4- or 5-Day Workweek

The structure of the workweek is becoming increasingly flexible companies are experimenting with shorter schedules, candidates are asking direct questions about work-life balance, and HR specialists are seeking ways to boost engagement without sacrificing efficiency. This raises an important question: is it worth switching to a 4-day workweek, or should you stick with the traditional 5-day format?

In some companies, shorter schedules lead to productivity gains, while in others they result in burnout or disorganized workflows. The outcome depends on the business sector, team structure, process maturity, and corporate culture.

In this article, we’ll explore the advantages and risks of each format, look at how both employees and employers perceive them, and offer recommendations for making a well-structured decision if you’re seriously considering a change in your work schedule.

What Practice Shows: Global and Local Cases

Interest in the 4-day workweek is growing worldwide, particularly in the context of talent competition, employee burnout, and the need to rethink traditional work arrangements. Companies of all sizes are testing this format, and the results speak volumes.

Experience of 4-Day Weeks in International Companies

One of the most talked-about cases in recent years is the experiment conducted by UK companies under the 4 Day Week Global initiative. Over 60 organizations participated, and after six months, 92% of them chose to keep the 4-day week either fully or partially. Employee satisfaction increased, and in most cases productivity remained stable or even improved.

In Japan, Microsoft ran a similar trial: offices closed on Fridays for one month. As a result, productivity jumped by 40%, while electricity costs dropped by nearly a quarter.

Companies in IT, marketing, creative industries, and even legal services in Europe, the US, and Australia report positive outcomes from shorter workweeks. However, they all emphasize that success depends on mature processes, precise planning, and a focus on results rather than “time spent.”

Experiments in Belarus and the CIS

In Belarus, the 4-day workweek hasn’t yet become widespread, but interest in flexible formats is steadily growing. Some IT companies, agencies, and startups are experimenting with shorter schedules, often as pilot projects or temporary summer arrangements.

In Russia and Ukraine, there are also cases such as 36-hour workweeks with optional Fridays off or 4-day workweeks introduced alongside increased automation and reduced workloads. The results are primarily similar to international ones: when processes are well set up, teams accomplish the same volume of work while feeling better overall.

Industries Where the Format Works Best

The 4-day workweek is most effective in industries where results can be measured by KPIs rather than hours worked:

Information technology
Marketing and digital services
Consulting and creative agencies
Product development and startup environments

It’s less adaptable in sectors with rigid schedules and operational dependencies, such as retail, logistics, manufacturing, and hospitality.

Pros and Cons of the 4- and 5-Day Workweek

Switching to a 4-day workweek is always a balancing act between business efficiency and team well-being. To make an informed decision, it’s essential to weigh the advantages and drawbacks of each format.

Advantages of a 4-Day Week

Higher satisfaction and motivation – An extra day off helps prevent burnout and allows employees to recharge, boosting engagement and loyalty.
Productivity gains – With good organization, employees focus better and aim to complete tasks within a shorter timeframe.
Competitive edge in hiring – A shorter schedule is an attractive perk for talent, especially in industries with staff shortages.
Cost savings – Lower office expenses (electricity, resources) and potentially reduced paid leave needs.

Disadvantages of a 4-Day Week

Risk of overload – Compressing the same workload into fewer days can cause stress.
Limited applicability – Client-facing or continuous-production roles may require constant staffing.
Process adjustment needed – Requires clear planning, automation, and team coordination.

Advantages of a 5-Day Week

Familiar format – Aligns with most clients’ and partners’ schedules, simplifying communication.
Balanced workload – Tasks are spread over more days, reducing daily intensity.
Minimal changes needed – No major process restructuring required.

Disadvantages of a 5-Day Week

Less recovery time – Employees may experience fatigue and poor work-life balance.
Lower flexibility – Can reduce the company’s attractiveness, especially for younger talent and IT professionals.

Both formats have merit. The key is to consider your business specifics, employee needs, and process maturity. Sometimes, a reasonable compromise is a flexible schedule or a pilot 4-day trial.

Formats Worth Testing

A shift to a shorter workweek doesn’t have to be sudden or universal. Many companies start with lighter adjustments tailored to their team or season.

Hybrid: 4.5-Day Week or Shortened Friday

One of the most popular options, especially in corporate settings, is a 5-day week with an early finish on Fridays—say, at 2:00 or 3:00 PM.

Advantages:

Maintains the rhythm of a 5-day week
Improves work-life balance
Minimal operational risk

Often, this is used as a stepping stone before implementing a full 4-day week.

Individual Schedules for Specific Roles

Flexibility can be selective. For example, developers, designers, and analysts might work on a 4-day schedule, while account managers or technical support staff follow the classic 5-day format.

When this is appropriate:

In companies with diverse functions
When uninterrupted client service is critical
If employees can manage their workload and deadlines independently

Seasonal 4-Day Weeks

Some companies shorten the workweek during certain months—often in summer when business activity slows down.

Advantages:

Reduces workload during less intense periods
No need to adjust the schedule year-round
Can serve as a perk or non-monetary motivation

Trials with Specific Teams or Pilot Projects

Before scaling changes across the entire business, it’s wise to test the 4-day week on a small team or within a specific project. This approach provides data on the format’s impact on productivity, team morale, and task management.

Why this works:

Minimizes risks
Helps create internal case studies
Makes it easier to present arguments to management or investors

Every company can choose a model that fits its structure, culture, and goals. The key is to test openly, track results, and be ready to make adjustments.

Factors to Consider Before Implementation

Shifting to a 4-day workweek is not just a scheduling change; it’s a managerial and organizational shift. To ensure it benefits rather than destabilizes your operations, several key aspects must be addressed:

Process and Team Readiness

Before reducing workdays, optimize current processes: review repetitive tasks, cut ineffective meetings, and automate routine work. Consider:

Which functions can be redistributed or shortened without loss of quality
Which teams can adapt more quickly
Where training or role adjustments will be needed

Unprepared teams working under compressed timelines risk overload or failing to meet KPIs.

Measuring KPIs and Business Metrics

Before launch, define which metrics will measure the transition’s success. These may include:

Productivity (e.g., number of completed tasks or projects)
Customer satisfaction (response times, NPS)
Employee engagement and burnout levels

A baseline assessment should be done before implementation, with regular monitoring in the first few months. Without clear analytics, it’s hard to determine if the new model is working.

Legal and HR Considerations

Shortening the workweek may require:

Amending employment contracts
Recalculating salaries or benefits
Adjusting internal policies

It’s also important to assess the impact on vacation accrual, sick leave, overtime, night shifts, and other work conditions. Legal review and HR support are essential when adopting any non-standard schedule.

Employee Feedback

Major changes require dialogue. Employees should understand:

Why the 4-day week is being introduced
What’s expected in terms of quality and deadlines
How their performance will be evaluated

Feedback channels can include surveys, meetings, and anonymous forms. The key is to track team sentiment and respond promptly to warning signs like fatigue, distrust, or loss of motivation.

Bottom line: Introducing a 4-day workweek requires a comprehensive approach. Without preparation, it may cause chaos rather than increase efficiency. Success depends on transparent communication, readiness to adjust, and basing decisions on data, not just trends.

Choosing the Right Format

A 4-day workweek is not a one-size-fits-all solution. It’s a tool that can either boost efficiency and motivation or cause disruptions if adopted without considering business specifics. It’s crucial to define when a shorter week is justified and when it’s better to keep the traditional 5-day schedule.

When a 4-day week makes sense:

Project-based or intellectual work – IT, creative agencies, product development, marketing, consulting, where results matter more than hours worked
High employee autonomy – staff can manage their own time and still meet deadlines
Well-established processes – tasks can be redistributed without compromising quality or timelines
Talent retention and attraction goals – especially for Gen Z and millennials, for whom work-life balance is critical

A 4-day week can also be an effective tool for teams recovering from burnout or seeking new motivation formats especially in a post-crisis period.

When It’s Better to Stick to a 5-Day Week

A shortened workweek isn’t always feasible, especially when:

The company operates in an industry with continuous processes: retail, logistics, customer service, manufacturing
Internal workflows depend on synchronous interaction with partners or clients who follow a standard schedule
The team is not ready for self-directed planning and time management
The business is in a scaling phase, where pace is a higher priority than flexibility

In some cases, rejecting the 4-day week is not about conservatism but a conscious management decision.

Finding an Individual Balance

Between the two extremes, a 5-day and a 4-day week, there are flexible options:

Shortened Fridays (e.g., ending the workday at 2:00 p.m.)
Flexible schedules with redistributed hours throughout the week
4-day weeks during the summer or in the “off-peak” season
Pilot launches within specific teams or departments
Individual formats—based on requests or KPI results

Companies that approached the shift gradually, with testing and employee engagement, typically adapted faster and achieved better outcomes.

Key takeaway: There’s no universal answer to “which format is better.” The priority is not to copy trends blindly but to choose what genuinely aligns with the company’s goals, team culture, and current workload.

Conclusion

The choice between a 4-day and a 5-day workweek is a significant management decision that requires careful analysis of business specifics and team dynamics. When chosen correctly, the format can boost productivity, enhance employee motivation, and strengthen corporate culture. However, implementing a new schedule should be backed by a well-thought-out strategy and continuous performance monitoring.

We can support your company at every stage of this process, from consulting on effective HR strategies and auditing team performance to selecting specialists who adapt successfully to flexible work formats. This comprehensive approach ensures a smooth transition to the new model and helps achieve the optimal balance between business objectives and employee well-being.

Contact us to make your work schedule both convenient and productive!