities. This can lead to lower stress levels, reduced absenteeism, and a healthier, more motivated workforce.

Enhanced Talent Attraction and Retention: Organizations that offer flexible work schedules, including a four-day workweek, are often more attractive to top talent. With the newer generation of employees who seek more work-life balance than monetary compensation, this perk can set a company apart, improving recruitment efforts and reducing turnover.

Cost Savings for Businesses and Employees: A four-day workweek can lead to reduced overhead costs, such as lower energy consumption and office expenses. Employees also save on commuting costs and childcare, making the model financially appealing for both employers and workers. 

The Challenges of a Four-Day Workweek

While the four-day workweek offers compelling benefits, it may not be the answer for all organizations. Some industries and business models face unique obstacles that could make implementation challenging. Here are some potential challenges to consider:

Industry-Specific Limitations: Four-day work weeks may simply not be suitable for all industries. Manufacturing, healthcare, and retail sectors, for instance, may face greater challenges in maintaining operational efficiency with a shorter workweek.

Scheduling and Coverage Issues: For customer-facing businesses or organizations requiring continuous operations, implementing a four-day workweek without disrupting service can be complex. Companies must strategize how to maintain coverage without compromising productivity.

Potential Productivity Dips: Completing tasks in shorter time frames, collaboration and increased fatigue brought on by potential ten-hour days could all be possible contributors to a potential dip in productivity. This risk is particularly high in roles with heavy workloads or time-sensitive deliverables.

Resistance to Change: Shifting to a four-day workweek requires a cultural change within the organization. Some employees and managers may resist the new structure, fearing increased pressure to complete tasks in fewer days or uncertainty about long-term impacts.

Practical Strategies for Implementing a Four-Day Workweek

If your organization is considering adopting a four-day workweek, a well-planned approach is essential. It is important to begin with designing the objectives and goals for your company in terms of employee wellbeing, productivity, and reducing costs. Clear objectives will guide implementation and measurement efforts and help select the right model for your organization.  Options include:

• Compressed Work Schedule (e.g., four 10-hour days) – Maintains total work hours but shifts to a shorter week.
• Reduced Work Hours (e.g., four 8-hour days) – Employees work fewer hours while maintaining productivity.
• Rotational Approach – Employees have staggered days off to ensure business continuity.

Start with a trial period to gather feedback and adjust policies before a full implementation. Consider running a three- to six-month pilot to assess its impact on productivity, employee satisfaction, and business outcomes. Track any key performance indicators (KPIs), such as productivity levels, employee engagement, customer satisfaction, and operational efficiency. This data will help determine whether the model is sustainable long-term.

Finally, clear communication will help set expectations and provide insights into what’s working and what isn’t so adjustments can be made and l Leadership buy-in will provide guidance and support fostering a smoother transition.

The four-day workweek presents a promising opportunity to shift how organizations view productivity, employee wellbeing, and the future of work. While not every company will find it suitable, those willing to experiment and adapt may unlock a new era of efficiency and employee satisfaction. As businesses continue to rethink traditional work models, the question isn’t just whether a four-day workweek is possible, but whether it’s the future of work itself.