Professional Revolution: the 4-day week, a booming organizational model

Since the Covid era, the world of work has been questioning and experimenting with new organizational modes and models. Several formulas have been tested on different scales, such as hybrid work, 100% telecommuting... but it's today's 4-day week that is the focus of attention and debate. Long idealized and envied, it has nonetheless become the daily routine for thousands of European workers. For the latter, and for the companies undergoing the Test, the 4-day week confirms everyone's desire for flexibility and agility. What if, when it comes to flexibility in the workplace, the key issue was to rethink the sacrosanct 35-hour working week?

The revival of the 4-day week

The concept of the 4-day week is not new. Initiated several decades ago, it was only in 1993 that it began to see the light of day in France, supported by the politicians of the Roosevelt Collective, including Pierre Larrouturou and Gilles de Robien, whose aim was to optimize or even reduce working hours. By 1996, almost 400 companies were using this new work organization, before it was abolished in the early 2000s as part of the 35-hour working week reform.

While the original concept was to share work in a context of massive unemployment, the arguments are very different today: Recruitment difficulties, issues of work-life porosity, mental health crises, rising absenteeism... These are just some of the opportunities calling for renewal and the introduction of pilot programs. It's also worth noting that the concept has been revived by the pandemic, and is starting to make inroads into the corporate world.

The model most commonly considered today is based on the idea that productivity does not necessarily rhyme with time. The aim is not to reduce the workload, but rather to reduce working time for professions and sectors whose tasks can be completed in 4 days. So, even if two models coexist, the one that maintains the 35-hour working week prevails:

• Either the company decides to reduce its working time from 35 hours to 32 hours, so as not to increase the daily workload of its employees, at the risk of losing productivity, i.e. 8h/day.
• Or the company maintains the effective working time at 35 hours by increasing the working time on days worked, i.e. 8h45/day.

The subject is also a topical one, as the current government seems to want to take a closer look at it... under the constraint of the tense context of pension reform. Gabriel Attal, now Prime Minister, confided to the columns of L'Opinion that " The 35-hour week in 4 days (...) could mean less time spent in transport, less stress, and ultimately, greater well-being at work ".

Is the 4-day week still a taboo subject?

Today, the four-day week is not yet a benchmark, but the social measure is intriguing.

The subject is still taboo. Since the switch to the 35-hour week and the Aubry law in 2000, it's been difficult for companies to talk about reducing working hours. France is still marked by the slogan "work more to earn more".

However, some 4-5% of French companies have recently adopted this approach, representing some 10,000 employees. Several other European countries, such as the UK,Spain and Iceland, are experimenting with it on a larger scale.

And 35% of employers plan to test the 4-day week concept in the coming years.

Are French employees ready for the 4-day week?

Before implementing the 4-day week in a company, it's important to gauge employees' apprehension of the formula and give them the choice. Indeed, while the 4-day week is designed to optimize employee well-being and working conditions, it is also necessary to respect individual life rhythms. Some may be more efficient if their tasks are spread over a longer day, while others may prefer to spread them over several days.

Furthermore, while employees' demand for flexibility continues unabated, and telecommuting is now at its peak in Europe, the 4-day week is only favored by47% (+4 points vs. 2022) of French employees, according to a recent survey conducted by Robert Half on the evolution of employee expectations in 2023 in the context of the renewal of the French Labor Law.

Among the companies that have tested the 4-day week, here is a selection of the most constructive feedback:

• LIDL: The company has adopted the 4-day week in September 2023 for 18 of its banners. This experiment is part of negotiations with social partners on quality of life at work. According to HR Director Laetitia de Montgolfier, feedback so far seems favorable.
• LDCD: The IT company launched the experiment in 2021 following the Covid crisis. Today, its Chairman, Laurent de Clergerie, claims to have made one of the best decisions of his company's life, in a post on his LinkedIn profile, since at the time of the balance sheet: growth of +6%, a 20% gain in earnings and a negative balance between hiring and departures. Cause or consequence for the 4-day week business? The company also admits to being one of the most profitable in its sector.
• ACCENTURE: This consulting firm has also adopted the 4-day week as a recruitment tool. "It helps to recruit talent," confides Jacqueline Haver Droeze.

Advantages and disadvantages of the 4-day week

The transition to a four-day working week is gaining ground, and the advantages it offers for both employees and companies are becoming increasingly obvious.
Like any new work organization, however, it requires a few clarifications and adjustments, and needs to be supported as best as possible by company management. The benefits include

• A better work-life balance

For workers, the 4-day week represents a breath of fresh air in their daily working lives. Not only does it reduce the stress associated with a traditional working week, it also significantly improves work-life balance. Employees notice an increase in productivity and motivation, resulting from greater job satisfaction.

• Increased employee well-being

The time freed up gives employees the opportunity to devote more time to their loved ones, leisure activities and personal pursuits. This translates into an improved overall quality of life, promoting better physical and mental health. The 4-day week thus becomes a vector of well-being for workers.

• Reduced environmental impact for companies

The introduction of a 4-day week often involves more flexible working hours or the possibility of working remotely. This reduction in home-work commuting leads to a reduction in transport-related greenhouse gas emissions, helping to combat climate change.

• Significant reduction in company absenteeism

From a corporate perspective, adopting the 4-day week also brings significant benefits. By promoting employee well-being, companies are seeing a reduction in absenteeism rates and an improvement in job satisfaction. These factors have a direct impact on team productivity and creativity.

• A powerful retention lever

The 4-day week can also be seen as a tool for recruiting and retaining talented staff. Companies that adopt more flexible working policies position themselves as attractive employers, able to adapt to the changing needs of modern workers.

What's more, shorter working hours don't necessarily mean lower productivity. Numerous studies show that workers tend to be more focused and efficient over a shorter work period, thus avoiding the phenomenon of fatigue and loss of concentration associated with longer working days.

As a result, the 4-day week is emerging as a winning strategy both for employees seeking balance and for companies seeking to optimize the performance of their teams. By encouraging productivity, well-being and job satisfaction, it embodies an innovative approach to shaping the future of the professional world.