Pros and Cons of a 4 Day Work Week

Hundreds of companies have now participated in various 4 day week pilots. The result: we just naturally work more efficiently (known as Parkinson's Law) and most importantly: revenue doesn't drop.

4 day week companies save on operating costs across multiple areas:

• Lower utility bills — Microsoft Japan saw a 23% reduction in electricity costs during their trial
• Smaller office footprint needed with fewer in-office days
• Cheaper recruitment — Henley Business School estimated UK businesses saved £104 billion annually from reduced hiring and retention costs
• Lower turnover expenses — replacing an employee can cost 50-200% of their annual salary
• Decreased absenteeism

4 day week jobs get significantly more applications from top talent. When you offer something genuinely valuable, word spreads.

A 4-day week attracts candidates who normally wouldn't apply. Top talent looking for genuine work-life balance will seek you out, giving you access to a higher caliber of applicants who value sustainable work practices.

These aren't just any candidates—they're often experienced professionals who have turned down higher-paying roles elsewhere because they prioritize quality of life. In the UK pilot, employee engagement actually improved alongside the schedule change—suggesting that attracting values-aligned candidates pays off.

Happier staff means longer employment. When employees have genuine work-life balance, they're far less likely to look elsewhere. Companies report dramatic improvements in retention rates after switching to a 4-day week.

The cost of replacing an employee can range from 50% to 200% of their annual salary when you factor in recruitment, training, and lost productivity. By keeping your best people longer, a 4-day week often pays for itself many times over.

A 4 day week is a win for gender equality in the workplace:

• Reduces gender pay gap — women disproportionately reduce hours or leave the workforce due to caregiving demands. A shorter standard week helps close this gap. (Women's Budget Group)
• Balanced caring responsibilities — in trials, men spent 22% more time on childcare. When everyone has an extra day, caregiving distributes more evenly.
• Better for single parents — a fixed day off each week removes the impossible scheduling juggle that pushes many single parents into part-time roles with lower pay and fewer benefits.

Healthier staff and lower burnout means fewer sick days and better attendance overall. When people aren't exhausted and stressed, they get sick less often—and when they do need time off, they recover faster.

Flexibility creates a more diverse & inclusive workplace. People with family obligations, health conditions, or disabilities can thrive with a 4-day schedule.

A shorter week removes barriers that have historically excluded talented people from the workforce. Parents can be present for their children, caregivers can support family members, and those managing chronic conditions have the recovery time they need.

Well-rested employees bring increased creativity and fresh perspectives. The best ideas often come when people have space to think beyond their daily tasks.

Stanford economist John Pencavel found that output falls sharply after 50 hours per week—the subconscious mind needs downtime to make connections. That's why so many "eureka moments" happen in the shower or on a walk—not in hour eight of a Friday afternoon meeting.

The extra day can be used for professional development—courses, certifications, or skill-building hobbies that benefit both the employee and the company.

When employees have time to learn new technologies, explore adjacent skills, or pursue creative interests, they bring fresh capabilities back to their work. Companies in the UK pilot reported that the restructured week encouraged more focused professional development, with teams using the extra time for training and skill-building.