How a 4-Day Workweek Really Affects Workers—New Research Insights

The idea of a 4-day workweek has been buzzing lately, promising more balance, less burnout, and even better productivity. A new study published in the European Journal of Work and Organizational Psychology takes a closer look at these assumptions, focusing on a construction company that recently switched to a 4-day compressed schedule. With employees now working nearly 10-hour days across just four days, the study examined how the shift affected time pressure, fatigue, perceived productivity, and, of course, work-life balance. The results reveal some interesting takeaways, especially around the impact of employee expectations.

Here’s What Changed (and What Didn’t)

1. Less Time Pressure: First off, employees felt less time pressure on the 4-day workweek. Having longer days allowed them to tackle tasks more thoroughly without the constant “time crunch.” Blue-collar employees, in particular, benefited since they could finish setups and tasks in a single stretch without having to start from scratch each day.
2. Lower Fatigue Levels: Against some expectations, the compressed schedule actually reduced fatigue, rather than increasing it. Although longer days typically raise concerns around burnout, the extra day off each week gave employees more recovery time, which seemed to offset the longer hours. However, older employees saw the most fatigue reduction, possibly benefiting more from the extended rest.
3. Stable Productivity: Contrary to some hype, perceived productivity didn’t dramatically improve (or decline). Employees generally felt they could meet job demands, though the longer hours didn’t necessarily translate into more completed work. For many, productivity appeared to be less affected by the structure of the workweek than by individual and job-specific factors.
4. Improved Work-Life Balance: The biggest win was work-life balance. With an extra day off, employees found it easier to manage personal responsibilities, with some even repurposing this time for family, hobbies, or rest. This shift is particularly valuable in industries where work-life boundaries can be blurry or challenging to maintain.

Why Employee Expectations Matter So Much

One unique finding of the study: employee expectations about the 4-day workweek strongly influenced how successful the change felt. Employees who were optimistic going into the new schedule saw the greatest reductions in fatigue and time pressure, along with a better work-life balance. Those with lower expectations, on the other hand, felt less benefit and even reported lower work-life balance over time. This “expectancy effect” highlights that for changes to work well, positive anticipation plays a big role in shaping actual outcomes.

Key Takeaways for Employers and Teams

This study underlines that while a compressed workweek has real potential to improve work-life balance, individual factors—like age, job type, and personal expectations—are crucial to the outcome. Employers considering this shift might find it valuable to manage employee expectations actively, encouraging feedback and involvement in the transition to a 4-day workweek. Setting a clear, supportive framework for employees to prepare for and adjust to the new schedule could make a big difference in achieving those desired gains in balance and reduced stress.

So, while the 4-day workweek won’t be a one-size-fits-all solution, with careful planning and some optimism, it could be the next step toward a more balanced workplace.

Keywords: compressed workweek, 4-day workweek, work-life balance, productivity, employee well-being