Most of us sit up for a uncommon lengthy weekend. However some Australians now take pleasure in a four-day week each week.

They’re fortunate sufficient to work for the small variety of organisations which might be trialling or have completely adopted what is called the 100:80:100 mannequin, by which staff hold 100% of what they have been paid for 5 days whereas working 80% of their former hours – as long as they keep 100% productiveness.

This mannequin has been attracting important world consideration. There have been glowing studies previously few years concerning the success of trials in Iceland, the UK and elsewhere. A few of this reporting, nevertheless, has exaggerated the findings or failed to think about the complicating components that will not make the mannequin scalable.

To get a greater sense of the truth, we’ve surveyed ten Australian organisations which have embraced the mannequin.

We interviewed senior managers in every organisation about the advantages and challenges skilled. So our outcomes do replicate a administration perspective. However what they advised us suggests the four-day work week can efficiently ship optimistic outcomes for each employers and staff throughout a variety of various industries.

Who we surveyed

4 of the ten organisations in our analysis have adopted the change completely after trials. The opposite six have prolonged their trials, although are nonetheless to formally make the transfer everlasting.

We imagine these ten organisations characterize the majority of Australian organisations utilizing the 100:80:100 mannequin. There could also be others, however we seemed exhausting to make sure our survey was as full as doable. 4 of the businesses have been a part of the worldwide research referred to above. The opposite six weren’t, designing their very own pilot schemes.

All are private-sector companies. Two are administration consulting corporations, with the others being a transport/logistics firm; recruitment company; advertising company; psychological well being teaching firm; software program growth firm; artistic design company; health-care firm, and administration coaching firm.

Six of the businesses are small companies (with fewer than 20 staff). The opposite 4 are medium-sized companies (20-199 staff).

In every case, the initiatives have been management-led, as a method to sort out worker burnout, improve productiveness, and hold and appeal to expertise in a decent labour market.

For instance, EES Transport, a medium-sized logistics firm primarily based in Perth, determined to trial a four-day week in July 2022, at a time of utmost stress on world and native provide chains.

“We have been beginning to see cracks inside the business,” stated managing director Brian Hack. “Individuals have been burning out, truck drivers have been simply strolling out the door, and I actually didn’t need to see that occur right here.”

No misplaced productiveness

Three of the ten managers reported no lack of productiveness regardless of a 20% discount in hours – so successfully workers have been about 20% extra productive.

The opposite seven reported productiveness being even greater than earlier than.

Six stated enhancements in recruitment and retention had been the most important success of the initiative to date. 5 underlined necessary reductions in absenteeism.

Three firms wanted to take care of their earlier hours of availability for purchasers and shoppers, regardless of their workers now working 20% much less time. This illustrates it’s doable for “client-facing” organisations to implement four-day work weeks.

Staff’ response

Primarily based on inside surveys and anecdotal proof, managers reported the additional time off every week meant employees felt extra relaxed and re-energised, and helped keep away from the “Sunday scaries” – the nervousness and dread felt on Sunday evening on the prospect of one other five-day week.

These are important findings, given the report ranges of stress and burnout in Australian workplaces.

Scepticism stays

However there are additionally challenges going through any organisation desirous to undertake a four-day work week. Taking part managers stated the most important barrier was overcoming scepticism each internally and from exterior stakeholders reminiscent of shoppers and prospects. The largest level of resistance was individuals merely not believing fewer hours didn’t should imply decrease productiveness.

Overcoming that scepticism is prone to require extra proof from trials – together with from bigger firms, to see if the advantages reported by these small firms are scalable to the entire workforce.

One such trial is within the pipeline, although it is going to be of restricted worth.

Australia’s greatest {hardware} retailer, Bunnings, final month signed an settlement with the Store Distributive and Allied Staff Affiliation for a four-day work week trial. The corporate’s 40,000 staff, nevertheless, received’t be trialling the 100:80:100 mannequin. They’ll be working the identical variety of hours over fewer days. So it received’t be doable to attract substantial conclusions from the end result.

And whereas the “client-facing” firms we surveyed managed to take care of their operations, it stays to be seen if that’s the case for all workplaces, reminiscent of outlets, hospitals and nursing properties the place any discount in hours labored by present staff would most likely must be coated by further workers.

The one method to make sure will probably be by means of trials.