News: 200 (more) UK companies sign up for permanent four-day working week

Last week, The Guardian published an article describing how “200 UK companies have signed up for a permanent four-day working week for all their employees with no loss of pay”, calling it “the latest landmark in the campaign to reinvent Britain’s working week”.

According to the article, more than 5,000 employees will benefit from a four-day working week with no reduction in pay. But this bold shift is about boosting productivity, improving wellbeing, and rethinking outdated work structures.

The traditional five-day workweek was designed over a century ago, and many argue it’s no longer fit for purpose.

“A four-day week gives people the freedom to live happier, more fulfilling lives.”

-  Joe Ryle, campaign director at the 4 Day Week Foundation

And the data backs it up. Trials have shown that businesses adopting a shorter week report happier employees, lower burnout, and even increased productivity, surely a win/win for workers and employers alike.

The Guardian reports how some sectors are embracing the change faster than others with Marketing & PR leading the way, closely followed by Charities, NGO & social care, Tech & Software, and Consulting & Management.

The article goes on to quote research from Spark Market Research which found that:

• 78% of 18-34-year-olds believe the four-day week will be the norm in five years.

• 65% reject a return to full-time office work.

It seems that the benefits are plentiful for organisations that can adopt this new way of working (and we fully appreciate that it cannot work for some industries and sectors), but what adjustments might be needed for companies that are willing and able to embrace this brave new world?

One of the most essential elements to making a four-day work week successful is a robust internal communications strategy that ensures the reduced crossover time within teams does not result in broken communication. There are many effective and engaging communication methods available for both remote and physical workplaces, so a reduction in shared time and physical space should not be a barrier. The communication strategy must also consider non-wired (or deskless) colleagues, who are at greater risk of missing vital top-down communications.

If your organisation is exploring further flexibility, it is essential to health-check your communications setup. It would be devastating to be forward-thinking enough to adopt this most modern of working practices, only to have it fail because of something as fundamental as effective comms.

Here are some suggestions from us for policies and best practices that could help your business make this boldest of transitions.

1. Set clear objectives & expectations

• Define the purpose – Reinforce why the company is adopting a four-day week (e.g., improved productivity, well-being, talent retention).

• Clarify work expectations – Outline how employees will maintain output in fewer hours. This includes setting priorities, reducing unnecessary meetings, and improving workflow efficiencies.

• Consistency vs. flexibility – Decide whether everyone has the same day off or if teams will stagger schedules to ensure business continuity. You could also explore hybrid models where some teams or roles adopt the four-day week while others maintain traditional schedules based on operational requirements

  
  

2. Transparent & ongoing communication

• Regular updates – Provide ongoing guidance through emails, town halls, and internal newsletters.

• Dedicated FAQs & resources – Create a hub on the intranet with clear policies, case studies, and best practices.

• Two-way feedback channels – Encourage employee input via surveys, Q&As, and open forums to refine the approach.

  
  

3. Empower managers & teams

• Leadership alignment – Ensure managers can lead by example, answer questions, and support teams in adjusting to the new model.

• Time management training – Offer workshops on prioritisation, productivity tools, and efficient collaboration.

• Trust & autonomy – Foster a results-driven culture, focusing on outcomes rather than hours worked.

  
  

4. Ensure business continuity

• Client & partner communication – Set clear external messaging on availability, response times, and emergency contacts.

• Collaboration tools & guidelines – Optimise asynchronous working, ensuring teams stay connected without overloading meetings.

• Regular check-ins – Monitor workload balance and adjust structures if necessary.

  
  

5. Track, measure & iterate

• Monitor key metrics – Assess productivity, employee satisfaction, and business performance through regular pulse surveys and data tracking.

• Celebrate successes – Share stories of improved efficiency, happier teams, and tangible results to reinforce the four-day week’s benefits.

• Adapt & improve – Keep refining the approach based on feedback and emerging challenges.

  
  

6. Reinforce a sustainable work culture

• Encourage work-life balance – Ensure employees truly disconnect on their day off, avoiding an "always-on" culture.

• Recognise contributions – Highlight teams successfully adapting to the four-day model and reward efficiency.

By prioritising clarity, flexibility, and continuous improvement, many businesses can successfully operate the four-day week while maximising its benefits for employees and the company.