13th February 2025 ❘

Is the four-day working week a fairer business choice?

Is the four-day working week a fairer business choice?

Is the four-day working week a fairer business choice? Considering the cross-industry effects of introducing a four-day working model…

 

Recent cross-sector trials of the four-day working week have been widely regarded as an overwhelming success. The first trial, which took place in 2022, involved 61 employers transitioning to a four-day working model without loss of pay. Of these participants, 56 chose to continue the trial moving forward, with 18 saying the policy is a permanent, positive change for their business. (4 Day Week Foundation, 2025)

For employees, the trial found that stress and burnout significantly reduced when compared to a traditional five-day working pattern. (4 Day Week Foundation, 2025) Similarly, employers reported a decline of 57% in the likelihood that an employee would leave the business, and a 65% reduction in the use of sick days, with business revenue broadly maintained. (4 Day Week Foundation, 2025)

The 4-Day Week Foundation, a key campaign group behind the movement, has planned a further three trials throughout 2025 focusing on local councils and technology businesses. (4 Day Week Foundation, 2025)

Despite the overall positive impact, the implementation of a four-day week is not without its issues. At its core, it highlights a significant disparity between the adaptability of office-based professional services roles as opposed to retail or manufacturing. The Welsh Government’s Workforce Partnership Council has warned this has the potential to create a “two-tier workforce,” in which office workers benefit from the proposals but frontline workers do not. (The Workforce Partnership Council, 2024)

Following the pandemic, a disparity emerged between those in office-based roles who transitioned to home working with relative ease and frontline workers for whom home working was not an option. The four-day working week trial further exacerbated this divide; while it was largely successful in office-based roles, in manufacturing and retail, where a business needs to stay open between five and seven days a week to remain viable, the strain of four-day staffing became overwhelming and in some cases, the trial was abandoned. (BBC Worklife, 2023)

It is important to consider the effect the changes may have on current part-time workers. A four-day week is defined as a schedule that requires delivery of 100% of the work 80% of the time for 100% of the pay. (South Cambridge District Council, 2024) Considering this definition, a worker who currently works a part-time, four-day pattern requiring 80% of the time, for 80% of the pay, with 80% of the delivery, may feel they have been treated unfavourably as a result of the change. This could give rise to equal pay claims under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 and potentially, to claims of discrimination if the practice puts those with a protected characteristic at a particular disadvantage.

Although the four-day working week has many potential benefits for employees, especially those in professional service industries, its wider introduction across the workforce has the potential to exacerbate existing industry divides and give rise to potential discrimination claims. We would recommend employers remain conscious of the impact of any changes across their whole of their workforce, ensuring any reforms are introduced fairly and equitably.

Our Employment team is on hand for further advice if you’d like it – please just get in touch.