The Four-Day Week in the UK: Trend or Future Standard for Work?

The working week in Britain has barely changed in decades. For most employees, it still means five days of work, usually Monday to Friday, with weekends reserved for rest. Yet in recent years, the idea of a four-day working week has moved from the fringes of HR debate into mainstream discussion.

In 2022, the UK hosted the world’s largest four-day week pilot, involving more than 60 companies and nearly 3,000 employees. The results were widely reported: most businesses kept the same or higher levels of productivity, while staff stress, burnout, and absenteeism all dropped. For many employees, the trial confirmed what they already suspected — fewer hours could mean better performance and greater wellbeing.

But is this really the future of work in the UK, or just a short-lived experiment?

The UK Context

The standard five-day week in Britain has its roots in the industrial era, and despite technological advances, it has remained remarkably resilient. Calls for shorter hours are not new, but the pandemic accelerated the conversation. Hybrid working and flexible arrangements showed that rigid schedules could be successfully challenged.

The four-day week pilot offered the strongest evidence yet: most participating businesses chose to continue after the trial. They cited improved staff retention, easier recruitment, and healthier employees. Headlines quickly followed, sparking curiosity in boardrooms and break rooms across the country.

What Employees Want

For many British employees, a shorter working week represents more than a perk; it’s a reflection of modern values. Surveys consistently show that a majority would welcome the opportunity to work four days instead of five, even if it meant adjustments in how work is structured.

The reasons are clear. Fewer hours mean more time for family, hobbies, or simply rest. In a culture increasingly aware of mental health, reducing burnout is a compelling benefit. For younger generations especially, work–life balance is no longer optional — it’s a decisive factor in where they choose to work.

Employer Concerns

Not all UK employers are convinced. Productivity and client coverage remain major concerns, particularly in industries where customers expect five-day service or round-the-clock availability. Some businesses worry that compressed hours — squeezing 40 hours into four days — may undermine the very wellbeing benefits the system is meant to deliver.

HR leaders also highlight the practical challenges of redesigning workflows, rethinking rotas, and retraining managers. While knowledge-based industries may find it easier to adapt, sectors such as retail, healthcare, and hospitality face far greater hurdles.

Know Your Rights

It’s important for HR managers and employees alike to understand the legal position. At present, there is no statutory right to a four-day week in the UK. The law sets out minimum paid holiday and working time limits, but the structure of the week itself remains at the employer’s discretion.

However, employees do have the right to request flexible working. This includes changes to hours, working days, or location. Employers must consider such requests in a reasonable manner, though they can refuse if there are valid business grounds. For HR, the key is to handle requests transparently, fairly, and in compliance with employment law.

What HR Can Do Now

Even without a universal shift to a four-day week, HR teams can take proactive steps. One option is to trial shorter working patterns in specific teams or projects, measuring outcomes carefully. Collecting data on productivity, employee engagement, and wellbeing helps build a stronger case for wider change.

Communication is also crucial. Employees should understand how decisions are made, why a request might be refused, and what alternatives are available. Recognition and benefits programmes can play a role here, ensuring staff feel supported even if a full four-day week isn’t feasible.

Some British companies are also experimenting with seasonal flexibility, allowing shorter weeks in quieter months or summer periods. These incremental shifts may offer a middle ground between tradition and transformation.

Will It Really Catch On in the UK?

So, will Britain truly embrace the four-day week? The evidence suggests it is more than a passing fad, but not yet a guaranteed norm. Knowledge-based sectors — from tech to professional services — are likely to lead adoption, while customer-facing industries may move more slowly. Government policy could also be a deciding factor in whether the model becomes mainstream.

For now, the four-day week is best viewed as part of a broader movement towards flexibility. Whether or not it becomes universal, the principle behind it — that employee wellbeing and productivity can go hand in hand — is already reshaping the conversation about work in the UK.

The four-day week represents a bold reimagining of how Britain works. It has clear appeal for employees, proven potential in trials, and significant implications for HR leaders. But widespread adoption will require careful planning, open dialogue, and a willingness to balance employee aspirations with business realities.

For HR professionals, the task is not simply to ask whether a four-day week is possible, but to explore how working patterns can evolve in ways that benefit both employer and employee. Whether it’s four days, hybrid flexibility, or something entirely new, the future of work in the UK is unlikely to look like the past.

‍