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The vast majority of business leaders are considering making the transition to a reduced working week in the next five years.
The concept of a four-day working week has been a topic of discussion for some time, with many saying that it reduces burnout and can increase productivity.
Robert Half’s 2023 Salary Guide discussed organisations’ opinions on implementing a four-day working week, and the results were surprising.
Seventy-one per cent of business leaders said they’re considering moving to a four-day working week in the next five years.
These opinions are reportedly in response to the “overwhelmingly positive” feedback that came from recent global trials.
There are implications to consider, however. Robert Half noted that some companies might expect something in return for a reduction of work days. This could come in the form of longer hours during the four days or reduced salaries.
It seems this push for a four-day week is yet another evolution of the desire for flexibility at work.
The 2023 Salary Guide highlighted that employers recognise employees’ desire for flexibility, which is why many are scrambling to offer benefits that will keep staff around amid a tight labour market.
According to Robert Half, in 2023, 76 per cent of businesses plan to offer remote working options. Meanwhile, 61 per cent are planning to offer reduced work weeks, and 61 per cent are considering early finishes of a Friday afternoon.
While these benefits are surely welcomed by staff, there are some upcoming changes that may not be received as warmly.
The report found that 59 per cent of employers are upping the mandatory days required to come onsite for work.
According to Australian managers, there are benefits to having staff report to work in person, such as a healthier culture, increased skills development and better productivity.
David Jones, senior managing director at Robert Half Asia-Pacific, commented: “During the pandemic, remote working on a full-time basis was anticipated as the future of work, but as time has moved on and organisations continue to learn, it has become apparent that a more efficient balance must be achieved.”
“Flexibility will continue to be highly valued by employees, but different and sometimes more tailored approaches to the hybrid model could be a solid strategy for protecting workplaces from the drawbacks of remote working while still allowing employees to reap the many benefits of greater workplace flexibility.”
With this in mind, it’s important employers strike a balance between flexibility and productivity. Many claim that it’s still very much a candidate’s market, and candidates may not take jobs that require a lot of onsite working.
Furthermore, Robert Half noted that organisations need to create a solid flexible working policy. This could include things like regular check-ins, collaboration to keep team morale, and team-building activities that can be done remotely.
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Professionals can use remote work as a working method to do business away from a regular office setting. It is predicated on the idea that work need not be carried out in a certain location to be successful.
Jack Campbell
Jack is the editor at HR Leader.
