The idea of a four-day work week is no longer a fringe concept. Across the globe, governments and organisations are trialling reduced working hours while promising equal or greater productivity. The model is gaining attention in Australia, but the question remains: is it a workplace trend, a passing trial, or the genuine future of work?
Why the Four-Day Work Week Has Momentum
At the core of the four-day work week is the principle of the 100:80:100 model — 100 percent of pay, 80 percent of hours, 100 percent of productivity. Advocates argue that employees achieve the same outcomes in less time because they are more focused, less burnt out, and motivated by the extra personal day.
This model has been trialled in the UK, US, and parts of Europe, with many organisations reporting higher job satisfaction, lower absenteeism, and even revenue growth. For employees, the appeal is obvious: more time for rest, family, and personal pursuits without sacrificing income.
The Australian Context
Australia has its own unique challenges and opportunities when it comes to adopting a four-day week.
- Cultural expectations: Many industries in Australia still equate long hours with hard work. This mindset could slow adoption.
- Award compliance: The Fair Work system, with its reliance on awards and enterprise agreements, adds complexity to reducing hours without reducing entitlements.
- Industry diversity: While professional services and tech companies may adapt quickly, industries like healthcare, retail, and hospitality face operational hurdles.
- Productivity paradox: Australia has seen sluggish productivity growth over the past decade, raising questions about whether reducing hours could help or hinder.
The Potential Benefits
If managed correctly, a four-day week could provide:
- Improved employee wellbeing: More rest and personal time reduces stress and mental health risks.
- Attraction and retention: Companies offering four-day weeks stand out in a competitive talent market.
- Reduced absenteeism: Employees are less likely to take sick days when they have more built-in recovery time.
- Gender equity gains: Extra flexibility can support working parents, particularly women, to remain in the workforce.
The Risks and Challenges
However, the model is not without pitfalls:
- Customer expectations: Clients may expect five-day service delivery, creating pressure on businesses to cover gaps.
- Compressed workload: Simply cramming 40 hours into four days can defeat the purpose, leading to burnout.
- Operational disruption: In industries reliant on shift work, rostering may become more complex and costly.
- Inequality of access: White-collar employees may benefit, while frontline workers risk being left behind.
Lessons From Global Trials
Global trials show that the four-day week works best when it is not about squeezing hours, but about redesigning work. Successful case studies highlight:
- Cutting unnecessary meetings
- Automating repetitive tasks
- Rethinking priorities to focus only on value-adding activities
- Trusting employees to manage their time effectively
What Australian Businesses Can Do Now
Before rushing into a trial, leaders should:
- Assess business readiness: Not all industries or organisations can adopt the model in its pure form.
- Consult employees: Engage staff early to understand their needs and ideas.
- Pilot small: Trial the model with a single team or department to test feasibility.
- Measure outcomes: Track productivity, wellbeing, and financial results to assess sustainability.
- Seek external expertise: HR advisors like Hack Your HR can guide organisations through designing and measuring trials that balance compliance with innovation.
Final Word
The four-day work week is not a one-size-fits-all solution, but it is no longer a theory either. For Australian businesses, the real opportunity lies in using the conversation as a catalyst to rethink how work is designed, measured, and rewarded. Whether it becomes mainstream or not, the debate is already reshaping expectations of what the future of work should look like.