The four-day working week is rapidly gaining momentum as companies and governments worldwide rethink how they work. Far from simply reducing working hours, this model prioritises efficiency and workers’ well-being, allowing them to work smarter, not longer while keeping their full salary.
Motivated by global changes during the COVID-19 pandemic and supported by organisations such as 4 Day Week Global, this movement has demonstrated real and tangible benefits, including increased productivity, improved mental health, and a better work-life balance. Trials in countries such as Iceland, the UK, and New Zealand have set a precedent, inspiring companies from all locations to rethink traditional working methods.
Overcoming the hurdles of a shorter workweek
However, adapting to this model requires redefining workflows, adjusting expectations, and overcoming cultural resistance, especially in sectors linked to more rigid schedules and more rigid operational demands. Despite this, the success of the first tests marks a profound change in workplace culture, where flexibility and productivity are prioritised.
One of the first experiments came in 2019, when Microsoft Japan trialled a four-day working week as part of its “Work-life choice challenge”. The experiment resulted in a 40% increase in productivity, reduced electricity consumption by 23%, and decreased paper usage by 58%. More than 90% of employees reported a better work-life balance. Despite the positive results, the company ended up not adopting the model permanently, but left it as a positive, although temporary, example of innovation in the workplace.
This experiment by Microsoft Japan was one of the first significant studies of the four-day working week. Since then, many other organisations around the world have adopted and adapted this model in different ways. In the following paragraphs, we’ll explore some of these global case studies to see how they have performed with this shorter working week approach, examining their motivations, strategies, and the impact on their employees and businesses.
How Dassana Reinvented Work-Life Balance
Dassana is an open-source cybersecurity company based in the United States, whose mission is to reduce alert noise in the cloud. Through its platform, Dassana can ingest alerts from any provider, automatically contextualize them and assign them priority, allowing security teams to focus on what really matters.
Motivation for change
Dassana adopted the four-day week intending to give its employees a real break. The company realized that, with a traditional two-day weekend, much of their free time was consumed by household chores and adult life obligations, preventing them from completely disconnecting from work. To counteract this trend, they decided to offer an extra day of rest, allowing employees not only to recover their energy, but also to make better use of personal time without compromising productivity.
How it was implemented
The company structured its working week to operate only from Monday to Thursday, with no reduction in salary. The transition was based on three main strategies:
- Focused workdays: Employees work four highly productive days instead of spreading tasks over five, reducing accumulated fatigue.
- Extended weekends: A longer break allows employees to recharge, improving job satisfaction and overall well-being.
- Sustained performance: The model ensures that productivity remains high while offering greater flexibility and balance.
Dassana continues to promote a flexible working model, allowing employees to have greater autonomy in managing their time, although it has dropped the four-day working week model.
How a Portugal’s tech company embraces the shorter workweek
Randtech Computing is a software development company based in Porto, Portugal, specializing in technological solutions for the insurance sector. It took part in the four-day week pilot project in Portugal, an initiative promoted by the Ministry of Labor, Solidarity and Social Security, which involved 41 companies and more than 1,000 workers. The study, conducted by researchers from the Birkbeck Business School, University of London and the Henley Business School, University of Reading, showed that reducing working hours can benefit both companies and employees, without compromising productivity.
Motivation for change
The company decided to test the four-day week to improve employee satisfaction and attract new talent in a highly competitive sector. Among the challenges it faced were high team stress, difficulties in retaining talent and the need to optimize internal processes without compromising customer support.
How it was implemented
Randtech Computing adopted a flexible model, allowing employees to choose one day off per week, guaranteeing the continuity of services. The transition was based on three main strategies:
- Process restructuring: Reducing the number of meetings and optimizing workflows to minimize downtime.
- Adoption of technological tools: Implementation of management software and asynchronous communication to improve collaboration and efficiency.
- Team involvement: Active participation of employees in defining the model, ensuring that the change did not result in work overload.
With this strategic approach, Randtech Computing demonstrated that the four-day week can be successfully applied in the technology sector, reinforcing the importance of innovation and flexibility in work organization. Their experience contributes to the growing evidence that this model is viable and can transform the Portuguese labor market.
Shopify’s workweek experiment during the pandemic
Shopify, a technology company based in Canada, is one of the leading omnichannel commerce platforms, allowing entrepreneurs to create, configure and manage stores on multiple sales channels, such as web, mobile, social networks, marketplaces and physical stores.
Motivation for change
In 2020, during the COVID-19 pandemic, Shopify noticed that employees were under greater mental pressure and, at the same time, were taking fewer vacation days.
To combat stress and improve the team’s well-being, the company decided to reduce the weekly workload to 32 hours during the summer, temporarily adopting a four-day week. In addition, they already practiced the policy of no meeting Wednesdays, allowing extended blocks of time for focused work.
How it was implemented
Shopify implemented the four-day week during the summer of 2020, while maintaining full pay for employees. The model included:
- Fridays off: The company gave Fridays off as a way to compensate for the extra mental load caused by the pandemic context.
- No meeting Wednesdays: To ensure periods of uninterrupted work and increase productivity.
- Focus on well-being: The initiative came about as a response to the fact that employees were taking less vacation, helping to balance professional and personal life.
Shopify continues to value flexibility at work and optimizing productivity. The policy of no meeting Wednesdays has remained an ongoing practice, reinforcing the company’s commitment to an efficient and less overloaded work environment.
Who else is leading the four-day workweek movement?
Awin
A global affiliate marketing network that adopted the four-day week in 2023. The change resulted in 13% more profit and 33% less turnover. Employees reported better well-being and productivity.
The ‘Flexi-Week’ model helped the company retain talent and improve performance. Planning, communication and technology were key to success.
Basecamp
The software company, a pioneer in remote working, adopts the four-day week during the summer. From May to August, employees work 32 hours a week, without trying to compensate for the reduced hours.
The goal is to provide more free time without compromising productivity, while maintaining a healthy work-life balance.
Bolt
A San Francisco e-commerce startup that implemented the four-day week in 2021. The aim was to create a sustainable, high-performance working model.
The company reduced meetings and optimized workflows. Rotating schedules ensured continuous operations. Employees reported more focus and motivation, while productivity remained stable or increased.
Kickstarter
Kickstarter adopted the four-day week in 2021 to improve work-life balance. Employees reported more creativity, engagement and satisfaction. The company relied on team trust and clear communication to maintain productivity.
After a year, it adjusted the model to accommodate holidays without impacting performance.
MRL Consulting Group
The global recruitment company permanently adopted the four-day week after a successful trial in 2019. Productivity increased by 25%, absence fell by 40% and talent retention reached 95%.
Employees reported more focus, better mental well-being and greater rest with the extended weekend. The model proved to be a win-win for both the team and the business.
Panasonic
The Japanese multinational offers employees the option of a four-day week to promote more diverse working styles. It also encourages remote working and allows employees to choose whether to accept transfers to other cities.
The initiative seeks to improve flexibility and quality of life without compromising productivity.
Software DELSOL
The Spanish software company, based in Jaén, was the first in Spain to adopt the four-day week in 2020. With a 36-hour week and no pay cut, it saw a 20% drop in absence and a 20% increase in annual growth.
Employees reported more commitment and a better working environment, making the initiative a success.
Is the 4-day work week introducing a new paradigm?
These case studies highlight the potential of the four-day working week to increase productivity, improve employee wellbeing and reduce employee turnover. Although the results may vary from sector to sector, the main conclusion is that with proper planning, clear communication and flexibility, companies can create a more sustainable and effective working environment.
As highlighted in our article “Create a Mental-Health-Friendly Work Environment“, prioritising mental health in the workplace is essential to maintaining a happy, engaged and productive workforce.
The data suggests that the four-day working week, when combined with a focus on mental health, could be a viable solution for the future of work, benefiting both organisations and their employees!
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