I have been curious about flexibility at work and the concept of the 4-day working week for some time. With reports suggesting that the government is planning changes to empower more employees to request a 4-day working week, I ran a poll across my LinkedIn network and followed up by talking with a variety of people who had engaged with the poll and from our network.

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About the voters

• 251 people voted on the poll
• Over 50% are in leadership or management positions
• Over 70% are based in the North or the Midlands
• They are split fairly evenly across small SMEs to major corporates

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A summary of some of the comments received:

Senior Manager who has worked in a corporate with a 4-day working week policy

“The 4-day working week was almost a deterrent to me joining the business. All of my friends work on a Friday. What would I do on my own? The business I worked for abandoned the scheme eventually because it was not working. There were two main aspects that failed:

• Staff divided themselves into two camps – (1) Those who went to work for a career – keen to work the hours to learn, develop and be recognised. (2) Those who went to work because they needed a job.
• Presenteeism on the 4 days was clear and obvious. People needed to work the hours to qualify for the “day-off” so a swipe card system was introduced. This ensured that people arrived early just to swipe and stayed late while not being productive.”

Leader from the financial services sector

“Employers need to move away from seeing flexibility as a benefit. It is a means to support people and unlock productivity.

I have worked in flexible cultures for over 25 years and in a sector where it can work well. There is a mindset to introduce 9-5 because it is the norm – it just isn’t the best time frame for many job disciplines.

Flexibility should be encouraged as it clearly benefits the employees. Business needs have to be considered before you can conclude if it benefits productivity. The other concern is on how it affects managers and leaders – they spend more time ‘covering and doing’ than ‘managing and leading’”

Leader from an accountancy firm

“Studies show that productivity dips at 7 ½ hour. I feel I would get less done and would have less time for my hobbies and interests on the longer days. The extra day at home would be spent combatting my tiredness. I can’t see any benefit in this model”

Wellbeing Coach

“56 of the 61 companies in a 4-day working week trial have extended the arrangement. Data showed that 39% of employees were less stressed while physical and mental health were improved.”

HR Leader

“Attempting to shoe horn five days of work into four is a recipe for poor engagement and burnout. Any shift should be accompanied by changes to job roles and working practices.

Employees already have a statutory right to request flexible working from day one of employment. This should cover any request for different hours”

Paul Nowak (General Secretary of the TUC)

Speaking at the start of the TUC Conference this week, “Good employers recognise the benefits flexible working can bring to their workforces and businesses, whether it’s through increasing staff productivity or higher retention”

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My View

The level of political attention, media coverage and engagement with our poll shows how important this topic is and it will get louder over the coming weeks.

Almost everyone would agree that the concept of flexibility is positive and worth consideration. There are clearly many sectors and disciplines where it is not viable. There are also employers out there who have not adopted flexibility and who would benefit from it.

Our poll does not support the view that the 4-day working week supports productivity conclusively. It does also show that there is an openness to consider and work towards an option that works. Business groups and media can influence this change across business positively and raise the volume.