New research shows that results from the world’s largest trial of a 4-day week are largely consistent with existing global evidence, further demonstrating the benefits of reduced-hour, output-focused working.
The pilot program – conducted in the UK by non-profit 4 Day Week Global, the UK’s 4 Day Week Campaign and think-tank Autonomy – guided over 60 companies and almost 3,000 workers through a six-month trial of a 4 day week, with no loss of pay for workers. This brings the global campaign’s total number of completed pilot participants to 91 companies and approximately 3,500 employees.
Overall results show that almost every organisation will stick to a 4-day week post-trial, with 91% definitely continuing or planning to continue, and a further 4% leaning towards continuing. Only 4% of participants are definitely not continuing.
Companies rated their overall experience of the trials an average of 8.5/10, with business productivity and business performance each scoring 7.5/10. Revenue rose by 35% over the trial periods when compared to similar periods from the previous year and hiring increased while absenteeism decreased.
The health and well-being of employees also improved, with significant increases observed in physical and mental health, time spent exercising, and overall life and job satisfaction. Rates of stress, burnout and fatigue all fell, while problems with sleep declined.
Environmental outcomes were also encouraging, with commuting time falling across the full sample by a half hour per week.
Lead researcher, Professor Juliet Schor of Boston College observed an encouraging consistency in the data: “Results are largely steady across workplaces of varying sizes, demonstrating this is an innovation which works for many types of organisations.
“There are also some interesting differences. We found that employees in non-profits and professional services had a larger average increase in time spent exercising, while those in construction/manufacturing enjoyed the largest reductions in burnout and sleep problems,” she said.
This provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, we cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.