The Impact of a Four-Day Work Week on Employee Well-Being

Does a four-day work week prove to be beneficial or detrimental to the employee and the overall productivity for the company?

A four-day workweek can prove to be beneficial for employees as it can lead to increased productivity, improved work-life balance, reduced stress, and overall job satisfaction, which can also have a positive impact on society by promoting better physical and mental health, increased creativity, and greater engagement in social and community activities.

Imagine having an extra day every week to enjoy leisure activities, spend time with family and friends, or relax. This possibility has become a reality for many employees in the UAE, thanks to the growing trend of implementing a four-day workweek. But does this new model benefit employees and companies, or does it create more problems than it solves? In recent years, there has been a lot of experimentation and interest worldwide with the four-day workweek. This approach has been tested in several nations and corporations, notably the United Arab Emirates (UAE), where various companies have introduced it in prior years. (Parakandi, 2016). This tactic aims to enhance work-life balance for employees, increase productivity, and reduce burnout. (Delaney, 2022). The debate of whether a four-day workweek is advantageous or disadvantageous to the worker and the company's total output yet exists. This essay will examine the benefits and drawbacks of a four-day workweek and assess how it would affect workers and businesses.

A four-day workweek gives employees more time and improves work-life balance is one of its key benefits. Employees can pursue hobbies, spend time with family and friends, and relax with an extra day off (Chung, 2022). It can lead to a reduction in stress and burnout, which can ultimately lead to increased job satisfaction and productivity. According to a study conducted by Microsoft Japan in 2019, implementing a four-day workweek resulted in a 40% increase in productivity and improved work-life balance for employees (Coote, 2021). The study also found that employees took 25% fewer days off and printed 59% fewer pages during the trial period (Coote, 2021). The extra day off allowed employees to be more productive and focused during their working days. Therefore, a four-day workweek model can benefit employees and companies by promoting a healthier work-life balance, higher job satisfaction, and better performance (Dutordoir, 2023).

A four-day workweek also has the advantage of improving employee loyalty. Employees with more outstanding work-life balance tend to be retained for longer. It can help businesses avoid the high costs of hiring and training new personnel (Chung, 2022). Staff retention is essential to maintaining a healthy bottom line because hiring and training new personnel may be expensive for businesses. A four-day workweek can help businesses save money on hiring and training expenses by lowering employee turnover rates. Additionally, it enables businesses to hold onto valuable staff members who have accrued specialized knowledge about the company's goods and services over time. Work-life balance is a significant element in employee retention (Hashim, 2016). By implementing a four-day workweek, companies can provide employees with a better work-life balance and more time to rest and recharge (Dutordoir, 2023). Companies that provide flexible schedules or reduced workweeks have a higher retention rate. Employees satisfied with their work-life balance are less likely to leave their job and more likely to recommend their company as a great workplace (Chung, 2022). Additionally, with more free time, employees can engage in community activities, volunteer work, and sustainable practices, further contributing to a more sustainable society. A shorter workweek can also have a positive impact on the environment (Chung, 2022).

With fewer days at work, employees can reduce their carbon footprint by commuting less, saving energy consumption in the office, and contributing to a more sustainable lifestyle. It can help the company to reduce its environmental impact and contribute positively to society's efforts to combat climate change (Coote, 2021). Additionally, with more free time, employees can engage in community activities, volunteer work, and sustainable practices, further contributing to a more sustainable society. The impact of a four-day workweek extends beyond just employees and companies. It can have a positive impact on society as a whole. Here are three ways in which a four-day workweek can benefit society:

A four-day workweek can improve individuals' and their family’s quality of life. With an extra day off each week, employees have more time to spend with their loved ones, pursue hobbies, engage in community activities, and care for their mental and physical health (Delaney, 2022). Employees can also engage in volunteer work and community service with more free time. It can positively impact society by addressing social issues and contributing to the betterment of the community (Dutordoir, 2023). A shorter workweek can also contribute to more sustainable practices in society. With fewer days at work, employees can reduce their carbon footprint by commuting less and using fewer resources (Parakandi, 2016). Financial Implications are a potential challenge of a four-day workweek is its financial implications on employees and companies (Coote, 2021). For employees, a shorter workweek may mean a reduction in salary or benefits. For companies, reducing workdays may mean a decrease in revenue or an increase in operational costs (Chung, 2022). These financial considerations need to be carefully evaluated before implementing a four-day workweek.

In conclusion, the four-day workweek model has the potential to be highly beneficial for both employees and companies. Giving workers an extra day off gives them a better work-life balance, boosting productivity and job satisfaction. The Microsoft Japan study proves that this model can be successful, resulting in increased productivity and reduced days off and printing. In addition, reducing stress and burnout is crucial for employee well-being, and the four-day workweek model can help achieve this by giving employees more time to relax and recharge. With less stress and more balance, employees are more likely to be motivated, engaged, and productive at work, leading to higher job satisfaction and retention rates. The four-day workweek has the potential to revolutionize the way we work, leading to happier and more productive employees and a healthier work culture. It is a viable option for companies looking to improve employee well-being and productivity.

References

Heejung Chung., 2022. A Social Policy case for a four-day week. Journal of Social Policy, pp. 551-566.

https://www.cambridge.org/core/journals/journal-of-social-policy/article/social-policy-case-for-a-fourday-week/0621494A8D4DA2D1A753BEE8E2BBA490

Anna Coote, Aidan Harper and Alfie Stirling., 2021. The case for a four-day week. s.l.:Cambridge, UK: Polity Press.

http://reparti.free.fr/coote2021.pdf

Helen Delaney, Catherine Casey., 2022. The promise of a four-day week? A critical appraisal of a management-led initiative. Employee Relations:. The International Journal, pp. 176-190.

https://www.emerald.com/insight/content/doi/10.1108/ER-02-2021-0056/full/html

Marie Dutordoir, Kristof Struyfs., 2023. Does a Compressed Workweek Benefit Shareholders? An Event Study Analysis of Belgium’s Adoption of the Four-Day Workweek. An Event Study Analysis of Belgium’s Adoption of the Four-Day Workweek.

https://papers.ssrn.com/sol3/papers.cfm?abstract_id=4338672

Azharuddin Hashim, Nur Syaza Azman, Marhaini Abdul Ghani and Muhammad Firdaus Mohamad Sabri.,   2016. The relationship between work-life balance and employee retention. In Proceeding of the 3rd International Conference on Management & Muamalah, Volume 1, pp. 316-322.

https://www.researchgate.net/profile/Azharuddin-Hashim/publication/362249880_THE_RELATIONSHIP_BETWEEN_WORK-LIFE_BALANCE_AND_EMPLOYEE_RETENTION/links/62df94bf7782323cf17915c0/THE-RELATIONSHIP-BETWEEN-WORK-LIFE-BALANCE-AND-EMPLOYEE-RETENTION.pdf

Mohammed Parakandi, Mohamed Behery., 2016. Sustainable human resources: Examining the status of organizational work–life balance practices in the United Arab Emirates.. Renewable and Sustainable Energy Reviews, Volume 55, pp. 1370-1379.

https://www.sciencedirect.com/science/article/pii/S136403211500742X