The 4 Day Workweek is no longer a Dream. It is Already Happening in the UK
- tanyakabote
- Jul 7
- 3 min read
What if we told you 17 UK organisations have already reduced working hours without cutting pay, and it worked?
✅ Burnout dropped by 62%
✅ Mental health improved for over 40% of employees
✅ Productivity remained strong and even improved in some cases
This isn’t speculation. It is real, measurable change backed by trial data.
This breakdown highlights what actually happened, who was involved, and why it matters for the future of work.
See how 17 UK companies made the 4-day week a success, and what organisations can actually learn from them.
Four Day Workweek Becomes Reality for 17 UK Organisations
The movement from trend to transformation
Seventeen UK organisations have completed a six-month trial of the four-day workweek, led by the 4 Day Week Campaign and supported by Boston College researchers. During the trial, nearly 1,000 employees worked 80 percent of their usual hours while receiving 100 percent of their pay.
After the trial ended, all 17 companies chose to continue. Twelve made the four-day week permanent, while five shifted to a nine-day fortnight. The organisations involved included the British Society for Immunology, Bron Afon Community Housing, the Scottish Sports Association and the National Union of Students. They ranged from small teams of five to businesses with over 400 employees.
As reported by The Times in July 2025, employers noted clear benefits for both staff wellbeing and business performance.
Why It Matters for Staff Wellbeing
This is not just about gaining extra hours off. The effects on wellbeing were tangible:
"62% of employees reported less burnout, 45% felt more satisfied with life, and 41% experienced better mental health" (The Times and The Guardian, 2025)
Working fewer hours for the same pay created more than a morale boost. It was a structural change that improved how people experienced work and life.
The Psychological Strain of a Five-Day Week
A two-day weekend sounds fair in theory, but in practice, it often amounts to a single day of rest. By the time life admin, chores and family commitments are handled, Sunday becomes less of a recharge and more of a countdown. Many experience anxiety before the new week even begins.
This limited recovery time builds up. A shorter week gives people more room to breathe, rest and reset, not just survive the weekend.
Results from the Trial
Bron Afon Community Housing, one of the largest organisations in the trial, saw no drop in customer satisfaction or output. It has now committed to a permanent four-day structure.
The British Society for Immunology, the Scottish Sports Association and the National Union of Students also retained reduced working patterns after reporting improved morale and efficiency.
According to The Guardian, more than 230 UK companies employing over 6,000 people have now introduced some version of reduced working hours.
South Cambridgeshire District Council also made headlines for being one of the first UK councils to adopt a four-day model permanently.
Why This Matters
1. It centres wellbeing Shorter weeks signal trust and show that time off is as important as time in.
2. It shifts the productivity mindset Focusing on output rather than hours changes how teams work and cuts unnecessary tasks.
3. It reduces burnout and improves retention People are more likely to stay and perform well when they are not running on empty.
What Employers Can Do Now
To make the four-day workweek a realistic option, here are practical steps any employer can consider:
Test it with one team first Start small. Trialling the change with one department allows you to see what works and what needs adjusting without affecting the whole business.
Audit internal systems Look at your current workflows. Remove unnecessary meetings, simplify approval processes and identify where time is being lost.
Shift focus from hours to outcomes Encourage a results-based culture. Value what gets done over how long someone is sitting at a desk.
Communicate openly with staff Involve your employees. Ask for feedback throughout the trial so adjustments can be made based on real experiences.
Be flexible with your model The four-day week does not have to look the same for everyone. Some teams may benefit from staggered schedules or nine-day fortnights instead.
The UK trial shows that reduced working hours can be good for business and even better for people. Employees are not asking to work less because they are lazy. They are asking to work smarter, in ways that support sustainable health, focus and commitment.
Still, this model may not suit every organisation. Businesses with continuous operations or tight deadlines may need alternative solutions like shift redesign or job shares. The key is to explore what is possible rather than assume nothing can change.
A four-day week is not about doing less. It is about doing better, for people and for business.
