Maintaining a healthy work-life balance is the driving push toward the 4-day workweek in Canada. Businesses in Japan, the United Kingdom, and New Zealand transitioned to a shorter workweek after learning the many advantages of working a 4-day schedule. In this article, we discuss the benefits of a 4-day workweek, why other countries have already made the switch, and what you can do to simplify the transition.
Will we ever see a 4-day workweek in Canada?
Most of the world follows a 5-day workweek with two days for rest and religious traditions. It’s been this way since the 19th century. But, production has increased dramatically as innovative technologies continue to grow. As a result, jobs have become physically easier, yet the number of hours worked never seems enough for employers. And employees are feeling the strain mentally. As the trend toward a 4-day workweek continues, ensuring a healthy work-life is becoming more of a priority as businesses focus on output and productivity instead of the weekly number of hours spent in the workplace. This shift can improve employee mental health, retention, work-life balance, and overall employee satisfaction.
Here are some real-life examples:
These positive changes point toward a growing interest in boosting company morale, employee productivity and satisfaction with less time spent at work. Employers expect these increases in productivity and engagement since their employees are well rested from their three-day weekend and have a better work-life balance overall. So, will we ever see a 4-day workweek in Canada? It’s not unrealistic to think otherwise. Many Canadian companies are rethinking how they do business and are becoming more mindful of the benefits a shorter work week brings. Meanwhile, the global labour shortage might influence how quickly companies turn to a 4-day work week in Canada.
What does a 4-day workweek look like?
The 4-day workweek can have some variations, each with pros and cons. Here are some examples of what a 4-day workweek can look like:
Shift variations can be manipulated in many directions to suit different industries and organizations. And not all companies have their employees’ work-life balance in mind. Some business owners see the opportunity for more production and lose touch with why they implemented the 4-day workweek in the first place. Companies like this will have higher turnover rates and won’t be attractive to new talent.
Why the sudden push toward a 4-day workweek?
There are a few reasons for the push to introduce a 4-day workweek:
Pros and cons of a 4-day workweek
We briefly mentioned some of the benefits of a 4-day work week and why you should consider implementing it in your business. But there are also some negative aspects you need to know about to make a fair decision. Here are the pros and cons for you to think about:
Pros
Some benefits of a 4-day work week include:
Cons
Here are some drawbacks or things to consider before adopting a 4-day work week:
How to write your 4-day workweek policy?
Not everyone will have the same thoughts on transitioning to a 4-day workweek. Here’s how to write a proposed policy so all employees go in with an open mind:
1. Determine how a 4-day workweek will benefit the organization
Think about why you want to change your scheduling policy. Determining how a 4-day workweek will benefit the company will help you decide if you should follow through with the transition. Brainstorming these ideas enables you to find ways to improve the business, even if the solutions aren’t in line with changing the workweek. Especially consider larger areas affected by the transition, such as benefits, payroll, and scheduling.
2. Get all your department leads involved
When devising your policy, ask for input from all your department managers. For example, your HR department is beneficial for compiling needed resources, while your legal team helps you choose the correct language to use when writing official documentation. Every opinion matters since every one of your departments will feel the effects of transitioning to a 4-day workweek.
3. Clearly state what will change and what will stay the same
Whether good or bad, it isn’t always easy to adjust to change. Your policy needs to be simple to understand so your employees have an easier time accepting the proposed changes. Clearly stating what’s changing and staying the same encourages employees to weigh the pros and cons without being confused by ambiguous changes. Ensure you’ve met all points by discussing the proposed changes with your department leaders. Using a top-down strategy will enable you to see whom the changes impact the most.
4. List all the benefits a 4-day workweek will bring to your employees
This is the most crucial part of writing your policy. Whenever something changes, it’s human nature to think, “How does this affect me?” Clearly outlining the benefits to your employees will make it easier to get them on board with the changes.
