Shifting to a four-day workweek without impacting salaries seems to enhance employee wellness and job satisfaction.

The Covid-19 pandemic changed workforce dynamics. With a transition to remote or hybrid work environments, some companies have adopted a four-day work schedule while maintaining pay.

To explore these changes, Wenfang from Boston College, Massachusetts, and her colleagues examined data from 141 companies across the US, UK, Australia, New Zealand, Canada, and Ireland that took part in a pilot initiative by the nonprofit 4 Day Global.

Prior to the trial, companies collaborated with external consultants to streamline their workflows and eliminate inefficiencies like unnecessary meetings.

After a six-month program, researchers compared self-reported productivity, health, and job satisfaction from approximately 3,000 employees at participating companies against 12 workers who were involved but opposed the trial.

Employees at companies that adopted a four-day work week reported lower rates of burnout and higher job satisfaction, alongside improvements in overall mental and physical health. These benefits were linked to better sleep quality, reduced fatigue, and enhanced work performance.

“Many individuals are concerned about a phenomenon called job intensification. If you’re required to complete all your work in four days instead of five, it might increase stress,” notes Fan. “Our findings indicate the opposite. When employees can reduce hours, they feel positive about themselves, contributing to greater happiness.”

The results were consistent across various employee demographics, including age and gender, regardless of whether they worked remotely or in-office. However, positions within the company appeared to impact results. Supervisors reported notable enhancements in overall well-being compared to non-supervisors.

The researchers indicated that participants did not clarify which specific aspects of the trial contributed to their perceived benefits, suggesting that the improvements might stem from reduced unnecessary meetings rather than merely switching to a four-day schedule, according to Ronnie Golden from Penn State University in Abington.

“If employees report higher happiness, could it be due to better treatment from their employer? They might trust their company more, benefit from fewer commuting days, or enjoy a few extended days for leisure,” states Golden. “Or is it simply a matter of increased productivity per hour with fewer distractions?”

Regardless, over 90% of firms that transitioned to a four-day work week chose to continue this model after the program ended, according to Fan.