5 Things Employees Are Willing to Sacrifice for a Four-Day Workweek

Last year, more than 50 million employees quit their jobs—many in search of better work-life balance in the midst of the pandemic and a shift in priorities about how work fits into their lives. During that time, poor mental health in the workplace was skyrocketing, and 70% of the C-suite considered quitting to search for a job that better supported their well-being. 

A more recent survey from Slack found that burnout is on the rise globally, most significantly in the U.S., where 43% of middle managers reported burnout—more than any other group of workers. 

Enter: The Four-Day Workweek

Today, we know that burnout and other work-induced health problems can substantially negatively affect productivity, retention, and other key business outcomes, so many organizations are now prioritizing mental health in the workplace and cultivating wellness cultures.   

That’s likely why the concept of the four-day workweek has been gaining traction over the past few years—to respond to the employee demand for better work-life balance while prioritizing actions that empower and support a happy, productive, and efficient workforce. 

And, while many business leaders and economists remain skeptical, a massive number of employees (87%) are interested in exploring a four-day workweek—so much so that there are a few things they’d be willing to make concessions on in order to get that extra day of rest. 

Longer Workdays

According to a recent study, 54% of workers said they’re willing to work longer hours on the days they do work to get an extra day off. While it may sound counterintuitive, proponents of this model argue that having an extended, continuous period of time off (rather than time off broken down over several days after work) is more conducive to meaningful and recuperative rest. 

Fewer Benefits

Some employees (16%) are willing to forgo certain benefits like extra vacation days, bonuses, or even healthcare perks for a four-day workweek. The idea: the additional free time compensates for these lost benefits, providing a different form of “well-being” that isn’t necessarily financial.

Less Work-from-Home Flexibility 

During the pandemic, many employees got comfortable working from their home offices. According to a recent Forbes report, 98% of workers want to work remotely at least some of the time, and 57% of workers would look for a new job if their current company didn’t allow remote work. Interestingly, a good number of employees (27%) would concede on that priority if given a three-day weekend every week. 

Stalled Career Advancement 

Thirty-seven percent of employees would be willing to divert their career paths or change industries just to get access to the four-day workweek, even if that meant working in a job they’re less passionate about or taking a lateral or back-step in their career trajectory.  

Reduced Salary

Perhaps the most interesting statistic about how much modern employees prioritize well-being over work is that some employees are willing to take a pay cut for a four-day workweek. The rationale: the extra day allows for more personal time, which can lead to a higher quality of life, ultimately offsetting the financial loss.