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According to one founder, the benefits of implementing a 4.5-workday week have been endless, from holistic advantages to productivity improvements.
HR Leader recently spoke to Simon Blangiardo, founder and director of Sod, about the implementation of a 4.5-day work week and some of the individual and holistic benefits he’s seen since the introduction.
“The holistic benefits of our 4.5-day work week have been transformative at both organisational and individual levels. For our agency, we’ve seen enhanced productivity, improved client relationships through better staff retention, and a competitive edge in talent acquisition,” Blangiardo said.
"For our team members the shorter week creates a natural boundary that encourages more focused, efficient work during regular hours while giving them valuable time to recharge, pursue personal interests, and spend time with loved ones. Winding down earlier on the Friday supports better work-life balance, and is effectively 5.5 weeks of additional paid leave annually."
Touching on how the implementation of the 4.5 work week progressed, Blangiardo declared that it was relatively straightforward.
“The implementation process was relatively straightforward – we maintained full-time pay while reducing hours, with Fridays becoming a half-day that ends at 1pm.
“Our approach was to restructure the week so Monday through Thursday became highly focused and productive, with Friday serving as a ‘tidy-up’ day for completing loose ends and preparing for the following week,” Blangiardo said.
“The key was establishing trust with our team – we trusted them to maintain or improve productivity during the shortened schedule, and they’ve consistently delivered.”
The results of what Blangiardo claimed was a “straightforward process” were increases in productivity, engagement, employee motivation – and something that a number of Aussie businesses are struggling with, being employee retention.
“The results have exceeded our expectations. Productivity has actually increased despite the reduced hours, demonstrating that when people are well-rested and motivated, they accomplish more in less time,” Blangiardo said.
“Staff retention has improved significantly, which creates a virtuous cycle – our clients benefit from working with consistent team members who understand their needs, which strengthens these relationships. This enhanced retention also reduces our recruitment and onboarding costs.”
“Team mental health and morale have noticeably improved. The extra personal time has been invaluable for our team’s wellbeing, and we’ve seen this reflected in their energy and enthusiasm during work hours.”
Noting the benefits that a 4.5-day work week has offered his business, Blangiardo implored HR leaders and teams to advocate for the change in strategy, offering some insights on how it can be packaged:
- “Build a strong business case highlighting both productivity benefits and employee wellbeing factors. Gather case studies from companies like ours that have successfully implemented shorter weeks.
- “Propose a structured implementation plan that addresses potential concerns about client service and output quality. Emphasise that this isn’t about working less, but working more effectively.
- “Recommend starting with a trial period with clear metrics to measure success. In our case, we found that productivity metrics, client satisfaction, and staff feedback provided compelling evidence of the benefits.
- “For implementation, focus on trust and clear expectations. We’ve found success by trusting our team to manage their time effectively rather than implementing rigid controls. Consider implementing collaborative scheduling tools and regular check-ins during the transition period to address any challenges.
- “Be prepared to adapt the approach based on feedback and results. What works for one organisation may need adjustment for another.
“The key message is that a 4.5-day work week isn’t just a nice perk – it’s a strategic business decision that can drive improved outcomes across the board,” Blangiardo said.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
