The great workweek debate

Balancing productivity, flexibility and well-being

The workweek debate is heating up as the nature of work evolves, and so does the conversation about the optimal workweek. Numerous studies have consistently demonstrated the benefits of a four-day workweek, highlighting increased productivity, higher employee satisfaction, and reduced burnout. The recent successful trial in Cambridgeshire is a testament to these findings.

Benefits of a four-day workweek

AdviserPlus HR technical consultant, Emily Bennett, recently commented on the trial’s success to People Management Magazine. She expanded on this here to tell us, “Companies that have adopted a shorter workweek report significant advantages. Increased productivity is a common theme, as employees often achieve more in less time due to higher morale and focus. Additionally, a healthier work-life balance leads to happier employees, which in turn reduces turnover and associated costs. Reduced burnout also means fewer sick days and a generally more resilient workforce.”

For governments and organisations, implementing a four-day workweek can result in substantial return on investment and the tangible benefits make a compelling case for adoption across various sectors. This holds true for positive business changes, whether they involve innovative recruitment and retention strategies, the implementation of new technologies, or comprehensive business transformations. Ignoring these proven benefits would be a missed opportunity for any forward-thinking organisation, public sector or not.

Greece’s shift to a six-day workweek

In stark contrast to this trend, Greece has transitioned to a six-day workweek. This move appears to be a response to the nation’s ongoing economic challenges, including high unemployment and low wages. Proponents argue that this change could help address unpaid overtime and manage the widespread problem of undeclared work.

However, critics warn that such a reform undermines legal safeguards and reverses long-standing workers’ rights under the guise of flexibility. The change seems to ignore widespread calls for better work-life balance, supported by numerous studies showing that a four-day workweek boosts productivity. Improved productivity is linked to better working conditions and a higher quality of life, achieved by working fewer hours, not more.

Sarah Kerr, HR consultant at AdviserPlus provided a comment to People Management Magazine on this, where she surmises that the Greek government is not looking ahead at the wider impact.

A misguided move

The move to a six-day work week in Greece seems misguided as it could lead to employees feeling more stress and decrease their job satisfaction. These factors may actually have the opposite effect, decreasing long-term productivity and making it difficult for organisations to attract and retain talent which has a wider impact on morale.

Balancing employee well-being with organisational productivity is crucial. While some individuals may prefer a six-day week to earn more money, flexibility should be about choice, allowing workers to select the best arrangement for their circumstances. In an era where AI is reducing the need for human labour, moving towards a six-day workweek seems regressive, reminiscent of Industrial Revolution-era practices, and not aligned with where we should be in 2024.

As the workweek debate over the optimal working pattern is far from settled. While the four-day workweek offers numerous benefits that align with modern work-life balance ideals, Greece’s shift to a six-day workweek reflects ongoing economic struggles and a different set of priorities. Ultimately, the choice of workweek structure should be guided by a balance between improving productivity and ensuring employee well-being, with flexibility at its core, something that the new flexible working regulations that came into effect in April, goes someway to help address.

HR policy and process review now to remain compliant and avoid costly claims.

While the four-day workweek and the day one right to request flexible working both represent different approaches to work-life balance, they share a common goal: to create a more equitable and productive workplace. By embracing these initiatives, organisations can position themselves as forward-thinking employers and attract and retain top talent.

Organisations need to act swiftly in order to conduct thorough HR policy and process reviews. Whilst 2024 was already set to be an unprecedented year for employment law changes, with the newly elected Labour government proposing some of the biggest changes to employment law since the 1970s, already stretched HR teams are faced with increased workloads whilst they navigate these changes to ensure processes and policies are up to date, legally compliant and managers clear and well trained on how to practically apply them.

Given these sweeping changes, HR departments must act now. Reviewing and updating policies to ensure legal compliance is no longer optional but necessary. For expert support on updating your policies and processes in line with these changes, and to provide managers with award-winning technology and pragmatic guidance in order to put them into practice, book a consultation today.