9 Surprising Pros and Cons of the Shorter Work Week

The concept of the shorter workweek has been making waves globally, and for good reason. Statistics show a strong preference for work time reduction. A 2023 Dive Research survey revealed that 56% of employees would rather have a compressed 40-hour work week in four days. Our latest survey found that 3 in 5 employees would prefer a shorter workweek, even if it means working fully in the office.

As someone who worked closely with diverse organizations across industries to help them design and implement shorter workweek trials, I’ve seen firsthand how this model can transform workplaces. Yet, it’s not without its hurdles; there are pros and cons to the shorter work week. Poorly planned or executed models can lead to frustration and setbacks rather than the success that made headlines.

While the benefits of happier and more motivated employees are often mentioned, there’s so much more beneath the surface. When done right, reduced-hour schedules unlock not only efficiency and wellbeing but also organizational innovation and environmental impact.

In this article, I’ll share six impactful advantages of a shorter work week, along with three noteworthy considerations based on my years of hands-on experience and in-depth research in the field.

Six Potential Shorter Work Week Benefits

As a business leader, you need solid evidence before committing to such a significant shift. That’s totally understandable! 

Here are six reasons why a shorter workweek structure deserves serious consideration:

1. Enhance Employee Wellbeing and Satisfaction

Beyond the obvious perk of an extra day off, reduced-hour schedules cultivate an environment for employees to feel healthier, happier, and more valued. 

Burnout is a major issue in traditional work models, particularly in roles with high demands. It undermines both productivity and employee wellbeing. In fact, 14.5% of employees report being trapped in a cycle of burnout and inefficiency. They struggle to complete their tasks during regular hours, leading to low productivity and frequent overtime, which exacerbates the problem.

The four-day workweek tackles these underlying issues, such as unsustainable workloads and poor resource management, by encouraging a fundamental redesign of work processes. As a result, you have an opportunity to offer employees a better work and life experience.

Research and real-world trials on the four-day workweek back this up with consistent turnaround results on lower employees’ stress levels and higher job satisfaction.

2. Improved Work-Life Balance

Work-life balance is often seen as a buzzword, but indeed, it’s the backbone of a healthy, engaged workforce. The shorter workweek redefines this balance, offering employees not just more time off but the freedom to lead fuller, more satisfying lives.

For many, the extra time allows them to catch up on rest, pursue personal hobbies, or strengthen meaningful beyond-work relationships. 

The approach of a shortened workweek gives employees back time to spend on what matters most to them.

3. Cost Savings

One less day of operations each week doesn’t cut your office renting budget but considerably contributes to savings on commuting subsidies, office maintenance expenses, and operational costs.

More importantly, a shorter workweek forces organizations to rethink how time is spent. Companies often uncover costly inefficiencies during this process, such as overlapping responsibilities and bloated workflows, which is critical to avoiding waste of time and resources.

4. Increase Employee Productivity

The traditional notion that more hours mean more output has been debunked time and again. Experiments worldwide prove that there is either no loss or greater productivity gains with the 4-day workweek programs. 

A shorter workweek flips this outdated mindset, proving that working smarter, not harder, is the real key to productivity. It pushes teams to work with greater focus, cutting out inefficiencies and prioritizing what truly drives results. Instead of stretching tasks to fill time, employees become more intentional, leading to higher productivity, better problem-solving, and stronger overall performance.

If that’s not convincing enough, 78.5% of employees said they’re highly motivated to find ways to work more effectively in exchange for reduced work hours, with 40.5% rating their motivation a perfect 10/10, according to our latest study.

5. Drives Innovation and Process Improvement

A shorter workweek doesn’t mean working less but working smarter by restructuring tasks, improving systems, and streamlining processes. 

Instead of seeing fewer hours as a limitation, companies that embrace this model optimize workflows, eliminate inefficiencies, and leverage technology to maintain or even enhance performance. This is especially evident in industries like manufacturing, supply chain management, and customer service, where productivity is traditionally linked to long hours and volumed outputs.

Take the old-but-gold Toyota Gothenburg as an example. When implementing a six-hour workday a decade ago, they didn’t just reduce hours but redesigned job roles and introduced process improvements to make every hour more effective for both employees and customers. Not only do “staff feel better, there is low turnover, and it is easier to recruit new people,” they could also increase profit by 25%.

By necessity, the time constraint pushed companies to rethink traditional workflows and “be out of the box” with innovative ways to deliver ‘real’ productivity. In the age of AI and new possibilities of automation, imagine how much we could do more with less and make reduced-hour workweek a reality.

6. Environmental Benefits

Besides the advantages for employees and businesses, a shorter workweek also supports a more sustainable planet. As awareness of environmental impact grows, especially among younger generations, this model provides ecological benefits that align with corporate sustainability goals.

• Reduced commuting emissions: Fewer workdays mean fewer commutes, leading to a measurable drop in carbon emissions. For employees who drive or use public transportation, this translates to lower fuel consumption and reduced traffic congestion. The cumulative impact across an entire workforce can significantly shrink an organization’s carbon footprint.
• Lower office energy consumption: Operating fewer days naturally reduces energy use from lighting, heating, cooling, and office equipment. Even one less day per week can lead to meaningful savings in both energy consumption and costs.
• Encouraging pro-environmental behaviors: With more free time, employees are better positioned to make sustainable choices. They can spend time outdoors, explore eco-friendly products, or prepare home-cooked meals instead of takeouts for a healthier and greener lifestyle. 

Three Potential Disadvantages of a Shorter Work Week 

Despite its growing appeal, the four-day workweek isn’t a one-size-fits-all solution. While it has delivered remarkable benefits in many organizations, poor design and implementation could cause more problems than they solve, leading to more stress, operational hiccups, and client service disruptions. 

Here are three common pitfalls and how to overcome them:

1. Longer Workdays Can Backfire

There are various ways to offer a shorter workweek, but not every approach translates to a genuinely reduced work schedule. 

Although the idea aims to enhance work-life balance, it could manifest as condensing 40 hours into four extended days. This arrangement may lead to 10-hour shifts that are mentally and physically draining, particularly for roles that require sustained focus or customer interaction.

Employees may find themselves more exhausted at the end of each day, struggling with reduced concentration and energy levels. Over time, this undermines productivity rather than improving it, as long hours lead to diminishing returns.

Additionally, longer workdays can potentially disrupt childcare, commuting routines, and personal schedules, making it harder for employees to manage their time outside of work. While many employees appreciate the compressed schedule (as referenced earlier), it doesn’t work for everyone on the team. That’s why it’s essential to listen to your employees and carefully weigh different options to ensure the strategy remains inclusive and beneficial for most.

2. Client & Customer Service Gaps

A four-day workweek can create misalignment with client expectations, service availability, and industry norms. 

In sectors where five-day to 24/7 availability is standard, reducing operational hours risks delayed responses, slower project timelines, and potential revenue loss. If your company is in consulting, legal services, or customer support, you’ll likely recognize this challenge firsthand.

A shortened workweek without proper restructuring can lead to operational bottlenecks, leaving teams struggling to meet client demands within a compressed timeframe. 

To mitigate this, consider staggered schedules for continuous coverage and asynchronous communication etiquette for alignment. When stakeholders and partners maintain traditional five-day schedules, it’s also important to set mutual expectations to prevent misalignment and ensure seamless collaboration.

3. Conflict with Traditional Work Norms

The four-day workweek clashes with long-standing leadership perceptions that equate productivity with time spent working. 

Many executives and middle managers, shaped by decades of traditional work structures, may resist the idea that fewer hours can deliver the same or better results. This mindset gap can create uncertainty, friction, and uneven workloads across teams.

Although research shows that busyness does not equal productivity, workplaces have reached a tipping point where employees spend 41% of their time on tasks that are “low-value, repetitive or lack meaningful contribution to their core job functions,” according to a 2024 Slack Workforce Index. 

To bridge this divide, leaders need clear productivity metrics that shift the focus from time spent to outcomes achieved. Setting clear weekly priorities, updating progress, and fostering trust-based management can help managers feel more in control. 

Additionally, training in asynchronous collaboration, delegation, and output-based performance reviews ensures that oversight doesn’t default to micromanagement.

Four-Day Workweek Trial Results

Need more real-world data on how a four-day workweek performs in practice? These global trials provide compelling evidence of its impact on businesses and employees alike.

United Kingdom

A large-scale UK trial involved 61 companies and around 2,900 workers from June to December 2022. A follow-up study found that 92% of participating companies continued the 4DWW, with 18 companies making it a permanent change. 

Employees reported better mental and physical health, lower stress, and higher job satisfaction. Meanwhile, companies experienced an average of 35% increase in revenue year-over-year and a 57% drop in employee turnover.

Australia – Medibank

In 2024, Medibank, a leading Australian health insurer, expanded its 4DWW trial after a successful six-month pilot with 250 employees. The company adopted the 100:80:100 model: full pay, reduced hours, and unchanged productivity. 

The trial led to notable gains in employee engagement, job satisfaction, health, and work-life balance, all without compromising business performance.

United States – Exos

Exos, a corporate wellness coaching firm, ran a six-month 4DWW trial from July to December 2023. A Wharton School analysis in early 2024 found that employee turnover dropped from 47% to 29%, while burnout rates fell from 70% to 36%. 

Productivity also soared, with 91% of employees reporting effective time use, up from 67% before the trial. The company also saw a staggering 211% surge in its sales pipeline, reinforcing the business advantages of shorter workweeks.

Why the work week should be shorter

The evidence speaks for itself: a shorter workweek, when implemented effectively, brings far more benefits than challenges. Employees gain healthier work life, daily productivity is encouraged, and businesses unlock new efficiencies. Even the environmental impact is a compelling factor.

However, success depends on thoughtful execution. Companies that simply condense hours without rethinking workflows or throughout diagnosis risk setbacks. A well-designed shorter workweek isn’t about working less—it’s about working smarter.

With real-world trials consistently showing positive results, the momentum is building, and now is the best time to get on board. For companies ready to make the shift, we can help ease the process and drive better results through the right assessment, design, and execution. Book a free consultation with one of our experts here.