In the aftermath of the Covid-19 pandemic, many companies opted for a four-day working week. The aim is to promote a better work/life balance. We believe this is important. So, our team currently works four days a week.
Basically, we’ve set up a three-month trial. There are several criteria on which we’ll judge its success. We’ll review the results against them. Then, we’ll take a decision on whether to retain the policy.
So, the team works 35 hours a week over four days. This equates to a reduction of 2.5 hours per week. Our employees enjoy greater flexibility. Yet, clients come first. Clients will continue to receive the high standards they expect.
Last year, 61 UK companies took part in a four-day working week world trial. Over 90% decided to continue with it. Eighteen firms adopted it permanently.
Certainly, the world trial highlighted key advantages. A four-day working week aided recruitment. Retention improved, as did employee well-being. The number of sick days reduced by 65%. Staff morale improved. Firms maintained their productivity levels. Business revenue stayed roughly the same.
Most Howard’s staff opted to participate in our trial. Each person chose their day off. However, strict rules are in place. This way, we ensure all departments are properly staffed, at all times.
Of course, working four days a week doesn’t suit all industries. Or all employees for that matter. Some people prefer the traditional structure. Others like to do overtime. That’s why we set up a trial. It’s important to identify clear, tangible benefits – for both sides. The policy must work for our employees. Equally, we can’t allow any detrimental impact on service levels.
So, what happens if a four-day working week doesn’t deliver? We’ll simply revert to working Monday to Friday. Check back in July for an update.