The debate over optimal working hours has been ongoing for decades, and recent developments have reignited this important conversation. Should we be working more, less, or simply more flexibly to balance wellbeing, productivity and engagement? This question is at the forefront of discussions among HR professionals and employers alike, especially in light of new trials and contrasting global approaches. 

The four-day work week trial 

Campaigners for the four-day week, spearheaded by the 4 Day Week Campaign, have announced a second trial of the working model. This trial will include various forms of flexibility, such as a shorter work week, flexible start and finish times, a nine-day fortnight, and compressed hours. The results from this trial will be presented to the government next summer. 

Results of the first trial 

The forthcoming trial follows the first four-day week pilot, which took place in 2022 and involved more than 60 organisations. Remarkably, at least 54 of the 61 companies that participated maintained the four-day week one year later. The six-month trial period revealed significant benefits: 

  • Reduced stress and burnout: 71% of employees reported lower levels of burnout. 
  • Increased employee engagement: The trial also noted a positive impact on overall employee engagement and satisfaction. 

These results suggest that a four-day work week can lead to a more engaged and productive workforce, countering the traditional belief that longer hours equate to higher productivity. 

The role of flexible working 

Flexible working has been widely acknowledged for its positive impact on mental health, wellbeing, and employee engagement. The integration of flexible working in the four-day week trial aims to provide employees with greater control over their schedules, thus enhancing their work-life balance. 

  • Improved mental health: Flexibility can reduce stress and anxiety, contributing to better mental health. 
  • Enhanced work-life balance: Employees can manage both personal and professional responsibilities more effectively. 
  • Increased productivity: When employees have the freedom to choose their working hours, they are often more productive and motivated. 

A global perspective 

While the UK is exploring reduced and flexible working hours, Greece presents a contrasting approach. The Greek government has introduced a new six-day work schedule, which companies can adopt voluntarily. This initiative aims to boost the economy in a country still recovering from Europe’s worst financial crisis in decades. 

This stark contrast highlights the diverse strategies that nations are employing to address productivity and economic challenges. 

The question of whether we should be working more, less, or just more flexibly does not have a one-size-fits-all answer. However, the initial success of the four-day week trial in the UK, coupled with the known benefits of flexible working, provides compelling evidence that reducing and diversifying working hours can lead to significant improvements in employee wellbeing and productivity. 

The research 

The research consistently demonstrates the significant impact of flexible working arrangements on employee engagement, wellbeing and productivity. Our own research aligns with these findings, where our employee survey analysis is consistently demonstrating a strong correlation between positivity towards your company’s approach to flexible working and increased levels of engagement, especially when paired with high levels of manager trust, psychological safety, and a strong, clear sense of purpose. Further, a Harvard Business Review study found that organisations with higher levels of flexible working reported a 55% improvement in employee engagement scores. Additionally, Global Workplace Analytics noted that employers who allow remote working experience a 25% lower turnover rate compared to those who do not offer such flexibility. These insights underline the potential for flexible working arrangements to not only boost engagement but also enhance overall organisational performance. 

At Edgecumbe, we specialise in helping organisations measure the impact of flexible working on employee engagement. Our comprehensive assessment tools and methodologies are designed to provide clear, actionable insights into how flexible working arrangements are influencing your workforce. By leveraging our expertise, you can identify areas for improvement and implement strategies to maximise the benefits of flexible working. 

The recent experiments with the four-day work week further highlight the potential benefits of flexible working. While early results show promise in terms of employee satisfaction and productivity, the success of such initiatives hinges on their alignment with each unique organisational culture. At Edgecumbe, we can help support your organisation in navigating the flexible working landscape and optimise employee engagement through targeted, data-driven employee listening strategies.  Get in touch to find out more.