Is the offer of a 4-day workweek employers new bargaining chip for jobseekers?

Is the 4-day workweek employers new bargaining chip for jobseekers?

The idea of a four-day work week has gained significant traction in recent years, with many countries trialling this new work model in an effort to improve productivity, attract talent, and reduce burnout. The pandemic has accelerated this shift, leading to more flexible work environments and a growing appetite for new ways to balance work and life. In Australia, the concept of a four-day work week has been trialled by numerous companies, with sixty per cent of those companies finding it easier to attract talent. Notably, ninety-six per cent of employees have shown a preference for this reduced schedule, and more than two-thirds have reported decreased burnout.

Despite these positive statistics, it's clear that a four-day work week may not be a one-size-fits-all solution. As we look towards 2025, this model is becoming a potential bargaining chip for job seekers but also raises questions around feasibility, impact on productivity, and whether it can work for all industries. While the evidence suggests a trend towards greater adoption, many companies are still hesitant, waiting to see further results from ongoing pilot programmes before fully committing to this model.

"For those where the organisation's goals and requirements meet the needs of the job seeker, then it's an extremely attractive proposition, but it is fairly early days as well."

In a recent episode of people2people’s Australian Market Update: Thrive in 2025, Temporary Team Leader Mary Savova sat down with South Australian Recruitment Consultant James Greenwell to discuss the future of the four-day work week and its potential implications for both employees and employers.

James shared his perspective on the rising demand for flexibility, noting that "work flexibility means different things to different people." He highlighted that while the four-day work week is certainly attractive to many job seekers, it is not necessarily suitable for everyone or every organisation. He explained, "For those where the organisation's goals and requirements meet the needs of the job seeker, then it's an extremely attractive proposition, but it is fairly early days as well."

Mary raised a concern often voiced by employers, questioning how the transition to a four-day work week could impact productivity, collaboration, and workload distribution. In response, James provided practical advice for businesses: "Proceed with some caution, particularly if this is new to an organisation and not something that they've looked at previously." He emphasised the importance of aligning employee expectations with productivity requirements to ensure that the four-day work week is implemented effectively.

One of the challenges for job seekers, particularly those new to the workforce, is understanding whether it is realistic to request a four-day work week during the hiring process. According to James, "It's probably certainly seen as an earned privilege at this stage, particularly with the number of pilots around the place." He pointed out that it is still early in the implementation process, and while this arrangement may be attractive, it might not be available to everyone immediately.

Aiden Boast, Temporary Team Leader in people2people's Sydney office also shared some anecdotal experiences, noting, "I know in the UK, I've got family members who have actually been part of a trial for a four-day work week. They worked ten-hour days to make it work, but they found it challenging to fit in other activities after work." This highlights one of the key considerations of the four-day work week—while working fewer days might seem appealing, the longer hours needed to compensate may not suit everyone.

The conversation also touched on the potential evolution of the four-day work week in 2025. James noted that "as the data unfolds from these pilot programs, particularly from larger employer groups, that will inform the market a lot more." Early indications have been positive, suggesting benefits in terms of both productivity and employee satisfaction, but he acknowledged that it remains too soon to draw definitive conclusions. Mary agreed, adding that it would be "more of a watch this space" situation, with many organisations likely adopting a cautious approach and possibly considering individual agreements rather than blanket policies.

Ultimately, both Mary and James emphasised that the four-day work week is not a "one-size-fits-all" model. Different organisations and employees have unique needs, and the success of this initiative will depend on understanding these diverse preferences and aligning them with business goals.

Tips for Implementing a Four-Day Work Week

For businesses considering the transition to a four-day work week, there are a few key strategies to keep in mind to make the process smoother and more successful:

1. Start Small with a Pilot Programme: Before committing fully to a four-day work week, consider running a small-scale trial. This allows for testing the model within the context of your organisation and gaining valuable insights without significant risk.
   
   
2. Ensure Flexibility: A successful four-day work week should accommodate different preferences and needs. Some employees may prefer working longer hours over fewer days, while others may opt for a different arrangement that best fits their work-life balance.
   
   
3. Focus on Productivity, Not Hours: Instead of strictly reducing working hours, organisations should focus on how to maintain productivity during a shorter work week. This could involve rethinking workflows, setting clear priorities, and adopting new tools to enhance efficiency.
   
   
4. Communicate Clearly: Open communication with employees is crucial. Make sure everyone understands how the four-day work week will operate, the expectations around productivity, and the flexibility available. Addressing concerns proactively can help in gaining employee buy-in.
   
   
5. Monitor and Adjust: Implementing a four-day work week requires ongoing assessment. Regularly collect feedback from employees and monitor key performance metrics to determine if adjustments are needed.
   
   

As we move closer to 2025, the four-day work week remains an evolving concept. Its potential benefits for employee wellbeing and attracting top talent are clear, but its application must be tailored to fit the needs of individual businesses and their people. Organisations that are willing to experiment and adapt will likely be the ones to thrive in this changing landscape.



Find the job you love I Find the right talent
Get in touch with people2people
Australia I United Kingdom

In business since 2002 in Australia, NZ, and the United Kingdom, people2people is an award-winning recruitment agency with people at our heart. With over 12 offices, we specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 Outstanding Large Agency and Excellence in Candidate Care Awards, we are dedicated to helping businesses achieve success through a people-first approach.