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TECHNOLOGY REPORT

campaigning group 4 Day Week Global. a four-day week. This may be due to concerns regarding work- throughout of the need for employee
Of the 61 participating companies, 56 loads on the remaining four-day weeks, or other personal consid- consent – in writing – to any amend-
decided to continue with their four-day erations”. ments to them”. He continues by noting
working week for the time being, includ- And then there’s the need for employers to give sufficient con- that employers need to think about busi-
ing 18 that made the change permanent. sideration to the continuity of their business, including the ability ness requirements and how they may
to provide an acceptable service level throughout reduced staffing impact upon the amendments made;
For and against on one or more days of the week. As Dosanjh points out: “It may whether the business requires cover
So, why, given the status quo, should not, for example, be acceptable for some businesses to close throughout the week, or whether the
employers consider moving to a four-day entirely for an additional day of the week or operate on reduced whole business will be closed for one
working week? In answer, Kash staff on a rota basis.” additional day per week.
Dosanjh, an associate in the employ- Beyond that is the fact that some
ment law team at Wright Hassall, cites Making the move employers may wish to remove or
findings from the UK’s four-day week So, where an employer is considering moving to a four-day reduce certain benefits to reflect the
pilot that “some of the most extensive working week, what practical and legal issues should they be
benefits of shorter working hours were thinking about? reduction in working hours. However,
found in employees’ well-being. ‘Before The first issue that Gordon says must be reconciled is the type of Gordon points out that even a broadly
and after’ data shows that 39% of four-day working week that is to be adopted. On this she com- positive change to employment terms
employees were less stressed, and 71% ments that “it’s easy to fall into the trap of thinking that a four-day can still amount to a breach of contract.
had reduced levels of burnout at the end working week simply means ‘Fridays off’. But that policy won’t So, as with any substantive change, it
of the trial. Likewise, levels of anxiety, suit every industry, departmental structure, company culture, and makes sense to Gordon to trial a four-day
working week to begin with to ensure
fatigue and sleep issues decreased, while so on”. that it works for the business and work-
mental and physical health both Dosanjh makes clear that expectations in relation to productiv- force. And Dosanjh thinks the same,
improved”. ity and any amendments to targets or similar should be explained adding that “if a trial is to be conducted,
Gordon too points to a wide range of clearly from the outset in order to manage the expectations of the its parameters and duration should be
Fitting a quart into a pint pot and wellbeing, no loss in pro- ductivity – employees involved. “This should minimise concerns relating to considered and communicated to
benefits such as improved staff health
what is expected of employees following the changes whilst ensur-
employees from the outset”.
or even an increase in productivity – sig-
ing that business continuity is protected.”
Indeed, Gordon sees serious risk in a
nificantly improved staff retention rates,
the ability to attract the best talent, But as for the various options, Gordon details three: poorly run trial and potential for “an
employee relations disaster should the
lower rates of sickness absence, the pro- A ‘staggered’ model where everyone works four days a week, employer decide to move back to a five-
motion of equality – as women and day model at the end of the trial period”.
those with care responsibilities are more but staff take their new day off on different days each week, mak- This is why she says that the employer
likely to remain in full-time employ- ing sure the company is still operative over the usual five working should set out clear, transparent, meas-
ment, and a reduction in the carbon days. urable and appropriate objectives that
footprint of the workforce and business. A ‘decentralised’ model. In larger organisations, it may be more will need to be met to justify keeping the
She quotes other benefits from the appropriate to devolve the decision to department heads, who model. Fundamentally, she says that
trial support: “Participating companies decide what works best for their team. But the company will have care should be taken not to tie the busi-
were satisfied with productivity and to make sure it’s able to justify differences, as departments seen to ness into making the four-day working
business performance; sick days fell by have more flexible policies are likely to create friction. week a permanent fixture, even if the
about two-thirds; and 57% fewer staff An ‘annualised’ model where staff work an average number of objectives are met.
left the companies taking part, com- hours a week equivalent to four working days a week, annualised Another concern will be overtime
pared with the same period a year ear- across the year. This is likely more appropriate for seasonal busi- arrangements and how the shift to a
lier.” nesses with peaks and troughs in workload throughout the year. four-day working week affects staff.
But it’s not all a bed of roses. Dosanjh And to this list Dosanjh adds what Gordon alluded to earlier: “Thought,” says Gordon, “needs to be
points out that critics of the four-day extending working days for the four-day week, effectively ensur- applied to covering the risk of employees
week have “voiced concerns that where ing that employees work the same or similar hours to those essentially just working their previous
weekly working hours are not reduced worked during a five-day week, but over the course of four days. ‘fifth’ working day through overtime,
proportionally to match the four-day which could be more costly.” She says
working week and the requirement to Contracts and detail that depending on the organisation’s
work longer days may increase stress for While it may seem that most employees would surely leap at a business model, if employees regularly
some employees”. He explains that in move to a four-day week, not all will want to change. This means receive overtime, the move to a four-day
circumstances where hours have been that the employment contract is central to the move and in par- working week may not be appropriate.
proportionately reduced, “employers ticular, whether it allows for a change to a four-day working week. Then there’s the matter of part-time
may still see resistance from some As Dosanjh says, “businesses must consider the current employees and how the four-day week
employees who do not wish to reduce to employment terms of their employees and remain mindful interacts with them.

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