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Shorter working weeks – an alternative or an add-on to hybrid/remote?

In 2021 and 2022, the majority of companies who adopted #4DayWeeks did so to complement their hybrid or remote-first models.

Many had moved to hybrid or fully remote during the pandemic and the shorter working week felt like a logical next step.

Many more had offered this pre-pandemic, and were now turning to the four-day week to give them an edge, as what was once a competitive advantage for them (work from home flexibility) had now been swallowed up and become the standard expectation in their industry.

An interesting development that is emerging this year is a notable increase in employers who are prepared to consider the shorter working week as an alternative to hybrid/remote working.

This is illustrated in these new findings from Hays 👇

“Office workers would be prepared to give up their work from home routine in exchange for a four-day week, according to new research.

It found that close to two-thirds (63%) of workers would prefer to work a four-day week, spending all their time in the office, compared to just (37%) who would prefer to work five hybrid days.”

While we believe that the focus of leaders should be very much on work output rather than work location, this does demonstrate the value that a majority of modern employees place on time – over and above almost every other benefit.

More and more businesses are exploring different work time reduction models, often for very different reasons.

If this includes you, reach out to us at the Work Time Reduction Center of Excellence. We know that reduced-hour models are not one size fits all, which is why we work with organizations to design a custom roadmap based on their specific needs, challenges and context.