4-Day Work Weeks & Remote Work

4‑Day Work Weeks & Remote Work: Why They Work, How to Make Them Happen, and Why They Matter

Work is not what it used to be in a post-COVID world, and rapid changes require innovation. What’s proven effective, and desirable, are the shortened workweek (often a 4‑day week) and remote (or hybrid) work arrangements. Organizations are increasingly exploring these models to enhance employee well-being and to address talent attraction and retention. The relentless pursuit of profit (over people and planet) often prioritizes shareholder value over worker well-being, leading to “quiet-quitting,” overwork, burnout, and inadequate access to healthcare or social supports.

For many, survival in a capitalist system means working multiple jobs without benefits, sacrificing health and rest just to make ends meet. These pressing concerns require a fundamental culture shift in how we view work and productivity. This article examines the research on how effective these models are, offers practical guidance on how to implement them, and explains why they matter for health, wellness and retention.

Effectiveness: What the Evidence Shows for 4‑Day Work Weeks

Moving to a 4‑day workweek has strong benefits — for employees and employers — if implemented thoughtfully. A large‑scale trial involving 61 UK companies (around 2,900 employees) found a shortened workweek, with no loss of pay, led to improved well-being while maintaining productivity. Specifically, stress and burnout decreased, there were fewer sick days, and turnover dropped (Scientific American, 2023). Other data show that employees overwhelmingly believe a 4‑day week would improve productivity. In a survey of office workers, about eight in ten said a four‑day week would make them more productive, and many would even take a pay cut to move to it (Crist, 2023; Phys.org. 2023).

However, it’s not a guaranteed win. Some research (Gallup, 2021) suggests while those working four days had lower “active disengagement,” they did not necessarily have significantly higher overall well-being than those working five days. Tailoring the 4-day work week is essential – to your organizational needs, size and industry. In one study by ResumeBuilder (2023, June), of 976 business leaders,

• 8 in 10 say the 4-day work week policy has helped the company compete for top talent
• 4 in 10 companies plan to implement a 4-day work week (in 2023 and beyond)
• Where work hours decrease, 1 in 10 employees will see salary reductions
• 81% of business leaders say not all employees will be eligible for a 4-day work week

Non-Profit, 4-Day Work Week

The Ontario Nonprofit Network (2023), in their report, State of the Sector: At a Tipping Point, found about 8 % of Ontario‑based nonprofits reported that they had implemented a 4‑day work week so far. In fact, Imagine Canada launched its own pilot in January 2023 and reported positive outcomes: a 66 % increase in mental/physical/emotional health, a 40 % reduction in sick days, and retention of staff with no one leaving during the pilot period. Another report (“4‑Day Work Week: Our Experience So Far” by Imagine Canada) gives more detail, productivity remained consistent (with slight increases in some areas, slight declines in others), sick days down 40%, work–life‐balance satisfaction up 105%, and staff retention maintained. More broadly, a report by The Conference Board of Canada shows that in Canadian firms (across sectors) participating in 4‑day week trials,

• 96% of employees reported happier/healthier workplaces, with organizations reporting revenue increases, reduced absenteeism (Conference Board)
• 66 % increase in mental/physical/emotional health (Imagine Canada)
• 40 % reduction in sick days (Imagine Canada)
• work–life‐balance satisfaction up 105% (Imagine Canada)

Effectiveness: Remote Work or Hybrid Models

Remote work (or hybrid models) has become an expectation for many employees, especially post-COVID. One article notes that 48 % of employees consider remote work one of the most valuable benefits (Morgan Mckinley, 2023). With the growing gig economy and desire for work-life balance – having the options of work from home, in full or in part, is a growing desire for more workers.

Research from post COVID‑19 indicates the productivity of many remote workers remained stable or even improved, provided key supports are in place (good technology, clear communication, social contact, and work‑life boundaries) (Russo, D., Hanel, P. H. P., Altnickel, S., & van Berkel, N. 2021). The desire for more remote work, might compete, culturally, with the established status quo. Workplace culture should not overlook the value and needs of their workers where retention and recruitment produce the most tangible, positive outcomes.

Why 4‑Day Weeks Work

1. More time to rest and recharge – employees get an extra day off (or more) which helps reduce fatigue, burnout, and improves work‑life balance (Maslach & Leiter, 2016). One study found 39 % felt less stressed and 71 % reported reduced burnout after the switch (UKRI, 2023).
2. Focus on outcomes vs hours – with fewer days, organizations are pushed to eliminate non‑value‑adding tasks (long meetings, redundant activities) and focus more on effective work (Modern Work Hacks, 2023).
3. Retention and attraction- this approach is helping organizations stand out in tight labour markets (Autonomy Institute, 2023).
4. Wellness benefits – improved mental and physical health, improved sleep, better balance of life outside work (Scientific American, 2023).

Why Remote Works

1. Flexibility and autonomy – employees can work from wherever and often at times that suit them best, reducing commutes and enabling better life‑balance (Morgan Mckinley, 2023).
2. Access to broader talent pool- employers can recruit beyond geographic limits, which helps retention of high‑value talent who might prefer remote work.
3. Potential productivity gains- many remote employees report having more focused work time, fewer workplace distractions, and reduced overhead costs (Russo et al., 2021).

What to Watch

1. Implementation matters – both models require intentional design. Compressing five days into four without adjusting workload and expectations may increase employee stress and reduce effectiveness. Strategic planning and workflow redesign are essential (University of Waterloo, n.d.).
2. Hybrid/remote pitfalls – working remotely may lead to isolation, weaker social connections, blurred boundaries between work and home, and even career stagnation if remote workers feel overlooked for advancement opportunities.
3. Suitability varies by role and industry – not all job functions can easily transition to these models. Roles requiring physical presence or continuous operations may face more challenges adopting a 4-day week or remote setup.
4. Measure and adapt – without clearly defined performance metrics, organizations may struggle to gauge whether productivity or service levels are being maintained. In fact, some companies have reversed four-day workweek trials due to concerns over output, even when employee well-being improved (The Australian, 2025).

Contact Nava Strategy if you want to build

a road map to a 4-day work week.

How to Reproduce It: Practical Steps

Autonomy Institute (2023) emphasizes that organizations resist the idea the four-day week must be ‘one- size-fits-all’, each should design a policy tailored to its particular industry, organizational challenges, departmental structures and work culture. There are variations in the four-day weeks from classic ‘Friday off’ models, to ‘staggered’, ‘decentralised’, ‘annualized’, and ‘conditional’ structures. Here are the steps to design and implement a model effectively below. If you require support from Nava Strategy, reach out today.

For a 4‑Day Workweek

1. Define the model: Decide whether to reduce total hours (e.g., 32–34 hrs instead of ~40) or compress the same hours into four days (which may risk overload).
2. Pilot and measure: Start with a trial period (e.g., 3‑6 months) with defined metrics for productivity, well‑being, retention, absenteeism, service levels. The UK trial used such an approach.
3. Redesign workflow: Eliminate unnecessary tasks, shorten meetings, clarify priorities and outcomes. Encourage high concentration days and train staff in time‑management.
4. Align stakeholders: Secure leadership buy‑in and communicate clearly to all staff about expectations, measurement, and how success will be defined.
5. Adjust roles and operations: For continuous operations or customer service roles, stagger staff days off, rotate days off, or use shift‑based support to maintain coverage.
6. Monitor and iterate: Use data on productivity, employee feedback, retention, absenteeism, customer satisfaction. Be prepared to adjust (e.g., revert for certain teams, tweak hours, change schedule).
7. Link to wellness and retention metrics: Evaluate how the shorter week impacts wellness indicators (stress, burnout, sleep) and retention rates. The fewer exits an organization experience, the stronger the business case.

For Remote / Hybrid Work

1. Define policy: Offer remote‑first or hybrid models, with clear guidance on expectations (availability, communication, collaboration, core hours).
2. Equip employees: Provide tools for collaboration (video calls, project management), ensure good home‑office setup, and train managers in remote‑leadership practices.
3. Maintain culture and connection: Build virtual social interactions, encourage informal check‑ins, and ensure remote staff are included in decision‑making and visible for advancement.
4. Monitor productivity and well‑being: Collect data on output, quality of work, engagement, well-being metrics (stress, isolation). Some research shows social contacts and stress are key predictors of well‑being in remote work.
5. Balance flexibility and boundaries: Encourage employees to set boundaries (e.g., “home‑office off” periods) so that remote work does not blur into constant availability and burnout.
6. Combine with 4‑day week if feasible: Some organizations are combining remote work with a 4‑day week to maximize flexibility and wellness. This intersection can be powerful for attraction and retention.

Why It Matters: Wellness & Retention

Wellness

Employee wellness is more than a feel‑good benefit – it impacts health, performance, absenteeism, morale and turnover. Shorter weeks and flexible remote arrangements supports wellness. This is done by reducing stress, burnout and fatigue. For example, in the UK trial 39 % of employees reported less stress and 71 % reported reduced burnout under a 4‑day week. Most organization research supports improving work‑life balance, which is extra time for personal life, family, health and rest. This means employees renew rather than deplete their energy. Wellness is enhancing physical health, with less commute, more time for exercise, better sleep and fewer health complaints. When employees are healthier and more engaged, they are less likely to leave, less likely to be absent, and more likely to perform well.

Retention

In a tight labour market, retention is a priority. Why do these models help retention? They enhance employee value proposition because when talent has choice, they will gravitate toward employers offering flexibility, fewer days of work, remote options. Surveys show high willingness among workers to change jobs for a 4‑day week or remote flexibility. They reduce turnover – in the UK trial found a 57 % drop in staff leaving participating companies. As well, being seen as a progressive, employee‑oriented organization helps attract top talent and distinguishes you in competitive fields. This in turn, signals trust – giving employees flexibility signals you trust them, which in turn fosters loyalty and engagement. Recruitment and retention are costly, being proactive in retention can mitigate the risks.

Tangible Benefits: Cultural Shifts

Capitalism, in its modern, globalized form, is increasingly criticized for fuelling poverty, ill health, and exhaustion. While it can drive innovation and growth, it also concentrates wealth and power in the hands of a few, leaving many workers in precarious, low-wage jobs with little security. The relentless pursuit of profit (over people and planet) often prioritizes shareholder value over worker well-being, leading to “quiet-quitting,” overwork, burnout, and inadequate access to healthcare or social supports. For many, survival in a capitalist system means working multiple jobs without benefits, sacrificing health and rest just to make ends meet. Instead of lifting all boats, unchecked capitalism deepens inequality, keeping the most vulnerable trapped in cycles of poverty and chronic stress.

The combination of a 4-day workweek and remote/hybrid work is a powerful strategy to boost health and wellness, retain talent, and maintain or improve productivity, while honouring the growing and valid grievances with overwork. When implemented well—with redesigned workflows, clear expectations, and ongoing monitoring—these approaches offer flexibility, autonomy, and access to wider talent pools.

Although not simple to execute, the benefits include healthier employees, greater workforce stability, stronger performance, and a more attractive employer brand, making this shift essential for organizations to thrive in today’s evolving work landscape.

References

4 Day Week Global. (2023). Research reports. https://www.4dayweek.com/research

Autonomy Institute. (2023, February). The results are in: The UK’s four‑day week pilot [Report]. https://autonomy.work/portfolio/uk4dwpilotresults/

Crist, C. (2023, August 10). A majority of office workers say 4‑day workweek would improve productivity. HR Dive. https://www.hrdive.com/news/4-day-workweek-improve-productivity/690522/

Imagine Canada. (2023, July 19). How the four-day workweek is changing non-profits in Canada. https://imaginecanada.ca/en/360/how-the-four-day-workweek-is-changing-non-profits-in-canada

Imagine Canada. (2023, December 13). 4-day work week: Our experience so far. https://imaginecanada.ca/en/360/4-day-work-week-our-experience-so-far

Gallup. (2021). Is a 4-day workweek a good idea? https://www.gallup.com/workplace/354596/4-day-work-week-good-idea.aspx

HCAMag.com. (2023, March 14). Nearly all Canadian workers happier with 4-day workweek: Report. https://www.hcamag.com/ca/specialization/employee-engagement/nearly-all-canadian-workers-happier-with-4-day-workweek-report/465980

Maslach, C., & Leiter, M. P. (2016). Understanding the burnout experience: recent research and its implications for psychiatry. World psychiatry : official journal of the World Psychiatric Association (WPA), 15(2), 103–111. https://doi.org/10.1002/wps.20311

Modern Work Hacks. (2023). Why the four-day workweek actually boosts productivity. https://modernworkhacks.com/why-the-four-day-workweek-actually-boosts-productivity/

Morgan McKinley. (2023). Remote work and four-day weeks: A new era of work-life balance. https://www.morganmckinley.com/article/remote-work-four-day-weeks-new-era-work-life-balance

Ontario Nonprofit Network. (2023). State of the sector policy report 2023 (Policy Report). https://theonn.ca/wp-content/uploads/2023/10/2023-State-of-the-Sector-Policy-report.pdf

Phys.org. (2023, February 21). Major results: Working a four-day week boosts employee well-being. https://phys.org/news/2023-02-four-day-week-boosts-employee-well-being.pdf

Scientific American. (2023, March 7). A four-day workweek reduces stress without hurting productivity. https://www.scientificamerican.com/article/a-four-day-workweek-reduces-stress-without-hurting-productivity/

ResumeBuilder.com. (2023, June 12). 3 in 10 companies will have a 4‑day work week by E‑O‑Y. https://www.resumebuilder.com/3-in-10-companies-will-have-a-4-day-work-week-by-eoy/

Russo, D., Hanel, P. H. P., Altnickel, S., & van Berkel, N. (2021). Predictors of well‑being and productivity among software professionals during the COVID‑19 pandemic: A longitudinal study (arXiv preprint arXiv:2007.12580). https://arxiv.org/pdf/2007.12580

The University of Waterloo. (n.d.). The power of four: Toppling the conventional 5-day workweek. Centre for Performance Management and Sustainability. https://uwaterloo.ca/ctr-sustainability-performance-management/sites/default/files/uploads/documents/the-power-of-four-toppling-the-conventional-5-day-workweek.pdf

UK Research and Innovation (UKRI). (2023, July 18). A four-day working week improves mental and physical health. https://www.ukri.org/who-we-are/how-we-are-doing/research-outcomes-and-impact/esrc/a-four-day-working-week-improves-mental-and-physical-health/