What requirements are necessary to implement a 4-day week in Germany? What are the advantages and disadvantages for employees and employers? In this blog post, we would like to explore these questions in detail.
Table of contents - What you can expect:
Forms of the 4-day week
Mastering challenges
Advantages of the 4-day week
The world of work is facing major challenges, particularly with regard to shortages of skilled labour and employee stress. In order to counteract these problems, the discussion about shorter working hours has gained momentum. In particular, the 4-day week has received increased attention in recent years and has been positively evaluated in various pilot projects.
Will the traditional 5-day week soon be a thing of the past? This is the question that the Hans Böckler Foundation and asked more than 2,500 employees for their opinion. The Results of this survey wave show that 80 per cent of full-time employees would like a 4-day week.
However, the majority of employees (just under 73 per cent) would still like to receive the same salary. However, only eight per cent of those surveyed would accept a lower wage. Around 17 per cent stated that they were satisfied with their current working time model of a 5-day week. And 2 per cent of the full-time employees surveyed reported that they were already working a 4-day week.
According to the survey, there are many reasons for wanting a 4-day week. The main reason is the desire for more free time - i.e. a better work-life balance. This reason was cited by almost all respondents. The opportunity to have more time for the family or to pursue hobbies and voluntary work are also important motivations for a shorter working week.
In addition, the respondents expect a reduced workload from a 4-day week. Pilot projects have already shown that adapting work processes can increase both individual well-being and operational productivity. This in turn has a positive effect on employees' motivation to work. A better work-life balance can also help to ensure that employees stay with the company for longer and that the Fluctuation is reduced.
There are two main models for the 4-day week. In the first model, the full workload is spread over four days, which means longer working days. In the second model, the working time is reduced to four days with the same daily duration, whereby the salary is usually adjusted.
Despite many positive arguments, the introduction of a 4-day week also harbours numerous challenges:
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📉 Economic impact
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Critics warn of a possible decline in productivity and financial burdens for companies. Fewer working hours could mean fewer job vacancies.
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🏢 Position of the employers' association BDA
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The association rejects a 4-day week with full pay compensation, but is in favour of flexible, company-specific solutions.
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🔄 Adaptation of the work processes
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Companies would have to adapt their structures and processes, which could require investment in technology and automation.
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| ⚖️ Sector dependency | In certain industries, such as the service sector or healthcare, it is difficult to implement a 4-day week. |
Ultimately, the decision on working time models lies with the companies and employees, as long as the Statutory break regulation and other labour law provisions are complied with.
However, when introducing a 4-day week, employers must also consider various challenges, such as the need for an effective Attendance planning and ensuring adequate coverage during working hours.
It is important that a careful assessment of operational requirements and appropriate planning is undertaken to ensure that a 4-day week is beneficial to both the organisation and employees.
The topic Time recording plays a constant role here, as it does in a 5-day week. However, with a flexible time recording system such as ZEP, you can customise working and break times to suit your working pattern - and still remain on the safe side legally.
Internationally, the 4-day week is the trend, but in Germany the question arises as to the necessity of a further reduction in working hours. At 25.9 working hours per week, including part-time work, Germans already work significantly less than the EU average of 30.1 hours. Full-time employees work 40.5 hours per week, which differentiates the discussion about the 4-day week.
In a successful pilot project in the UK, 61 companies reduced their working week from 5 to 4 days without adjusting salaries. 92 per cent of employers were satisfied enough to keep the shorter working week and 30 per cent made the change permanent. Employees reported fewer Burnout and improved physical health.
Iceland introduced a 4-day working week with 35-36 hours in pilot projects from 2015 to 2019, after the previous 44-45 hour weeks led to widespread stress and burnout. The results were impressive: productivity and service quality remained stable or improved, while employees' mental and physical health increased significantly.
Philipp Frey, work researcher at KIT, emphasises that the 4-day week leads to more motivated employees, an improved work-life balance and easier employee recruitment. Even small improvements such as fewer sleep problems and less stress are recognisable. It also shows that longer working hours reduce productivity and increase the risk of accidents in some sectors.
A 4-day week offers a range of Advantages for both employees and employers. One of the most important benefits is probably an improved work-life balance. With a shorter working week, employees have more free time to spend on personal matters, relaxation, family time or hobbies. This can lead to greater satisfaction and an overall happier working environment.
It is also argued that shorter working weeks can increase productivity. When employees have less time to complete their tasks, they are often more motivated, focussed and efficient. Another positive effect of a shorter working week (and therefore longer recovery time) is the potential reduction in sickness absence. Through a better Work-life balance and a reduced workload, employees can reduce stress and recover better both physically and mentally.
For employers, a 4-day week - although it may seem unlikely at first - also offers benefits that can contribute to a positive working environment and efficient organisational performance. Employee motivation and morale can be boosted by employers offering the option of a shorter working week.
This option also makes companies more attractive to new applicants. Because: Flexible working time models and a good work-life balance are becoming increasingly important to employees. A shorter working week can help to position the company as an attractive employer and help to attract talented specialists and - most importantly - keep them in the company!
Despite predominantly positive study results, there is criticism of the 4-day week, particularly with regard to the overall economic consequences.
Philipp Frey, on the other hand, argues that the Shortage of skilled labour is mainly due to poor working conditions and that the 4-day week can create better working conditions.
The 4-day week offers a number of benefits that could be significant for both employees and employers in Germany. With a shorter working week, employees could benefit from a significantly improved work-life balance, leading to more free time, less stress and greater life satisfaction. This could have a positive impact on physical and mental health and increase productivity, as shorter working hours often go hand in hand with higher motivation and more efficient work.
For employers, the model offers the opportunity to increase the attractiveness of the company, which can be a great advantage when recruiting and retaining talent. The implementation of a 4-day week could also contribute to better employee retention and a healthier working environment. Although there are challenges, such as possible economic consequences and adjustments to work processes, international experience shows that a well thought-out introduction of the 4-day week can lead to significant benefits.
Overall, the 4-day week offers a promising approach to making the world of work fit for the future and meeting the needs of the modern workforce. With careful planning and adaptation, companies and employees alike can benefit from the positive effects.
With a 4-day week, the working hours vary depending on the model. In the first model, the total volume of work is spread over four days, which can lead to longer working days. In the second model, the working week is spread over four days, with the working day remaining the same length, but the weekly working volume is reduced - typically to around 35 to 36 hours per week.
The decision to introduce a 4-day week usually lies with companies and their managers, often in consultation with employees. Implementation can be achieved through negotiations and agreements between employers and employees, including works councils or trade unions.
When introducing a 4-day week, companies should carefully examine their workflows and processes to ensure that productivity is maintained. Important aspects are the adaptation of working time models, possible effects on employee satisfaction and the legal framework. The financial and operational consequences, such as possible changes in salary or work organisation, should also be considered.
The holiday entitlement for a 4-day week depends on the contractual arrangement and the statutory provisions. As a rule, holiday is calculated in proportion to the shortened working week, which means that the annual holiday entitlement is adjusted according to the 4 working days per week. It is important to read the exact holiday regulations in the employment contract or company agreements.
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