Government Denies “Imposing” Four Day Work Week But Improved Workplace Flexibility Could Be on the Cards

Following reports that employers will be forced to introduce a four-day workweek, Labour has clarified that this isn’t the case. Despite this, they remain committed to advocating for increased workplace flexibility. Join us as we delve into the reports, Labour’s response, and whether such flexible working arrangements could benefit the UK.

Although employers aren’t currently required to offer a four-day week, employees can still request flexibility. Should this or another of their employment rights be breached, they may be eligible to claim compensation. 

If you have any questions or believe your rights have been violated, please contact Redmans Solicitors immediately. As employment law specialists, we can discuss your case and uncover your eligibility to make a claim.

To begin, simply:

Labour’s Proposed Workplace Flexibility Changes Under Scrutiny

It’s been reported that Labour intends to obligate employers to offer workplace flexibility, including a four-day workweek. This follows other initiatives in their ‘Make Work Pay’ plan, which is also set to ban zero-hours contracts.

While employees are currently entitled to make flexible working requests, employers aren’t legally obligated to agree. This could be about to change, though, as the alleged new plans may force employers to offer such flexibility, except when it’s “not reasonably feasible”.

If changes are made, they could be introduced as soon as this Autumn, with Deputy Prime Minister Angela Rayner supposedly behind the move. The Labour government has denied that their proposals will force employers to offer a four-day workweek, but Conservative shadow business secretary Kevin Hollinrake claims businesses are “petrified” with the plans.

As a result, Education Minister Baroness Jacqui Smith clarified the government’s position. She said, “The four-day week idea is not saying, ‘Okay, I’m only going to work four-fifths of what I was working previously’… It may be a compressed hours arrangement”. 

Therefore, if the Education Minister’s statement is true, an employee’s contracted hours would essentially be compressed into fewer days without reducing the total hours worked. From her reasoning, the aim would be to give individuals more time for what matters most to them, whether that’s family, childcare, or other personal priorities.

The Benefits of Improved Workers Rights UK

In 2022, 61 organisations in the UK participated in a six-month, four-day workweek pilot. Following the trial, a significant 89% of the participating employers continued the workplace flexibility. Managers and CEOs were then questioned following the study, and:

  • 100% saw at least a positive impact on their workforce
  • 82% reported that staff well-being was positively impacted
  • 50% experienced a reduction in staff turnover
  • 32% claimed their recruitment had improved

But this pilot wasn’t the only proof that such flexible working arrangements could benefit the workforce. To further emphasise the trial’s success, Microsoft tested it in its Japan offices, finding that productivity improved by 40%. Throughout the several four-day week pilots, a pattern of benefits has emerged, including:

  • Cost Reduction – Businesses can reduce their weekly running costs by having offices open a day less. The reduction in working days also saves workers money on their daily commutes and lunches.
  • Improved Well-Being – Since the four-day workweek leads to a three-day weekend, employees are left with more time to do the things they enjoy. Naturally, this improves their happiness, reduces their stress at work, and influences their overall well-being.
  • Increased Productivity – A happier workforce directly influences productivity. When employees are satisfied with their work-life balance, they’re more focused when they’re actually at work.
  • Better Retention Rates – Workplace flexibility is attractive to many. Employers with flexible working arrangements like a working-from-home policy will likely see a reduced staff turnover and find it easier to attract new talent.

Assessing the Feasibility of a Four-Day Workweek

Whether Labour will obligate employers to offer employees workplace flexibility remains to be seen. Despite this, we wanted to explore how realistic it would be for employers to introduce a four-day workweek.

Therefore, we turned to Alexandra Hodson, Senior Associate at Redmans Solicitors, for her insight. She’s an employment law specialist who works a compressed four-day workweek at Redmans, proving that such flexible working arrangements are possible. That being said, she quickly established that such arrangements must be evaluated case-by-case and aren’t a one-size-fits-all. 

She explained that courts and tribunals operate throughout the regular, five-day workweek. Hence, coverage is required for those who only work four days, potentially placing a substantial burden on the rest of the workforce. Depending on the organisation, this coverage may be unsustainable, meaning the arrangement may not work.

Ms Hodson also points to scenarios where working longer hours over fewer days may not only be impractical but in contradiction with the law. “The working time regulations will also need to be considered. If someone works overtime and works 12 hours in one day, they must have an additional break. Plus, they must also have 11 hours of uninterrupted rest in a 24 hour period. This means they can’t work more than an additional 3 hours on those days”, she adds.

So, while the benefits of workplace flexibility have been clearly shown, understanding the feasibility of implementing such arrangements is essential. In Labour’s push for improved employment rights, they must be careful not to subject employers to unnecessary detriment.

How Redmans Solicitors Can Help

Flexible working, whilst seeming simple, may be tricky to navigate. If you have any queries or believe your flexible working rights have been breached, get in touch without delay! Redmans Solicitors are experts in the sector who can answer your questions and provide specialist advice.

To find out more about the help we provide: