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The UK is on the cusp of a significant shift in how work is structured, with government proposals announced in August 2024 to allow employees to request a four-day compressed week. This change, which keeps total working hours unchanged but condenses them into fewer days, aims to enhance productivity and work-life balance. Backed by evidence from a groundbreaking 2022 trial, the initiative reflects a growing recognition that flexible working can benefit both workers and businesses. This article explores the details of the proposal, its potential impact, and the lessons learned from past experiments, highlighting a path toward a more adaptable modern workforce.
Data Driven Research
Using data provided by Firstmats.co.uk about a trial that took place in 2022, results show that:
In 2022, the UK conducted a trial to evaluate the effectiveness of a 4-day workweek. Key results from the trial include:
- 100% of the 33 participating companies planned to continue the 4-day workweek or were assessing its feasibility.
- 70% of employees indicated they would require a significant pay increase to return to a 5-day workweek, reflecting increased loyalty.
- Companies rated the trial’s success at an average of 9/10, and nearly all employees favoured continuing, citing reduced fatigue, stress, and burnout.
- Productivity and financial outcomes were notable: six companies provided sufficient data, reporting an 8.14% revenue increase during the trial and a 37.55% rise compared to the previous year’s equivalent period.
Participants in the UK 4-Day Workweek Trial
The trial involved 33 companies and 903 employees (growing to 969 by the end).
Participating companies primarily operated in the administrative, IT, and telecom sectors, followed by professional services and non-profits. To sustain employee engagement in a shorter workweek, many have adopted employee recognition software to highlight achievements.
Of the companies, 52% were small, with fewer than ten employees, while the largest had over 400 staff.
Behind the Trial’s Success
The 2022 trial’s rigorous design contributed to its impact. Led by researchers like Professor Juliet Schor of Boston College and Dr David Frayne of the University of Cambridge, it combined administrative data, employee surveys, and interviews conducted at the trial’s start, midpoint, and end. Support from the Barry Amiel & Norman Melburn Foundation, the University of Cambridge, and the UK Economic and Social Research Council ensured robust analysis. Companies were guided by experienced firms and consultancies, allowing them to craft policies suited to their industry, culture, and operational challenges.
Dr Frayne highlighted the trial’s depth, noting that it went beyond surveys to examine how firms implemented the policy on the ground. The flexibility to adapt—whether through decentralised schedules or industry-specific tweaks—made the four-day week a practical reality, offering a blueprint for others. Charlotte Lockhart, co-founder of 4 Day Week Global, pointed out that the UK results mirrored successful trials in Ireland and the US, strengthening the case for reduced-hour models. She noted varied benefits across sectors: non-profit workers exercised more, while construction employees saw the biggest drops in burnout and sleep issues, suggesting areas for future research.
Voices of Support and Caution
Advocates see the compressed workweek as a stepping stone to broader workplace reform. Joe Ryle, director of the 4 Day Week Campaign, welcomed the government’s move as a nod to the future of work, where shorter weeks become standard. However, he stressed that compressing hours, rather than reducing them, misses the full benefits of improved work-life balance and sustained productivity seen in trials with fewer total hours. Paul Nowak, general secretary of the TUC, underscored the economic value of flexibility, noting that forward-thinking employers already use it to boost staff retention and output. He argued that such arrangements are essential for a modern economy, aligning work patterns with workforce needs.
Not all sectors, however, can easily adopt compressed hours. Smith acknowledged that roles like teaching pose challenges, as extended daily hours may not be feasible. Past trials at retailers like Morrisons and Asda also met resistance, with employees unhappy about longer shifts or weekend demands. These hurdles highlight the need for tailored solutions, and the government plans to provide further details by autumn 2025, ensuring the policy accommodates diverse industries.
Looking Ahead
The UK’s move toward a four-day compressed week marks a bold step in reimagining work, with the potential to reshape how people balance professional and personal lives. The 2022 trial’s success, backed by rigorous research and real-world results, shows that flexibility can deliver tangible benefits, from reduced stress to stronger business performance. While compressed hours are a starting point, advocates like Ryle see them as a bridge to broader reforms, where reduced hours could become the norm.
By autumn 2025, the government’s detailed plans will clarify how this vision unfolds, addressing sector-specific challenges and building on trial insights. As the UK workforce evolves, flexible working could become a cornerstone of economic growth, fostering a healthier, more engaged society. For now, the right to request a compressed week offers workers a chance to reclaim time, paving the way for a more adaptable, productive future.
