The idea of a four-day working week is no longer just a progressive experiment. It’s becoming a serious consideration for UK organisations looking to stay competitive in today’s job market. After several high-profile national pilots, more employers are asking:

“Can this model work for us and what changes would we need to make?”

If you’re weighing up the move, here’s what the research reveals and the practical HR steps that will set you up for success.

The UK’s Biggest 4-Day Week Trial: Key Findings

In 2024, the UK hosted its most ambitious four-day week pilot to date, coordinated by 4 Day Week Global, Autonomy, and academics from Cambridge and Oxford.

The results were striking:

• 92% of companies kept the shorter week after the trial
• 91% reported no drop in revenue – some even saw growth
• Resignations fell by 57% while absenteeism dropped 65%
• 71% of staff felt less burnt out
• Over half reported better work-life balance

 

What Employers Reported

Participating businesses  from tech firms to charities highlighted:

• Stronger retention and employee loyalty
• Boosts in creativity, innovation and morale
• Smarter time management
• A stronger employer brand in recruitment

But leaders also warned: it requires careful planning, clear communication and may not suit every sector.

5 Questions to Ask Before Introducing a 4-Day Week

1. Which Model Fits Best?

The most popular format is 100:80:100 – full pay, 80% of the hours, in exchange for 100% productivity.

Some employers choose compressed hours or rotating schedules to maintain client coverage.

Tip: Align the model with your customers’ expectations, your sector’s norms and your internal capacity.

2. Does It Work in Your Industry?

Office-based industries (tech, professional services, media) have seen the smoothest adoption.

Sectors like healthcare, retail, and hospitality may need phased rollouts or rota-based adjustments to make it viable.

Tip: Trial it with one department before a full-scale launch.

3. Are Your Policies Ready?

Contracts, leave entitlements and absence policies often need updating to reflect a shorter week. Skipping this step risks compliance issues and employee confusion.

Tip: Review and update employment contracts and your employee handbook in advance.

4. How Will You Track Results?

Businesses that succeeded measured:

• Productivity per employee
• Customer satisfaction
• Engagement and wellbeing
• Absenteeism and turnover

Tip: Define KPIs early and involve employees in reviewing the results.

5. Is Your Team Equipped?

A shorter week can expose weaknesses in management, delegation, or communication.

Tip: Provide training for managers and give teams tools to prioritise effectively.

Final Takeaway

The evidence shows a 4-day week can deliver big wins – from reduced burnout to improved retention and smarter productivity.

But it’s not a one-size-fits-all solution. To make it work, businesses must redesign workflows, strengthen communication and ensure HR policies are watertight.

Considering a pilot? Now is the time to explore how a 4-day week could benefit your organisation. Book a free consultation with Haus of HR today.