The four-day working week is making headlines again, with new trials across the UK showing boosts in productivity, employee wellbeing, and retention. But is it just a trendy idea, or could it actually work for your business?
Recent trials show that employees working 80% of their hours (for 100% pay) often maintain, or even exceed, previous levels of output. They’re also reporting better work-life balance, lower stress levels, and improved loyalty to their employers. For businesses facing recruitment challenges or rising burnout levels, it’s tempting.
So what’s the catch? For smaller teams, every hour counts. If you’ve only got a handful of people holding things together, losing a day can feel risky. Will customers notice a dip in service? Can targets still be met? These are fair concerns — and the answer isn’t one-size-fits-all.
What Are the Options?
If a full four-day week feels too drastic, why not consider:
- Compressed hours: Employees work longer days to fit five days into four.
- Staggered schedules: Different team members take different days off to keep the business covered all week.
- Trial runs: Run a pilot for 3–6 months and measure the impact before making permanent changes.
Flexibility is a proven magnet for talent. Offering a shorter week — even as a trial — can help attract candidates who value life outside of work, especially in competitive sectors. It can also boost morale and reduce absenteeism, which ultimately helps your bottom line.
The four-day week isn’t just for big brands. With the right planning, communication, and mindset, it can be a powerful move for small businesses, too. The key? Don’t jump in blindly. Start small, get feedback, and keep it measurable.
If you want to explore flexible working options that make commercial sense? HR Caddy can help you design a model that works for your business — not just the headlines. Contact us today to discuss the possibilities with one of our Consultants
