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Keep on your radar: Implementing a 4-day working week

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You’ll have seen the news that a significant pilot of the 4-day week has just started across 70 UK companies and involving 3300 workers.

It is trialling 80% working time for 100% pay – as long as 100% productivity remains.  There is now a long list now of businesses who have tried a 4-day week and many more considering doing so.

Time for a few tips and considerations on this topic!

  1. It’s all in the planning – a badly planned process may result in some negative effects which could undermine the whole purpose. You need a working party who can think of every angle, come up with clear guidelines and a good process.  Importantly be clear about what success looks like (be creative here!), how you’ll monitor and measure, especially in relation to maintaining productivity.
  2. A pilot is a great idea – start with one department for example and use the pilot to iron-out the things that are not working too well. Don’t rush in – keep it slow initially.
  3. Carefully measure – analyse the benefits to employees and your business, keep doing so over time to ensure success isn’t short term
  4. Keep measuring at appropriate points in both the pilot and when/if you roll it out across the business
  5. It won’t always be comfortable because this is a big change. Some of your employees may even leave because on their non-working day they start their own business or change direction or re-train, for example.
  6. If after you pilot it you choose to make a 4-day working week a permanent fixture, don’t forget to amend your employment contracts and policies
Return to Menzies Law Newsletter 2022 Issue 2

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