We provide the complete commercial debt recovery service; from outsourced early arrears collections through to expert litigation, all handled in-house by a multi-award-winning law firm.


Visit our debt recovery website

The Covid pandemic created a shift towards flexible working; remote/hybrid working and reduced hours. Could these changes in work patterns now mean a new four-day working week is on the horizon?

A UK-wide trial of 61 businesses working a four-day week ran for six months between June and December 2022. It received an overwhelmingly positive response with 92% of organisations choosing to retain the arrangement.

Those involved were from a range of sectors and varying size businesses. Staff worked a 32-hour week across four days and were entitled to 100% of pay for 80% of their usual working time.

The trial findings were as follows:

  • 57% less staff turnover
  • 54% of employees found it easier to balance work and home life
  • 39% of employees felt they were less stressed at work
  • 40% of employees were sleeping better
  • 65% reduction in sick leave

Overall, the businesses involved in the trial found that staff were happier and healthier and that productivity actually increased with revenue raised by almost 1.5%.

If you are considering implementing a four-day week for your organisation, you may wish to consider the following:

  • Consider what you are trying to achieve and the impact it will have on your business.
  • Is your business suited to a four-day week? Are you client or customer-service-based? If so, you may wish to continue as usual, but instead, allow staff to work from home where possible and accommodate other staff working new patterns and vice versa.
  • If you consider switching to a four-day week, will this be on a trial basis or will this be a permanent change? If this is a permanent change, do you reserve the right to revert the policy and go back to working five days a week at some point in the future?
  • Consider whether you need to undertake consultation with employees who will be affected by the scheme and discuss their views, opinions, or concerns.
  • Also consider what aspects of the change will affect employment policies, contracts and terms and conditions
Please note that this information is for general guidance only and should not substitute professional legal advice. If you have specific concerns, we recommend consulting one of our legal experts.


Scroll to next section

Scroll back to the top