How the 4-Day Week is Reshaping Work in the UK and What Your Business Needs to Do Next
The 4-day work week is no longer a fringe idea – it’s moving into the mainstream of UK working life. Following the success of high-profile national trials, more companies are asking:
“Can we make this work – and should we?”
If you’re a business owner considering the move, here’s what the latest data says—and what HR steps you’ll need to take to get it right.
What the Data Shows: The UK 4-Day Week Trial
In 2024, the UK saw its largest 4-day work week pilot, coordinated by 4 Day Week Global, Autonomy, and researchers from Cambridge and Oxford universities.
Key results from the UK trial:
- 92% of companies continued with the model after the pilot
- Revenue stayed broadly the same (or increased) at 91% of firms
- Resignations fell by 57%, and absenteeism dropped by 65%
- 71% of employees reported lower burnout levels
- 39% felt less stressed, and 54% found it easier to balance work and home life
(Source: 4 Day Week Global UK Trial Report, 2024)
What UK Employers Are Saying
Companies involved in the UK trials – including marketing agencies, software firms, charities and manufacturers – cited:
- Higher staff retention
- Improved morale and creativity
- Better time management
- More attractive employer branding
But they also warned: success depends on strong planning and communication – and it’s not right for everyone.
5 Critical Questions Before You Launch a 4-Day Week
1. What Model Will You Use?
The most common format is the 100:80:100 model—100% pay for 80% of the time, in exchange for 100% productivity.
Some companies opt for compressed hours, while others offer staggered rotas to maintain 5-day coverage.
🔹 Haus of HR Tip: Choose a model that aligns with client demands, industry norms and internal capacity.
2. Is It Right for Your Sector?
Office-based industries like tech, media, and professional services have seen the most success.
By contrast, sectors like hospitality, retail, and healthcare may face scheduling or service delivery issues unless adjustments are made.
🔹 Haus of HR Tip: Consider a phased pilot in just one team or department before going company-wide.
3. Are Your Contracts and Policies Fit for Purpose?
Many businesses overlook contract clauses, annual leave entitlements, and absence policies – putting them at legal risk.
🔹 Haus of HR Tip: Update employment contracts and the staff handbook before rollout. Transparency avoids confusion or grievances later.
4. How Will You Measure Success?
You can’t manage what you don’t measure. Successful firms in the trial tracked:
- Output per employee
- Client satisfaction
- Employee engagement and wellbeing metrics
- Sick days and turnover
🔹 Haus of HR Tip: Set clear KPIs from the start, and involve your team in tracking results.
5. Are Managers and Teams Ready?
Shifting to fewer days often reveals gaps in time management, leadership skills or team communication.
🔹 Haus of HR Tip: Invest in manager training and give teams practical tools to prioritise, delegate and collaborate more efficiently.
Final Thought from Haus of HR
The data shows that a 4-day week can work – if done strategically. For many UK businesses, it’s an opportunity to stand out in a tight labour market, reduce burnout and drive smart productivity.
But it’s not a quick fix. You’ll need to rethink job design, communication norms, and performance metrics and ensure your HR policies and contracts are watertight.
Thinking about a 4-day week pilot? Let’s make it work for your business. Book a free consultation with Haus of HR today.