Compressed work week

What is a compressed workweek?

A compressed workweek (also referred to as condensed) is a modern approach to organizing work schedules. In this model, the full-time weekly workload (e.g., 40 hours per week) is distributed across fewer days than the traditional five. Typically, employees work four 10-hour days, gaining an additional day off without a reduction in pay or hours. This model has been tested worldwide, including by Deloitte in Poland in 2023.

How is a compressed workweek different from reduced working hours?

A compressed workweek maintains the same total number of working hours per week but distributes them over fewer days (e.g., 4 days at 10 hours instead of 5 days at 8 hours).

On the other hand, reduced working hours involve a decrease in the total weekly hours (e.g., working 32 hours instead of 40). This often leads to a reduction in salary, although there are exceptions. For instance, the Scottish government decided to maintain current pay levels during such transitions.

Benefits of implementing a compressed workweek in organizations

In 2023, companies in the U.S. and Canada participated in a year-long pilot program called „4 Day Week Global”. The published report revealed several benefits of adopting a compressed workweek:

• 15% revenue growth during the pilot period – streamlined schedules encouraged teams to plan more effectively, resulting in improved outcomes.
• 32% reduction in employee turnover – the extra day off proved to be a valuable perk, fostering employee loyalty.
• 69% decrease in employee burnout.

Additionally:

• 51% of participants reported feeling more in control of their schedules.
• 95% expressed a desire to continue working under this system.

Similarly, optimistic results emerged from a study in Iceland, where a compressed workweek was piloted in the public sector:

• 42% of employees experienced reduced stress in their personal lives.
• 97% said the shorter work schedule either improved their work-life balance or helped them maintain it at the same level.

Summary of benefits:

✅ Improved work-life balance – an extra day off allows employees to recharge, spend time with family, and pursue personal interests.

✅ Increased team productivity – focused work blocks can boost efficiency as employees are more motivated to make the most of their limited time.

✅ Reduced operational costs – organizations can save on office-related expenses (e.g., electricity, heating) on days when offices are closed.

✅ Enhanced talent acquisition and retention – flexible work arrangements are an attractive benefit for both current and prospective employees.

✅ Lower environmental impact and reduced commuting costs – fewer commutes result in reduced CO₂ emissions and transportation expenses for employees.

Challenges and risks of a compressed workweek

While a compressed workweek offers many advantages, it is not a one-size-fits-all solution. Implementing this model comes with potential risks, including:

❌ Employee fatigue – extended workdays may lead to greater exhaustion and reduced effectiveness during later hours.

❌ Customer service challenges – a shorter workweek may lower availability for clients, which could be acceptable in the public sector but problematic for private companies.

❌ Time management difficulties – not all roles are suited to a compressed schedule, especially highly specialized positions requiring sustained focus.

❌ Organizational resistance – some employees may struggle with the practicalities, such as arranging childcare for longer workdays.

❌ Legal and compliance issues – extended daily hours may require adjustments to local labor laws and overtime regulations.

How can organizations prepare for a compressed workweek?

Adopting a compressed workweek requires a thoughtful strategy. Here are the key steps:

Step 1: Consult Your Team

Engage with employees to understand their needs and assess their readiness for change. Input from potential candidates through social media can also provide valuable insights. According to a survey by the Institute for Market and Social Research, only 19.2% of employees strongly supported the introduction of a four-day workweek with no reduction in pay. Understanding team needs is critical.

Step 2: Start with a pilot program

Trial the compressed workweek in select departments or for a defined period. Use HR platforms to regularly evaluate employee engagement and satisfaction during the pilot phase.

Step 3: Prepare management

Train managers in planning, performance monitoring, and employee support to ensure they are equipped to handle the new system effectively.

Step 4: Ensure legal compliance

Verify that the new schedule adheres to labor laws regarding work hours and overtime. Update internal policies accordingly and craft marketing communication to highlight the value of this benefit.

Step 5: Align work schedules with organizational needs

Ensure that the new system does not disrupt customer service or critical processes.

Step 6: Implement changes and monitor outcomes

Continuously assess productivity and employee satisfaction to confirm the model’s success and address any emerging challenges.

Compressed workweek: conclusion

The compressed workweek is an innovative model that can yield significant business benefits, such as increased productivity, improved employee retention, and reduced operational expenses. However, it may not be suitable for all organizations or industries. According to recent research by the Polish Economic Institute, only 2% of Polish companies have adopted or plan to implement this system, while 30% say their business model does not allow for such flexibility.

For companies ready to embrace this change, a compressed workweek can be a powerful tool for building a competitive advantage in the labor market.