The concept of a four-day work week has shifted from a radical idea to a legitimate business strategy being adopted by forward-thinking companies across various industries. But does it actually work? We spoke with Gareth Hoyle, Managing Director of a digital agency that made the permanent switch to a four-day week in 2022, to understand both the benefits and challenges of this working model.

Gareth Hoyle from Marketing signals has been a long term customer of Rewardable for both staff and client rewards, they shifted to a 4 day model three years ago proving that it actually works as a long term strategy. 

The Case for Four Days

In May 2022, Hoyle's remote-first digital agency transitioned all full-time employees to a 32-hour, four-day work week with no reduction in pay. Already offering flexible working hours and remote work arrangements, the move to a four-day week was a natural progression in their commitment to work-life balance. What began as a three-month trial quickly became a permanent fixture after demonstrating tangible benefits for both employees and the business.

"We'd been researching this for some time, but the cost of living crisis was really the catalyst," Hoyle explains. "A team member approached us about reducing hours due to childcare costs, and we realized this was an opportunity to do something that would benefit everyone while actually improving our business performance."

The advantages they've experienced include:

• Enhanced Productivity and Efficiency: Contrary to fears about reduced output, the company has seen productivity increase. "Our team is less stressed and more refreshed when they're working," says Hoyle. "We've always measured output rather than hours, so this was really about formalizing what we already knew – that quality matters more than quantity."

• Improved Employee Wellbeing: The extra day off has had measurable impacts on staff mental and physical health. Team members report feeling more balanced and energized, with more time for personal pursuits, family, and rest.

• Stronger Recruitment and Retention: The four-day week has become a significant competitive advantage in attracting talent. "People specifically mention the four-day week as a reason they're applying to work here," Hoyle notes. "In the digital space, where competition for talent is fierce, this has been a game-changer for us."

• Cost of Living Support: With one less day of commuting, childcare, and other work-related expenses, employees have seen a meaningful reduction in their weekly costs, effectively providing a financial benefit beyond their unchanged salary.

The Challenges and Considerations

However, Hoyle is candid about the fact that a four-day week isn't a simple plug-and-play solution. Several significant challenges emerged during implementation:

Operational Complexity: To maintain five-day coverage for clients, the company split staff into two groups working alternating schedules. "One team works Monday to Thursday, the other Tuesday to Friday, and they rotate," Hoyle explains. "This ensures clients always have support, but it requires careful planning and coordination."

Increased Planning Requirements: Success depends heavily on proactive planning.

"Everyone needs to plan ahead more deliberately," says Hoyle. "If you need something from a colleague, you have to know their schedule and request it in advance. It requires more discipline across the board."

Not Universal Application: Hoyle acknowledges that this model won't work for every business. "You need to be able to clearly measure and manage output. For businesses where physical presence is essential or where you can't easily quantify results, this becomes much more difficult to implement."

Client Communication: While the split-team approach meant clients didn't notice the change, there was initial anxiety about how customers would react. "We were transparent about it, but honestly, because we maintained the same level of output and availability, it was a non-issue," Hoyle reflects.

Recruitment Volume Management: An unexpected challenge has been the increased volume of job applications. "We get significantly more CVs now, which is great, but it requires more HR time to filter through to find candidates who meet our standards," Hoyle admits.

What About Industries Where This Won't Work?

When pressed about sectors where a four-day week might be impossible, Hoyle is thoughtful.

"Certainly, customer-facing roles like retail or hospitality face different challenges. But I think there are creative solutions – staggered schedules, for instance, or part-time staff filling gaps. The key is being willing to rethink traditional models."

He points to three main barriers that stop businesses from even trying: fear of change, lack of trust in staff, and worry about client perception. "If you've hired someone to do a job and set reasonable expectations, why not trust them to work more efficiently? The old 'we've always done it this way' mentality is what holds most businesses back," he says.

The Verdict After Three Years

So has it been worth it? According to Hoyle, absolutely.

"Our staff retention rates have increased significantly. We're completing client work to the same or higher standards than before. And when we posted about this on LinkedIn, it got over 38 million impressions – the response was overwhelmingly positive."

The company's experience suggests that with proper planning, clear output metrics, and a willingness to adapt, a four-day work week can be both sustainable and beneficial. "Everyone on our team is happier and more grateful for this way of working," Hoyle concludes. "It's fundamentally changed how we think about work-life balance, and I believe more companies will follow suit as they see the evidence that this actually works."

Key Takeaways for Businesses Considering the Switch

Based on Hoyle's experience, companies exploring a four-day week should consider:

• Start with a trial period to test feasibility and work out operational details

• Ensure you have clear metrics for measuring output and productivity

• Communicate transparently with clients and stakeholders

• Be prepared for increased planning and coordination requirements

• Consider split-team approaches if continuous coverage is needed

• Focus on trust and empowerment rather than micromanagement

• Be ready to adapt your specific implementation to your business needs

The four-day work week may not be a universal solution, but for businesses willing to embrace change and trust their teams, the evidence suggests it can deliver meaningful benefits for everyone involved.