How to Implement a Successful, Compliant Four-Day Workweek

The concept of a four-day workweek has evolved from a once-radical idea to a viable strategy for enhancing employee well-being, attracting top talent, and even boosting productivity. For businesses considering this shift, however, it’s not as simple as merely cutting a day. Successful implementation requires careful planning, robust controls, and a clear understanding of legal compliance to ensure the transition benefits both the company and its employees.

Start strategically and small

Before diving into logistics, businesses must define their “why.” Are you looking to reduce employee burnout, improve recruitment, reduce operational costs, or enhance overall employee engagement? Your objectives will shape your entire approach, so a comprehensive strategic plan is essential. We recommend starting with a pilot program in a single department or a small, dedicated team. This allows you to test the new schedule, identify unforeseen challenges, and gather feedback.

Transparency is vital from the outset. You must clearly communicate the new schedule and its objectives to all employees. A strong communication plan must address potential concerns and foster an environment where questions are welcomed. The fundamental principle of a four-day workweek is not about working less but about working smarter. Encourage teams to analyze current workflows, eliminate time-wasting activities, and streamline processes. This might involve adopting new technologies, prioritizing tasks more rigorously, and fostering a culture of deep, focused work.

Consider productivity and culture 

The primary concern for most businesses is maintaining or increasing productivity. A four-day workweek necessitates a fundamental shift in management philosophy, focusing on outcomes over hours. This approach requires setting precise goals and key performance indicators (KPIs) for each role and team. Instead of managing based on presence, leaders should focus on measurable results. This also requires a move away from micromanagement and toward a culture of trust.

Regular, even weekly, one-on-one check-ins should be used to provide real-time feedback and address issues before they become problems. Investing in technology is a key enabler. 

Project management software and collaboration platforms help streamline tasks and ensure projects stay on track. Performance management software can be used to set goals, track progress against KPIs, and create a transparent system that makes it easy for both managers and employees to see if objectives are being met.

Optimizing your meeting culture is also crucial. Meetings are often productivity killers, so consider setting aside specific days or time blocks as “meeting-free” to allow employees to focus on particular tasks during those time periods. Meetings should have tight, clear agendas to prevent time-wasting. 

To ensure continuous service, particularly in customer-facing roles, a robust continuity plan is essential. Implement cross-training programs and create clear coverage plans for the “off” day to ensure critical tasks are always handled.

Factor in compliance and risk considerations 

Compliance with wage and hour laws is essential when implementing a four-day workweek.

In the U.S., the Fair Labor Standards Act (FLSA) governs minimum wage and overtime. Key points to understand:

Employee classification matters:

• Exempt employees (usually salaried) are not subject to overtime rules, so a four-day workweek is generally straightforward for them.
• Non-exempt employees must be paid 1.5 times their regular rate for any hours worked over 40 in a workweek.

Scheduling considerations:

• A 4×10 schedule (four 10-hour days) fits exactly into a 40-hour workweek.
• If a non-exempt employee works more than 10 hours in a day or works on their “off” day, those hours must be tracked and paid as overtime if the total exceeds 40 hours for the week.

State laws may differ:

• Some states, such as California, have daily overtime laws requiring overtime for any hours worked over eight in a single day.
• Under those rules, a 4×10 schedule would trigger two hours of overtime per day, greatly increasing labor costs.

Bottom line

Employers must review and comply with both federal and state wage and hour laws before adopting a four-day workweek.

Meticulous recordkeeping of all hours worked is paramount for all non-exempt employees. Time tracking systems must accurately capture all work performed. Clearly communicate the work schedule in writing. 

By approaching the four-day work week with strategic planning, a focus on performance management, and rigorous attention to compliance, businesses can successfully navigate this modern shift and build a more engaged, productive, and future-ready workforce.