5 Tips for Implementing a 4-Day Work Week

April 30, 2022

As business owners, we want workers to not only get the work done, but also to stay motivated, engaged, and creative. Unfortunately, some companies and workers still believe that working long hours is the only way to be profitable and productive. 

The 4-day workweek trials taking place around the world are challenging that misconception, however. While also reducing the risk of burnout and employee attrition. 


While it comes with benefits,  implementing a 4-day workweek does come with challenges and compliance hurdles.  For instance, there are wage and hour laws you need to comply with. This path also requires some cultural change, an immense amount of planning, and most importantly, the buy-in from top management. 

Tip 1: Determine what a 4-Day workweek looks like for your company. 

You have to determine what a 4-day workweek looks like for your company. Maybe that means doing 40 hours in 4 days or shortening the week to a 32-hour workweek. Will all workers take Mondays off? Or will they have the flexibility to choose their own days off each week? 

Tip 2: Be prepared to comply with any additional break or overtime requirements for hourly employees. 

One of your first steps when thinking about flexible scheduling is to speak with your legal counsel to make sure you know your obligations. There might be additional breaks required, or you may even need to pay overtime for hours worked in excess of an 8-hour day. 

Tip 3: Adjust your internal policies to reflect your 4-day workweek. 

When you’re designing the practical policies, remember that the purpose behind the 4-day workweek is to promote balance, productivity, innovation, and employee satisfaction. It means your policies need to be very flexible, and at the same time, they need to offer certainty and clarity about your expectations. 

Tip 4: Ensure your workplace culture reflects your commitment to the 4-day work week. 

For the 4-day workweek to work, there needs to be a strong culture of trust, communication, and worker responsibility and accountability. Micromanagement and the 4-day workweek don’t mesh. 

Tip 5: Communication is critical to the success of flexible workplace scheduling.  

Communicate with your team to ensure the 4-day workweek arrangements work for them. If you’ve imagined four 10-hour days, but most of your workforce has caring duties outside of the typical eight-hour day, then the 4-day workweek (as you’ve imagined it) won’t work. 

Your clients need to understand your flexible scheduling, too, since it may directly impact their access to your products or services. Take time to check in with them to make sure they’re happy with the services you’re providing and that they’re getting what they need.

The Principle of Reciprocity

It’s important to provide your team with autonomy. They get flexibility and they can really craft their own workday, but in return for that, they have to do their work thoughtfully, on time, and that they’re servicing clients in the best manner possible.

If you want to learn more about the 4-day workweek, check out https://cgl-llp.com/podcasts/cgl031.


The materials available at this website are for informational purposes only and not for the purpose of providing legal advice. You should contact your attorney to obtain advice with respect to any particular issue or problem. Use of and access to this website or any of the e-mail links contained within the site do not create an attorney-client relationship between CGL and the user or browser. The opinions expressed at or through this site are the opinions of the individual author and may not reflect the opinions of the firm or any individual attorney.

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