It’s time to ditch the 9-5, and employers are starting to agree.
Workplace wellness and radical shifts to the ordinary work schedule aren’t necessarily new concepts. But even though the ideas have been around, not many workplaces have been brave enough to break the mold. This is one of the few silver linings brought about by COVID-19. Many employers were left no choice but to experiment with new schedule structures. Remote work of course is at the top of this list, but alternate hours and a push for more mental wellness resources are a few others. So, how many of these “experiments” are here to stay?
How did we end up in this work schedule anyway?
Before we look at all the advantages and challenges of shaking up the work week, let’s take a look at how we got into the traditional schedule to begin with.
It all started with the Industrial Revolution in the early 1800s. A shift to factory production and the new access to gas light led to the ability to work longer, year round, regardless of the season or weather. The average workweek was 74 hours.
Work hours steadily decreased since then, with the formation of unions, new labor laws, and other shifts in social norms. Ford Motor Company popularized the 5 day workweek in 1920, but most were still working 10 hour shifts. Congress didn’t limit the workweek to 40 hours until the 1940s. And this is where the steady decline in work hours stalled. In fact, the average workweek began to increase again to routinely be as long as 50-60 hours.
Here we are today, over 200 years since the Industrial Revolution. Technology continues to make advances that should allow us to ease our workload, yet many use it to work more. Studies continues to indicate that leisure time and self care are vital for employee wellness and productivity yet employers cling to the 5 day workweek. The times are changing, so why aren’t we?
The argument for the 4-day workweek.
Remote work and flex time are definitely on the rise thanks to COVID-19. But there’s another trend that’s been slowly gaining popularity even pre-pandemic: The 4-Day Workweek.
Many brave employers are piloting the 4-day workweek. Ireland has an entire advocacy group campaigning for a transition to a shorter workweek. A corporation in New Zealand conducted a formal study to accompany their transition in 2017. Japan’s annual economic policy guidelines released this year are calling on employers to adopt the 4-day work week as well. These are just a few examples. Of course, the world’s most productive countries like Denmark and Germany have had an average 27 hour workweek for years.
Increased Productivity
One of the fears commonly cited of shortening the workweek is that productivity will be negatively affected. Yet we’re seeing more and more that quite the opposite is true. The study done by New Zealand corporation, Perpetual Guardian, found that job performance actually improved. Stress also went down, and sense of work-life balance improved by over 20%. These are just a few of the positives they discovered.
Decreased Absenteeism
What are some common reasons employees miss work? Sure there are sick days and vacation. But we also need time for personal appointments, furthering our education, contributing to household and family needs and more. With a third day off, employees are better able to schedule for these without interrupting the workday or missing work altogether.
Shrink the Carbon Footprint
Imagine if the workweek is decreased by 20%, what else decreases? The number of cars on the road will certainly go down. Workplaces that choose the same extra day off will likely less electricity and water. In these two examples, there’s also monetary savings for the employee and employer.
More Family Time
A third day off gives the option for families to spend more time together. In many cases, this could look like parents saving on childcare and spending more time with their kids. It could also look like adults having more time to care for elderly family members, or simply having more time to take care of tasks around the house that often run into what would otherwise be quality time together.
Important Side Notes
Is the 4-day week a fit for all workplaces? Perhaps not, but this is not the only way to shake up the workweek to improve employee satisfaction and productivity. Consider remote options, flex time, shorter hours over more days. Perhaps some workplaces are ready to offer multiple solutions for different employee needs.
“But my employer would never go for that.” This is an unproductive way of thinking. It took years, centuries, for us to become entrenched in our current work cycle. Change may not come fast. It may take several discussions, multiple voices from your workplace, various presentations of data…but you’ll never know how much or how little it will take to convince them if you don’t start somewhere!
Active SWV can help you start the conversation at your workplace!
When you become an annual member of Active SWV’s Workplace Wellness program, you receive a year of support that includes consultation on how to approach your workplace leadership regarding wellness changes, even radical ones like this!
Thanks to our partners and funders, we are able to offer this membership for free to workplaces in Fayette, Raleigh, Nicholas, Kanawha, Summers, and Boone counties. Not in those counties? Contact us to learn of other services and opportunities we offer statewide.
Read more about what an annual membership includes here.
Have questions or comments?
Contact Veronica Crosier, Workplace Wellness Director at [email protected].
