Head-to-Head: Is the four-day week a gamechanger or a gimmick?

Is the four-day work week a realistic strategy for organizations or a gimmick used to lure in top talent? The notion of four days work for three days rest sounds appealing – but for many sectors and workers it’s just not an option. However, for companies that can pivot to this more flexible approach – what will that mean for productivity, morale, and turnover?

HRD spoke to two leading HR influencers to uncover what the sector really thinks about the four-day week – and weighed up the pros and the cons of the modern approach.

Read more: Ontario seeks minimum wage for digital platform workers

Angela Champ, SVP HR at Alpine Building Maintenance

“Even prior to the COVID-19 pandemic, a new generation of employees was prioritizing the ‘home life’ over the ‘work life’ part of the balance scale.  Surveys showed that Gen Z valued personal time and work that aligned with what they wanted to do in life over long hours in the office.  The ‘Pandemic Epiphany’ that occurred starting in March 2020 has cemented people's desire to get more out of life than just work. 

“The eight-hour/day, five day/workweek is a construct that was created almost 100 years ago to protect employees from being exploited by companies who demanded longer hours.  The move from the Industrial Age to the Information Age and Technology/Digital Age means that we may not need a full 8 hours to complete our tasks. 

 “The four-day work week is a good idea in that it could compel organizations to consider output and outcomes over face time. For office workers, so much of time at work is spent in needless meetings or on tasks that don't add value to the organization's goals. The four-day work week might allow people to pursue a career with time to pursue other life goals. It also might increase employment opportunities if organizations need staff to cover certain hours.”

Read more: LifeWorks CEO: 'Our people are embracing this change'

Greg Gunn, CEO and Co-founder of Commit

“It’s not that I’m necessarily against a four-day working week, I just don’t think it really addresses the underlying issues. It shouldn’t be about dictating when employees work, but rather letting them figure that out for themselves.

“By forcing employees to adopt a four-day working week, we’re actually putting a leash on their creativity. Workers are looking for workplace autonomy on their own time. In this current candidate-led market, where the Great Resignation is on the rise, employers can’t afford to be inflexible when it comes to employee experience.

“A lot of CEOs might not like to admit this, but walking into the office, having everyone look up at you – it’s a rush,” he told HRD. “That power of being able to call brainstorms and collaborate whenever you like is addictive. But it’s important to remember it’s not like that for everyone. The majority of people that rose to that senior leadership position are male, white, and over 60-years old. For the rest of your employees, it’s much more collaborative to let them work as and when they want. Leaders should be pushing forward a healthier idea of work-life balance – actually encouraging their people to step away from the laptops and spend some time with their loved ones.”