The 4-Day Week: A Look at Caring for Our People and Our Work
- Sara Johnson, BA, Psy
- Mar 15
- 7 min read
Want more time to care for loved ones without sacrificing your dedication to work? Let's talk about the 4-day week.
I believe the shift to a four-day workweek could strengthen our workplace community, not weaken it. When I think about this change, I imagine... —Sarah from accounting, who's been trying to finish her degree; David, who barely sees his kids on weekdays; and our team lead, Jessica, who's been looking increasingly burned out.
Would having that extra day help us bring our best selves to work? I've noticed how energy drops and creativity stalls in our Friday afternoon meetings. Maybe concentrating our work into four more focused days would actually improve our collaboration.
I wonder about the practical aspects, too. Would we extend our daily hours? Keep the same pay? This isn't just about scheduling – it's about dignity and trust. Do we believe our colleagues can deliver the same value in less time if given the opportunity?
Reflecting on my own experience, I realize that my most productive days aren't necessarily the longest. They're the days when I feel respected, rested, and purposeful.
What kind of workplace do we want to create together? One that measures success by logged hours or meaningful contributions and sustainable well-being?
Companies with a 4-day week report increased in employee satisfaction. A 2021 study of companies participating in a 4-day week pilot program in the UK found that 78% of employees reported being happier with the new work schedule. (Source: 4 Day Week Campaign).
I've been thinking about what a 4-day workweek would mean for us, not just as statistics on a productivity report, but as people with full lives.
That extra day would be transformative for many of us. I'm picturing Mark finally having time for his son's Friday soccer games without rushing through work emails on the sidelines. Or Elena, who could schedule doctor appointments without burning PTO or squeezing them into lunch breaks.
The breathing room this creates isn't just nice—it's necessary. How often have we dragged ourselves in on Friday, running on fumes, pretending to be productive? I've watched talented colleagues get crushed under the weight of trying to balance everything. The constant juggle of work deadlines, childcare emergencies, and basic life maintenance is exhausting.
What if we came back each week genuinely refreshed instead of merely recovered? What if our team meetings were energized by people who'd had time actually to think and reflect?
There's something powerful about trusting that people can do their best work without constant oversight. When I imagine our workplace with a 4-day structure, I see fewer burned-out faces and more genuine engagement—people who are present because they want to be, not just because they have to put in face time.
This isn't about working less—it's about living more completely.
Productivity is often maintained or even improved with a 4-day week. Research from the same UK pilot program indicated that 86% of companies reported that their productivity had either stayed the same or improved after implementing a 4-day week. (Source: 4 Day Week Campaign).
I already feel the difference it would make when I think about that extra day off each week. It's not just about having more free time—it's about having breathing room to live.
This change could significantly impact those of us who dedicate ourselves fully to our work, stay late to complete projects, and wake up thinking about presentations. I know I would approach Monday with a different energy if I had time to disconnect and recharge completely.
Right now, weekends feel like a desperate race to cram in everything – the grocery shopping, the home repairs, time with family, and maybe, if you're lucky, a moment to sit and breathe. By Sunday evening, you're often more exhausted than refreshed.
But with that third day? Imagine having time to be present with your kids without constantly checking your phone. Or, finally, address those health appointments you've been putting off. Or simply having a day where you don't have to rush.
I've noticed that when I get those rare long weekends, my mind works differently when I return. Problems that seemed impossible suddenly have obvious solutions. I bring new ideas and enthusiasm rather than just grinding through tasks.
For those who care deeply about doing our work well, this isn't about working less—it's about working better. It's about recognizing that our capacity for creative, thoughtful work is directly connected to our well-being. When we know our personal lives aren't constantly being sacrificed, we can bring our full, undivided attention to the tasks that matter.
The 4-day week can lead to a reduction in employee burnout. A 2023 report by Henley Business School in the UK, following a 4-day week trial, found that 71% of employees reported feeling less burnt out. (Source: Henley Business School).
I've been mulling this idea over, trying to imagine what it would actually look like for our team's daily work.
There's the vision of what a 4-day week promises, and then there's the messy reality of making it work. Would we need to extend our daily hours? That might defeat the purpose for parents who need to pick up kids. Would we stagger schedules so some take Monday off while others take Friday? That could create confusion about meeting schedules and response times.
And let's be honest about our current inefficiencies—those hour-long meetings that could be emailed, the constant interruptions that fragment our focus, the redundant processes we've never questioned because "that's how we've always done it."
Maybe this is actually an opportunity? We'd have to take a hard look at how we spend our time. Which projects truly drive value? Which tasks could be automated or streamlined? What if we tried focused work blocks with no meetings allowed?
I'm also thinking about client expectations. Could we set new boundaries around response times? Could we train them to expect comprehensive solutions rather than constant availability?
This isn't just about shuffling the same work into fewer days. It's about fundamentally rethinking how we work together. It would require trust—trust that people will deliver results without constant supervision and trust that we can challenge old assumptions about when and how work happens.
The transition would be uncomfortable. But six months in, with clearer priorities and more sustainable energy levels, I think we might wonder how we ever worked any other way.
More companies are considering adopting a 4-day work week. A 2023 survey by SHRM (Society for Human Resource Management) found that 36% of US organizations reported either offering or considering a 4-day work week in the next three years. (Source: SHRM).
I've been thinking about how a four-day workweek would work across our different teams, and it's definitely not one-size-fits-all.
Take our customer support team—they can't just disappear for three days when our clients need help throughout the week. Consider projects with tight deadlines where every day counts. And what about Sam in IT, who thrives on the traditional schedule because it gives structure to his week?
This is where we'd need to have real conversations, not just implement a policy from above. Maybe support could rotate coverage while still giving everyone their extra day. Perhaps project timelines would need recalibration. For some teams, flexible hours might work better than a fixed day off.
I keep coming back to Maria's situation. She manages our largest client relationships and has built trust through her consistent availability. Asking her to compress that work might risk the connections she's carefully built over the years.
The best approach would involve gathering in small groups where people feel comfortable voicing their actual concerns, not just what they think leadership wants to hear. We could pilot different approaches with volunteer teams, learning from their experiences and adapting.
What matters most isn't the specific schedule but creating an environment where people feel their needs are considered. Some might need that concentrated three-day weekend. Others might prefer shorter days spread across the traditional five. The real challenge is balancing individual preferences with team cohesion and client expectations.
This isn't about finding the perfect solution immediately—it's about starting a thoughtful conversation about how we can best work together.
Revenue can increase with a 4-day week. Data from the 2022-2023 UK pilot program showed that, on average, participating companies experienced a 1.4% increase in revenue during the trial period. (Source: Autonomy Institute).
From my perspective, the appeal of a 4-day workweek lies in its potential to better support the people who drive our organizations. By providing more time for rest and personal pursuits, we can invest in their long-term well-being and foster a greater sense of balance and contentment. When individuals feel valued and have adequate time to recharge, their dedication and contributions during work hours are likely to be even stronger.
So, where do we go from here?
I believe it's important for us to start a thoughtful conversation about the 4-day work week within our spheres. Let's consider:
What are the potential benefits we could see for our teams and ourselves regarding well-being and reduced stress?
What practical challenges might we anticipate in implementing a 4-day week in our specific roles or departments?
Who else in our network or industry has explored this, and what can we learn from their experiences?
I encourage you to take a moment to reflect on these questions and perhaps share your initial thoughts. Let's work together to explore whether this could be a positive step towards a more caring and sustainable future of work for all of us. Your perspectives and insights, as always, are deeply valued.
About Sara Johnson, BA, Psy
Healthcare Advocacy and Community Wellness Specialist Sara brings compassionate research and practical advocacy to healthcare access. With a Master's in Public Health and 15 years of experience, she transforms individual empathy into systemic change, challenging audiences to view healthcare as a fundamental human right and collective responsibility.
