Latest news with #employeeWellbeing
Yahoo
05-07-2025
- Business
- Yahoo
People who work four days a week are actually getting more done, experts say
You're probably reading this at the start of your weekend. But now imagine that weekend had started a day earlier... and did so every week. Sound good? That could be the new reality many companies, and employees, face in the future, after the four-day business week took another step towards implementation in the UK. This year, 17 businesses of different types have been trialling the move, organised by the 4 Day Week Foundation. Almost 1,000 different employees were involved, all retaining their normal salary - and after the culmination of that study, all 17 companies have opted to keep going, following an earlier trial which saw 5,000 people adopt the scheme permanently. Not all are doing straight four-day weeks. Some were trialling nine-day fortnights. And there are clearly some industries which would face challenges to alter schedules and regulations. But the initial results for those taking part appeared positive, with nearly two-thirds (62 per cent) of employees saying they noted a 'reduction in how often they experienced burnout'. Firms who took part in the trial have cited customer satisfaction and employee performance as reasons for continuing, with one expecting mass adoption across the next decade. Vicky Walker, chief people officer at Westfield Health, told The Independent that less work has shown to mean more output. 'Studies have shown that a shorter work week can lead to enhanced efficiency and focus among employees. People may be more motivated to complete their tasks and increase productivity. There's now a growing recognition for flexibility and work-life balance and this trial is a step in the right direction,' Ms Walker said. 'These flexible benefits can also help attract new talent and improve employee retention rates, which for some businesses, is a key business target.' There is, however, much more to consider for employers and the wider economy, before we see it adopted on a larger scale. 'Ultimately, what matters for the economy is hours worked multiplied by productivity per hour. If people are simply working their weekly hours in four days rather than five, then there should be little economic impact. If they are working harder - fewer hours for the same output - then we could see an uptick in productivity, but that wouldn't necessarily translate into growth because of fewer hours,' Thomas Pugh, chief economist at RSM UK, told The Independent. This is essentially the French model of the system, Mr Pugh explained - but success in it will naturally lead to businesses asking one pertinent question: 'If you can be as productive in four days as in five, then why not be as productive over the full five days?' There also remain questions over the potential for staggered days off - 'Do people want Wednesdays off, for example?' - and of course whether a firm's opening hours would still match up to those of their clients. It's not a 'solution to the UK's economic problems', Mr Pugh added. Andrew Timpson, a tax partner at RSM, pointed out there would be implications if reduced hours meant reduced pay - and not just for the Treasury. 'If base pay is reduced, there could be an impact on salary sacrifice and pensions,' he said, 'plus if employees are earning less then the tax take will reduce. Some employees may also find themselves slipping under thresholds which will change the personal allowance, or other aspects such as child benefit.' The discussion outside of finance has also taken centre stage. A study by BHN Extras recently concluded over a third of UK workers (34 per cent) said they would accept a pay cut for a shorter commute and only 23 per cent enjoyed their commute. The survey suggested both the cost and the sentiment was stronger in London, but would knocking a day off the commute into work be a big draw for all? It won't be one for everybody, nor every business. Implementation costs and rescheduling alone may make it prohibitive, while there's no doubt that some management may not appreciate the thought of it, let alone the reality. But just like working from home, hot-desking and zero-hours contracts before it, the four-day week looks set to play some part in the future of UK business - and like all those others, divide plenty of opinion on the way. Error while retrieving data Sign in to access your portfolio Error while retrieving data Error while retrieving data Error while retrieving data Error while retrieving data
The Independent
05-07-2025
- Business
- The Independent
Four day working week IS more productive, study finds
A trial of the four-day working week in the UK saw all 17 participating businesses opt to continue the scheme permanently. Nearly 1,000 employees were involved in the trial, retaining their full salaries, with 62 per cent reporting a reduction in burnout. Companies cited improved customer satisfaction and employee performance as key reasons for continuing the reduced work week. Experts suggest that while a shorter week can boost efficiency and attract talent, its wider economic impact depends on maintaining productivity per hour. Challenges remain regarding potential pay implications, logistical issues like staggered days off, and aligning with client operating hours.
The Independent
05-07-2025
- Business
- The Independent
People who work four days a week are actually getting more done, experts say
You're probably reading this at the start of your weekend. But now imagine that weekend had started a day earlier... and did so every week. Sound good? That could be the new reality many companies, and employees, face in the future, after the four-day business week took another step towards implementation in the UK. This year, 17 businesses of different types have been trialling the move, organised by the 4 Day Week Foundation. Almost 1,000 different employees were involved, all retaining their normal salary - and after the culmination of that study, all 17 companies have opted to keep going, following an earlier trial which saw 5,000 people adopt the scheme permanently. Not all are doing straight four-day weeks. Some were trialling nine-day fortnights. And there are clearly some industries which would face challenges to alter schedules and regulations. But the initial results for those taking part appeared positive, with nearly two-thirds (62 per cent) of employees saying they noted a 'reduction in how often they experienced burnout'. Firms who took part in the trial have cited customer satisfaction and employee performance as reasons for continuing, with one expecting mass adoption across the next decade. Vicky Walker, chief people officer at Westfield Health, told The Independent that less work has shown to mean more output. 'Studies have shown that a shorter work week can lead to enhanced efficiency and focus among employees. People may be more motivated to complete their tasks and increase productivity. There's now a growing recognition for flexibility and work-life balance and this trial is a step in the right direction,' Ms Walker said. 'These flexible benefits can also help attract new talent and improve employee retention rates, which for some businesses, is a key business target.' There is, however, much more to consider for employers and the wider economy, before we see it adopted on a larger scale. 'Ultimately, what matters for the economy is hours worked multiplied by productivity per hour. If people are simply working their weekly hours in four days rather than five, then there should be little economic impact. If they are working harder - fewer hours for the same output - then we could see an uptick in productivity, but that wouldn't necessarily translate into growth because of fewer hours,' Thomas Pugh, chief economist at RSM UK, told The Independent. This is essentially the French model of the system, Mr Pugh explained - but success in it will naturally lead to businesses asking one pertinent question: 'If you can be as productive in four days as in five, then why not be as productive over the full five days?' There also remain questions over the potential for staggered days off - 'Do people want Wednesdays off, for example?' - and of course whether a firm's opening hours would still match up to those of their clients. It's not a 'solution to the UK's economic problems', Mr Pugh added. Andrew Timpson, a tax partner at RSM, pointed out there would be implications if reduced hours meant reduced pay - and not just for the Treasury. 'If base pay is reduced, there could be an impact on salary sacrifice and pensions,' he said, 'plus if employees are earning less then the tax take will reduce. Some employees may also find themselves slipping under thresholds which will change the personal allowance, or other aspects such as child benefit.' The discussion outside of finance has also taken centre stage. A study by BHN Extras recently concluded over a third of UK workers (34 per cent) said they would accept a pay cut for a shorter commute and only 23 per cent enjoyed their commute. The survey suggested both the cost and the sentiment was stronger in London, but would knocking a day off the commute into work be a big draw for all? It won't be one for everybody, nor every business. Implementation costs and rescheduling alone may make it prohibitive, while there's no doubt that some management may not appreciate the thought of it, let alone the reality. But just like working from home, hot-desking and zero-hours contracts before it, the four-day week looks set to play some part in the future of UK business - and like all those others, divide plenty of opinion on the way.
Times
04-07-2025
- Politics
- Times
Four-day week for council workers sets a disastrous example
South Cambridgeshire District Council insists that the four-day week trial has been a great success CHRIS RADBURN FOR THE TIMES Paying people to work less for the same salary is, not surprisingly, popular. South Cambridgeshire District Council, which since 2023 has given staff the option of working a four-day week, insists that the trial has been a great success: staff turnover has gone down and job applications are up. So pleased is the authority's Liberal Democrat leader with the trial, which she claims has saved £400,000 a year, that she proposes to make the arrangement permanent. The Conservative opposition is appalled. The results, it says, have been manipulated, key council services have suffered and voters are outraged. Little wonder. The experiment, which mirrors trials put in place by several private companies after the Covid pandemic, is based on a wholly misleading premise: that employees will be so motivated by the promise of extra leisure that they will work with increased intensity and efficiency, accomplishing in four days what was previously done in five. That may hold true for a few weeks or even years. But if such efficiencies can be achieved, why can the same savings and improvements not also be made during a five-day week? And will employees keep up the intensive pace or slip back to the normal routines of most jobs? Carrying out some tasks in less time may indeed become easier with the use of robots and artificial intelligence. But that could take years to percolate down to daily administration. What of bin collections or manning consumer contact centres — already one of the most infuriatingly neglected aspects of councils, where replacing humans with voice recordings defeats the whole purpose? Surveys of the Cambridgeshire experiment found plenty of consumer dissatisfaction in these areas as well as a dip in rent collection, delays in re-letting housing and lower tenant satisfaction. • First council set to adopt permanent four-day week Well-meaning proposals for a better work-life balance, or attempts to solve unemployment by cutting overtime, have usually foundered. France limited employment to 35 hours a week; it turned out to be a disastrous flop. Jobs could not be finished, overtime was not allowed and everyone complained. The law was watered down. But while flexible working time and especially provision for part-time jobs to bring more people into the workforce are sensible, the argument that a shorter working week will lead to greater productivity seems perverse. It is also hardly the example needed at a time when Britain is desperately attempting to raise its poor and uncompetitive productivity level. A few jobs can be accomplished in short bursts of intense activity; most cannot. If the South Cambridgeshire model is used as a template across the country, workers in other sectors where a four-day week is impossible will demand compensation. Any rise in job satisfaction is welcome and economically helpful, as is job retention. But Germany, where Friday is now virtually written off as a working day, has seen a major slide in productivity. No local authority in Britain and certainly not the entire nation can afford that now.
Al Bawaba
04-07-2025
- Business
- Al Bawaba
Dubai South Receives Great Place to Work® Certification, Reflecting Its Outstanding Workplace Culture
Dubai South, the largest single-urban master development focusing on aviation, logistics and real estate has officially been certified as a Great Place to Work®, a globally recognized accolade that underscores the organization's commitment to fostering a positive, inclusive, and empowering work environment. The certification is a testament to Dubai South's continuous efforts to build a workplace culture that values employee well-being, growth, and collaboration. As one of the leading urban and economic hubs in Dubai, Dubai South has consistently prioritised creating a supportive and engaging atmosphere where employees thrive both professionally and personally. His Excellency Khalifa Al Zaffin, Executive Chairman of Dubai Aviation City Corporation and Dubai South, said: "We are proud to receive the Great Place to Work® certification, which reflects our dedication to nurturing a workplace where our people feel valued, motivated, and empowered. At Dubai South, we believe that a strong, people-centric culture is the foundation of our success and the driving force behind our continued growth. This achievement is also in line with our government's vision of fostering positive work environments and promoting a high quality of work-life balance for all employees across the UAE." In her comments, Hafsa AlGargawi, Chief People Management Officer at Dubai South, added: 'This certification reflects the incredible team we have built at Dubai South. It confirms our ongoing commitment to nurturing an environment where every employee feels valued, supported, and inspired to grow. We will continue to invest in our people, their well-being, and their development, as they are the true drivers of our success.' The certification highlights Dubai South's ongoing efforts to ensure that its employees remain at the heart of its vision as it contributes to Dubai's broader economic and development goals. Dubai South is Dubai's largest single urban master development focusing on an aviation and logistics ecosystem that houses the world's largest airport when fully operational, complemented by a multi-modal transport infrastructure connecting air, land and sea. Dubai South aims to create a vibrant living and working community by leveraging its unique aviation, logistics, and real-estate products and services and world-class infrastructure solutions.
