Majority of employees demand remote flexibility alongside reduced workdays to boost productivity and work-life balance.
A four-day work week appeals to many workers, but only if remote work is an option. According to a Morning Consult survey, 75% of workers say they would support a four-day, 10-hour-per-day schedule only if remote work is available all or most of the time. Without remote flexibility, support drops to just 51%.
Generational differences play a role in attitudes toward workplace norms. Millennials (93%) and Gen Xers (88%) lead in interest for a shorter work week, citing improved personal time and reduced fatigue. Gen Z workers are less enthusiastic, and baby boomers show even less interest in adopting such changes.
Remote work remains crucial for over half of employees, whether in hybrid or full-time formats. They cite benefits such as shorter commutes, improved work-life balance, and avoiding office discomfort as key motivators.
Advantages of a Four-Day Work Week
Numerous studies highlight the benefits of a reduced work schedule, including:
Increased productivity
Reduced burnout
Higher employee retention
Improved workplace culture
Lower operating costs
Notably, Microsoft Japan’s 2019 trial of giving employees five consecutive Fridays off yielded higher productivity and happier workers, even in a culture known for its long working hours.
Challenges and Risks
While a four-day schedule could enhance work-life balance, compressing the workweek may lead to fast-tracking tasks and increased stress. This creates the potential for burnout if employees feel rushed to meet deadlines within a tighter timeframe.
Despite these challenges, the popularity of flexible schedules continues to grow. A LinkedIn poll by Randstad revealed that 72% of respondents prefer a four-day workweek, even with slightly longer hours. Companies exploring this model are likely to see higher employee satisfaction and engagement in the long term.
