During the global reassessment following the Covid-19 pandemic, the idea of a four-day perform week gained traction as a potential path to a better quality of life. The concept is straightforward: employees work fewer hours for the same pay, while maintaining – or even increasing – their output. Proponents suggest this is achievable by streamlining workflows, prioritizing tasks, and reducing meeting times.
Are the benefits overblown?
Despite the initial enthusiasm and positive trial results, the four-day work week remains a niche practice. Last year, both Bupa and Unilever ended trials of reduced work hours, describing the four-day model as “rigid.” More recently, the Launceston city council scrapped plans to become the first Australian government body to adopt the schedule following opposition from the business sector. Despite this, the Australian Council of Trade Unions has again called for a right for workers to request a four-day work week.
Debbie Bailey, co-chief executive of 4 Day Week Global, notes that while the concept isn’t disappearing, the conversation is maturing. She says reduced work hours are being explored by organizations, industries, and governments worldwide, with a focus on safe and varied implementation strategies.
Versa, an AI tech company with 38 employees, has operated on a four-day work week – with Wednesdays off – since 2018, making it the first Australian company to do so. Yet, CEO Kath Blackman notes that the incentive to offer such flexibility has diminished as the tech labor market weakens due to recent layoffs.
Blackman also points to the role of AI in enabling reduced work hours, stating, “We require to be giving the time saved by AI back to our team.” She highlights that the five-day work week has been the norm for a century, and technological advancements have increased productivity without a corresponding reduction in working hours.
Pilot programs have shown positive results. Five hundred and fifty of Medibank’s roughly 3,500 employees are participating in a four-day work week trial, reporting improved health and job satisfaction. Similarly, all 1,500 staff at Grant Thornton have enjoyed a permanent nine-day fortnight since 2024, with the business reporting decreased staff turnover and sick leave alongside increased productivity.
However, Dr. Timothy Campbell of De Montfort University cautions against overstating the success of these trials, noting that many positive results reach from studies conducted by advocacy groups or self-reported by companies. He suggests that a broader review of academic research paints a more nuanced picture.
‘It’s very hard to change it back’
The University of Sydney’s Prof John Buchanan, who has studied labor markets for over 30 years, emphasizes that reducing working hours is a difficult change to implement. He states, “Once you change working time, it’s very hard to change it back.” Buchanan also notes that opposition from employer groups is predictable, stating, “If we believed employer groups we’d still be working 10-plus hours a day, six days a week at subsistence wages.”
Frequently Asked Questions
What is the four-day work week model?
The model involves employees working fewer hours for the same salary, with the goal of maintaining or increasing productivity through streamlined workflows and prioritization.
Which companies have trialed the four-day work week in Australia?
Bupa, Unilever, Medibank, Grant Thornton, and Versa have all trialed or adopted variations of a reduced work week schedule.
What are the concerns surrounding the four-day work week?
Some concerns include the potential for reduced productivity, the rigidity of the model for certain industries, and opposition from employer groups.
As the nature of work continues to evolve, will the four-day work week become a widespread reality, or will it remain a niche experiment?
