For many people, the appeal of a job is no longer just linked to the salary. The conditions of work are increasingly coming into focus. Flexible working time models and working conditions that suit individual lifestyles are in demand. The four-day week is symbolic for these new needs.

New scientific findings show: The four-day week is not just the wishful thinking of employees who want to work less for the same salary. It is a working time model with which companies can even increase their productivity. This means: The four-day week is a concept that can benefit employees and companies alike.

Why? Science sheds light on this.

Studies provide arguments in favour of the 4-day week

The world's largest study on the four-day week was completed at the beginning of 2024 and originates from the UK. 61 companies took part in this experiment, reducing their working weeks to four days while maintaining the same salary.

The key findings of the study, which was conducted by researchers from Boston College, the University of Cambridge and the Autonomy think tank, are as follows:

The four-day week leads to...

• Increase in productivity

• Increase in sales

• Noticeable reduction in stress levels

• Decrease in sick days among participants

These positive effects were so convincing that most companies have adopted the model permanently. An absolute win-win situation for employees and companies.

This is why employees AND companies benefit from the four-day week

1. Increase in productivity: Shorter working hours often lead to increased efficiency, as there is less time for unproductive activities.

Example: A technology company from the British study shows how it increased its productivity: Following the introduction of the four-day week, the company reported a significant reduction in unproductive time during working hours. Employees spent an average of 10% less time in meetings as they became shorter and more focussed, resulting in more efficient use of working time. These changes resulted in a higher utilisation of available working hours and a 20% improvement in project delivery times, which increased the company's overall productivity.

2. Efficiency in meetings: The limited working time promotes shorter, focussed meetings.

Example: The technology company mentioned above implemented a new meeting policy that led to more efficient meetings. Originally, the weekly team meetings lasted up to two hours, which often led to tiring discussions and low participation. Following the switch to a four-day week, the company introduced a strict 30-minute rule for all routine meetings.

The new rule required a prior meeting agenda and that all participants came to the meetings prepared. This encouraged a focussed discussion, with each meeting having a clear focus and defined objectives. The result was that not only were meeting times halved, but decision-making was accelerated and the entire team dynamic improved. This contributed significantly to the fact that the company was able to improve project delivery times by 20% despite reduced working hours, which contributed directly to increased overall productivity.

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3. Health benefits: Reducing working hours can significantly reduce stress and burnout, resulting in fewer sick days. Employees and companies benefit equally.

Example: The study from the UK shows that after the introduction of the four-day week, 71% of employees reported suffering less from burnout. 39% stated that they were less stressed than at the start of the trial. In addition, the number of sick days fell by 65%.

4. Higher job satisfaction: Employees with a better work-life balance are more satisfied, which strengthens their loyalty to the company.

Example: In the study, two thirds of respondents reported that they found it easier to reconcile their work commitments with their family and social needs. This led to an increase in general job satisfaction.

5. Attractiveness as an employer: Flexible working models make companies more attractive to talented people looking for a more balanced lifestyle.

Example: The 61 companies that took part in the world's largest study on the four-day week observed a significant reduction in employee turnover: Half of the companies stated that the four-day week had a positive impact on staff turnover in the company. An important argument in the competition for talent.

6. Positive environmental impact: Fewer working days often mean less commuting and therefore a reduction in CO2 emissions.

Example: Let's say you commute to work four days a week instead of five, saving you a 15 km one-way journey to work each week. With a consumption of 7 litres per 100 km, you save around 2.1 litres of petrol per week. Calculated over a year (48 working weeks), this results in a saving of 100.8 litres of petrol. With around 2.3 kg of CO2 per litre of petrol, CO2 emissions are reduced by around 232 kg per year. An impressive calculation that shows how a four-day week can reduce commuter traffic and thus CO2 emissions.

7. Creativity and innovation: More free time promotes regeneration, which in turn increases creativity and the ability to innovate.

Example: The participants in the study reported having more time for personal interests and relaxation thanks to the additional day off. This additional time allowed employees to pursue new hobbies away from work or simply relax, which had a positive effect on their mental freshness and creative performance at work. Many reported increased creativity and new ideas that they were able to incorporate into their projects, which in turn contributed to innovation within the companies.

So far, so convincing - you would think. Nevertheless, companies and bosses often raise concerns when the introduction (or individual guarantee) of the four-day week are up for discussion.

The following list gives examples of how you can profoundly counter arguments against the four-day week.

How to refute objections to the 4-day week

1. A four-day week leads to lower availability and impairs customer service.

Counterargument: Studies show that employees are more productive and committed during the working day, which often leads to improved customer service.

Example: One IT service provider from the British study reported that, despite reduced working hours, response times to customer enquiries were faster. Employees were more present and focussed during their working day, which led to faster and more effective solutions to customer problems. The higher level of satisfaction and increased commitment of employees also improved the quality of customer service.

2. The introduction of the four-day week causes additional costs for the company.

Counterargument: In the long term, lower sickness rates and lower staff turnover can even reduce costs for a company.

Example: The British study shows that the number of sick days fell by 65%. This resulted in significant cost savings for the companies, as fewer days of absence had to be financed and therefore fewer replacement staff were required. In addition, the companies reported lower staff turnover, which also led to cost savings, as the expensive recruitment and induction processes for new employees were required less frequently.

3. The hurdles to introducing a four-day week are too high (implementation difficulties)

Counterargument: An initial investment in the changeover pays off through increased employee motivation and loyalty.

Example: The study from the UK shows: Despite the initial challenges of switching to a four-day week, the companies' experiences showed that the investment in changing working structures paid off in the long term. One company in the study reported that the initial investment in training and the adaptation of work processes led to a significant improvement in employee motivation and retention. These changes helped employees become more engaged and productive in the long term, which more than justified the initial costs.

If you manage to convey this in an appreciative and convincing way, you can make people think or, for example, make superiors think.

Your most important argument: The four-day week is more than just a trend – it is an innovative organisation of working hours that has been scientifically proven to be a win-win situation.

And now: Happy discussing!