Imagine a world where your workweek ends on Thursday, leaving three full days for family, hobbies, or simply recharging. For many, this dream feels out of reach, but the concept of a four-day workweek has gained serious traction globally. With businesses experimenting and governments exploring its feasibility, it’s time to ask: Could a shorter workweek truly benefit both employers and employees?
This is not just a trendy idea; countries like Iceland, New Zealand, and Japan have trialed it with surprising results. But can this shift work for everyone?
Why are we talking about a four-day workweek?
The traditional five-day, 40-hour workweek stems from industrial-age norms when work demanded physical presence and efficiency was tied to hours on the clock. But in a digital, knowledge-driven economy, productivity isn’t always proportional to time spent working. Studies show that employees are often most productive for just three to four hours per day. The rest? It’s often filled with distractions, meetings, or low-value tasks.
The four-day workweek challenges the idea that “more time equals more work.” Instead, it emphasizes working smarter—not longer. By focusing on high-value tasks, workers can achieve the same outcomes in less time. Businesses like Microsoft Japan saw a 40% increase in productivity during their trial of a four-day workweek, proving that the concept isn’t just idealistic—it works.
The employee perspective: More time, less stress
Employees are often the biggest advocates for this change, and for good reason. Having an extra day off reduces burnout, improves mental health, and strengthens personal relationships. Imagine a Friday dedicated to hiking, spending time with kids, or simply tackling errands you’d otherwise cram into your Saturday. The benefits aren’t just anecdotal—research consistently shows that well-rested employees are happier and more engaged.
Additionally, a shorter workweek aligns with evolving employee priorities. Millennials and Gen Z workers, who now make up a significant portion of the workforce, place a premium on work-life balance. For employers, adopting a four-day schedule could be a powerful recruitment and retention tool.
The employer perspective: Can it be good for business?
At first glance, some business owners might balk at the idea of fewer working days. However, the numbers tell a compelling story. Companies trialing the four-day workweek often report lower absenteeism, higher job satisfaction, and, most surprisingly, no loss in productivity. For employers, these changes translate into tangible benefits, including lower turnover rates and reduced recruitment costs.
New Zealand businesses are beginning to take note. Perpetual Guardian, a Kiwi company specializing in estate planning, trialed the four-day workweek in 2018 and reported a 20% boost in productivity. Workers also felt more energized and committed to their jobs. These outcomes suggest that the shift isn’t just feasible; it’s mutually beneficial.
Are there any downsides?
Despite its promise, transitioning to a four-day workweek isn’t without challenges. Industries like healthcare, retail, and hospitality—where customer demand doesn’t stop—might struggle to implement this model without compromising service quality. For these sectors, flexibility may be a better solution, such as staggered work schedules or offering additional paid leave.
Additionally, while reducing hours can work wonders for employee morale, it requires buy-in from leadership. Managers must focus on optimizing workflows and eliminating inefficiencies. Without proper planning, a shorter workweek could result in rushed tasks or uneven workloads.
What would it look like in New Zealand?
New Zealand has already established itself as a forward-thinking nation in workplace innovation. With high-profile trials like that of Perpetual Guardian, the country is proving that a shorter workweek isn’t just a pipe dream. But could this model scale nationally?
The answer may depend on how willing businesses are to embrace change. Flexible work arrangements became a necessity during the pandemic, and many companies learned that productivity can thrive outside traditional structures. A nationwide shift might not happen overnight, but with growing public support and evidence from successful trials, New Zealand is well-positioned to lead the charge.
The bottom line: A future worth considering
The four-day workweek represents a bold reimagining of how we approach work. While it’s not a one-size-fits-all solution, its potential to enhance productivity, employee well-being, and even environmental outcomes is undeniable.
New Zealand has already established itself as a forward-thinking nation in workplace innovation. With high-profile trials like that of Perpetual Guardian, the country is demonstrating that a shorter workweek isn’t just a theory—it’s achievable. As these discussions continue to evolve, sites like newzealanddaily.co.nz highlight how this shift could reshape workplaces and improve work-life balance across the nation.
Ultimately, the question isn’t whether we should adopt the four-day workweek but how we can make it work for as many people as possible. Whether you’re an employer, an employee, or a policymaker, the benefits of this paradigm shift might just make it a win-win for everyone.
