The concept of a four-day work week isn’t new, but it is controversial. But whether you think it’s a good idea or not, it’s a concept that is gaining momentum across the UK — and around the world. Hiring teams need to be prepared and understand the possible effects a shorter week could have on recruiting and retention.
Experimenting with the 4-Day Work Week
In 2022, over 60 UK companies participated in a six-month trial of the four-day work week. More than 90% opted to continue the experiment after the pilot project concluded, and 18 made the change permanently.
More recently, the district council in South Cambridgeshire implemented a four-day week for around 450 office employees and local refuse collection workers. Although district staff completed the same amount of work and received the same pay as they had during Monday to Friday work weeks, the council realised savings of approximately £370,000 per year because of a sharp decline in employee turnover.
Proponents of the shift to a four-day week say these trials (and other experiments in Belgium, Iceland, South Africa, and Spain) demonstrate without a doubt that companies can save money, increase efficiency, and improve the mental and physical well-being of their employees by making the switch. Critics have dismissed it as “an ideological crusade” and warned that “nobody ever changed the world on 40 hours a week.”
But what does it mean for talent acquisition professionals, hiring teams, and recruitment firms?
How Can a Shorter Week Impact Hiring?
The decline in turnover reported in South Cambridgeshire certainly suggests that transitioning to a four-day work week could bring change for hiring teams. Let’s examine some of the possible effects on recruitment and retention.
Benefits of a 4-Day Work Week
Human resources and hiring teams can realise several advantages by offering employees (and potential hires) the opportunity to work four days per week instead of five.
- Differentiation in a tight labour market
Qualified employees are hard to find and retain as worker shortages persist. Providing the option to complete work in four days instead of five — and offering a three-day weekend — can help companies stand out against other job offers candidates may be considering.
- Increased employee satisfaction
Giving staff an additional 24 hours to themselves each week can decrease stress, improve employee engagement, reduce employee burnout, and limit turnover and absenteeism. An engaged, healthy workforce typically means fewer vacancies and less pressure on recruitment and retention teams.
- A more equal workplace
Some 1.8 million Britons are not working because of childcare responsibilities, and 84% of them are women. Reducing the number of hours employees are expected to spend on the job increases the flexibility staff have to balance work with their personal obligations. Studies have repeatedly shown that workforce diversity is directly related to increases in revenue and productivity.
- Cost savings
As demonstrated by the South Cambridgeshire experiment, shifting to a four-day week can lead to significant cost savings associated with lower employee turnover. But companies and workers alike can realise other savings from a shorter week: lower electricity and office supply costs, and less spent on commuting expenses like train fare or petrol.
A Condensed Week is Not for Everyone
Equality, savings, equality, happier and healthier staff — why wouldn’t you embrace a four-day work week? The benefits are difficult to argue with. But there are some factors you must consider before implementing a change to the way you work.
- Shorter weeks don’t suit all industries or workers.
Some verticals require staff on the job seven days a week, and shifting to a four-day work week could be impractical or result in significant overtime costs. At the same time, not all employees want to work longer days, but fewer of them. Working 10 hours a day, four days a week, may not suit staff with other time-sensitive obligations outside the workplace.
- Satisfaction may be short-lived as pressure rises.
Spending less time at work is a valuable benefit for employees, reducing stress, increasing engagement, and limiting turnover — but shifting to a four-day work week only reduces these symptoms. It won’t eliminate factors that cause high stress levels, poor morale, and high turnover in the long term. As the novelty of the arrangement fades and the pressure of accomplishing the same amount of work in less time sets in, increases in worker satisfaction may diminish.
- Cost savings aren’t guaranteed.
Lowering employee turnover can significantly reduce costs associated with hiring and training new staff. But if your industry requires workers to work long shifts, the increased overtime associated with a four-day work week can offset (or even outstrip) the savings that come from improved retention.
The Recruitment Solution Built for Hiring Teams
A four-day work week can be a valuable tool for hiring teams in the right industries, but should not be implemented without evaluating how the transition will affect your organisation and your employees.
If you’re looking for ways to lower hiring costs and reach more candidates in today’s challenging job market, Hirematic can help. Our advanced job ad solution was designed to help hiring teams and talent acquisition professionals find and hire the right people fast. Contact our hiring experts to learn more about what we can do for you.
