The global pandemic forced a sudden shift in the way we work. In the early days, an estimated 4.5 billion people worldwide had their movement restricted by some kind of lockdown. And while debate continues on where people should work – remote, office, hybrid etc, there are also some interesting conversations happening about when people should work, and the hours they do.
The idea of a 4-day working week is not new, however the spotlight is back on it following the recent publication of findings from the world’s largest study into the 4-day working week in Iceland. Around 1% of workers in Iceland were involved in the pilot programme, which cut working hours to 35-36 hours, but with no reduction in overall pay. And the findings have indicated that the pilot was an overwhelming success, boosting productivity and wellbeing. And the research did not just focus on 9-5 knowledge workers, it included those on different shift patterns, and in a range of roles.
A think-tank in the UK, Autonomy, analysed the findings alongside the Association for Sustainability and Democracy (Alda) in Iceland, and have published a report making the case for a shorter working week, which in summary concludes that it is entirely possible to begin the transition to a shorter working week immediately. And that a shorter working week stands to benefit not only employees, but organisations, customers and society.
Some of the benefits they outline include:
- Improved organisational culture
- Increased employee engagement
- Boosts in employee wellbeing
- Increased gender equality
- Quality, well-paid, secure employment for all
- A sustainable economy
- And strong indications that a shorter working week will help to reduce air-pollution and reduce our carbon footprint
In addition, the report states that there is impact on productivity – so why have we held onto our culture of long hours for so long, despite that fact we know it’s bad news for our health and wellbeing? Interestingly the current 9-5 model, over 5 days, is a fairly recent invention, only being around for the last 50 years or so. The report provides an interesting look at both the historical and political background, which have led us to our current obsession with long hours.
And of course there are many writers who comment on the morality we have bound up with our work ethic in the west. Hard work is seen as virtuous, and people that don’t put in the hours are viewed as lazy. While the argument that less hours leads to increased wellbeing makes sense, for many the idea that we can be at least as productive on less hours is more challenging.
The research however stacks up. A Sanford University study showed that overworked employees are actually less productive than employees working an average working week. A study in Sweden followed nurses at a care home working a reduced 6 hours for five days a week. Results were largely positive with nurses having less absence, better health and mental wellbeing, increased engagement, and arranged 85% more activities for patients in their care. Further research shows that employees working 30 hours tend to be more rested and waste less time than those working 40 plus hours, which in turn supports their productivity.
Our experience of working during the pandemic has opened our eyes to new possibilities. We are questioning the way we work, where we work and when we work, and looking for ways to genuinely have a better work-life balance. And it seems that a shorter working week just might be possible.
In an earlier Reset Show we talked to Perry Tims of People and Transformational HR, who has implemented a shorter working week for his team – you can listen to his reflections here.
Can you see your organisation moving to a four-day week? Maybe you’re already doing it – we’d love to hear from you!
