Imagine having a three-day weekend every week sounds like a dream, right? The four-day workweek is quickly gaining traction around the world, with companies and even entire countries testing the waters of shorter work schedules.
Advocates claim it boosts productivity, well-being, and job satisfaction, while skeptics worry about the potential financial and operational risks. As the traditional 9-to-5 model comes under scrutiny, HR professionals are tasked with navigating the delicate balance between efficiency, employee happiness, and business sustainability. Could this shift be the future of work, or is it a costly gamble?
Countries and Companies Experimenting with Shorter Workweeks
Several countries and organizations have taken bold steps in implementing a four-day workweek:
- Iceland (2015–2019): A large-scale trial covering 2,500 workers found that productivity remained the same or even improved, while employees reported lower stress levels and better work-life balance (McKinley, 2025).
- Japan (Microsoft, 2019): Microsoft Japan tested a four-day workweek and saw a 40% increase in productivity while reducing electricity and meeting costs (McKinley, 2025).
- Belgium (2022): The government introduced a law allowing employees to compress their work hours into four days without reducing total work time (McKinley, 2025).
- UK (2022): Over 60 companies participated in a six-month trial, with 92% choosing to continue due to higher employee satisfaction and retention (Christian, 2023).
These examples demonstrate that shorter workweeks can be effective, but their success depends on industry, company culture, and workforce adaptability.
Does Working Less Improve Performance and Well-Being?
In an article by the University of Queensland (2025), It states a four-day workweek can offer several benefits, including:
Increased Productivity
Studies suggest that fewer hours lead to better focus and efficiency. Employees prioritize essential tasks, avoid unnecessary meetings, and reduce time-wasting activities.
Better Employee Well-Being
Long workweeks contribute to burnout, stress, and mental health issues. A shorter week allows employees more time for personal activities, family, and rest, leading to happier, healthier workers.
Enhanced Talent Attraction and Retention
Flexible work arrangements are increasingly valued by employees. Companies offering a four-day workweek stand out in recruitment and reduce turnover rates.
Environmental and Cost Savings
Less commuting reduces carbon emissions and operational costs like electricity and office supplies, aligning with sustainability goals.
However, the impact varies across industries. While knowledge-based sectors (IT, marketing, creative fields) thrive with a shorter week, labor-intensive sectors (healthcare, retail, manufacturing) may struggle to adapt.
Challenges HR Faces in Implementing a Four-Day Workweek
Benjamin Laker (2024) states that despite the potential benefits, HR professionals must address several challenges:
- Maintaining Productivity Without Overworking Employees
A compressed workweek may lead to longer hours on working days, which can negate its benefits. HR must ensure workload distribution is realistic to prevent burnout and ensure a healthy work-life balance. - Industry and Role Suitability
Some industries cannot afford reduced hours due to client demands, shift-based work, or 24/7 services. HR must customize strategies rather than apply a one-size-fits-all approach. For example, sectors like healthcare and manufacturing may face logistical and operational difficulties in adjusting to a four-day week. - Adapting Performance Metrics
Traditional KPIs and performance evaluations may not align with a four-day workweek. HR must redefine metrics that focus on output and quality rather than hours worked. New ways of assessing employee performance and aligning it with business goals will be crucial. - Legal and Payroll Considerations
In many countries, employment laws, contracts, and compensation structures are based on a five-day workweek. Adjusting payroll, overtime policies, and benefits requires legal compliance and restructuring. Companies must ensure that any changes do not violate labor laws or affect employees’ benefits. - Client and Stakeholder Expectations
Businesses must manage client needs and service availability while ensuring internal teams remain responsive. HR can implement staggered schedules or hybrid models to maintain coverage. Clear communication with clients is necessary to avoid misunderstandings.
https://youtu.be/pi-ZVMFSDBI
The Four-Day Workweek in Sri Lanka
In 2022, amidst Sri Lanka’s severe economic crisis, the government introduced a four-day workweek for public sector employees to alleviate commuting stress and reduce fuel costs. Fridays were given off to allow workers to engage in farming and other productive activities. This policy, however, did not apply to essential services like healthcare or security (Kumarasinghe, 2022).
While some private companies, especially in tech, are exploring shorter workweeks for improved work-life balance, the traditional five-day workweek remains dominant across most sectors. A four-day workweek could reduce commuter stress, especially in urban areas like Colombo, but challenges such as adapting to labor laws and overcoming cultural norms of long working hours may hinder wider adoption. Industries like manufacturing and retail, which rely on shift-based work, may face greater difficulty in implementation (Wijesinghe, 2025).
The success of a four-day workweek in Sri Lanka will depend on industry, company size, and HR’s ability to tailor the approach to local needs. Companies need to carefully evaluate their operational requirements, industry standards, and employee preferences before making the shift.
The four-day workweek has the potential to enhance
productivity, improve employee well-being, and attract top talent. However, its
successful implementation requires addressing industry-specific challenges and
legal frameworks. While it may not be suitable for every organization or
sector, the growing trend of shorter workweeks emphasizes the need to adapt
work structures to meet the changing needs of the workforce.
For Sri Lankan companies, the four-day workweek presents
both opportunities and challenges. The future of this model will depend on how
effectively companies balance employee satisfaction with operational demands.
By adopting data-driven policies and clear communication, organizations can
explore alternative work arrangements that benefit both employees and
employers.
References
Christian, A., 2023. Four-day workweek trial: The firms where it didn’t work. [Online]
Available at: https://www.bbc.com/worklife/article/20230319-four-day-workweek-trial-the-firms-where-it-didnt-work
[Accessed 28 March 2025].
Kumarasinghe, K., 2022. Four-day work week: Can Govt. reap what it sows?. [Online]
Available at: https://www.dailymirror.lk/recomended-news/Four-day-work-week-Can-Govt-reap-what-it-sows/277-239126
[Accessed 28 March 2025].
Laker, B., 2024. The Hidden Costs Of The 4-Day Workweek And Its True Impact. [Online]
Available at: https://www.forbes.com/sites/benjaminlaker/2024/10/03/the-hidden-costs-of-the-4-day-workweek-and-its-true-impact/
[Accessed 28 March 2025].
McKinley, M., 2025. The Rise of the Four-Day Workweek: Productivity vs. Practicality. [Online]
Available at: https://www.morganmckinley.com/article/rise-four-day-workweek-productivity-vs-practicality
[Accessed 28 March 2025].
Queensland, U. o., 2025. Does a 4-day work week help or hinder Australian business?. [Online]
Available at: https://business.uq.edu.au/momentum/4-day-work-week
[Accessed 28 March 2025].
Wijesinghe, D., 2025. Can Sri Lanka embrace a four-day workweek?. [Online]
Available at: https://www.themorning.lk/articles/Tw3MqaTU4369BppqOZWI
[Accessed 28 March 2025].
When maintaining productivity without overworking employees is enhanced employee well-being.Hence they experience reduced stress level which leads to better mental health and job satisfaction.
Great analysis! You’ve thoughtfully explored the opportunities and challenges of implementing a four-day workweek in Sri Lanka. Agree that its success will depend on industry-specific needs and local considerations.
You’ve clearly explained the concept of the four-day workweek in your blog post. From my perspective, by adopting data-driven policies and maintaining clear communication, organizations can effectively explore alternative work arrangements that benefit both employees and employers. I appreciate the detailed insights you’ve shared and look forward to more content like this!
It will be interesting to see how companies navigate these challenges and if they can find a balance that works for both the business and its employees. It seems like a well-structured, thoughtful approach is needed to make the four-day workweek truly effective.
The concept of a 4-day workweek is indeed good, but several pros and cons to consider. On the positive side, it can significantly improve employee well-being, job satisfaction, and productivity. However, achieving organizational goals can be challenging if the 4-day workweek is not managed well. Potential negative effects include difficulties in maintaining consistent productivity levels and meeting deadlines.
Great post! I really enjoyed reading it. The insights you shared were very informative and well-explained. Looking forward to more content like this. Keep up the great work!
This is a great discussion that you brought up. It seems beneficial to implement within the organization. However, in developing countries like ours, it could raise overload among employees. On the other hand, it could also provide benefits to the organization through cost savings. Therefore, there are both pros and cons for employees as well as employers. Your explanations and examples made the article very interesting to read.
The four-day workweek is a hot topic, with the potential to boost productivity and work-life balance. but is it the right fit for all organizations? This blog provides a balanced perspective on its benefits and challenges.
The four-day workweek could be a great solution for reducing stress and improving work-life balance, especially in urban areas like Colombo. However, it’s clear that its success will depend on the industry, company size, and how well it’s adapted to local needs. Careful planning and consideration of operational demands are key to making it work for both employers and employees.
The four-day workweek is attracting attention as an alternative to traditional work schedules. Encourage argument that it boosts productivity, enhances employee well-being, and reduces burnout, while being thoughtful potential financial and operational challenges. The effectiveness of this approach depends on the organization’s goals, industry, and workforce dynamics.
It’s a new trend for Sri Lanka, and a discussion is underway on the concept of a four-day workweek, weighing its potential to enhance productivity and employee well-being against possible financial and operational challenges. The experiments aim to reduce workweeks and lead to increased efficiency and job satisfaction. From HRM perspective, adopting a four-day workweek necessitates careful planning, including redefining performance metrics, ensuring workload distribution is manageable, and maintaining clear communication channels to prevent misunderstandings. I feel that initiative is good solution for the worklife balance.
This article provides valuable insights into the growing trend of the four-day workweek. It highlights both the potential benefits and challenges of this concept. For Sri Lankan organizations, adopting this model requires careful consideration of industry needs, employee expectations, and operational feasibility to achieve long-term productivity and employee well-being.