Four-Day Week Gains Momentum: Almond Financial and Other UK Firms Lead the Way

The traditional nine-to-five workweek, which has long been the norm for businesses worldwide, is increasingly being seen as outdated. With growing awareness of the importance of work-life balance, companies are recognising the need for more flexible working arrangements. These changes are designed to improve employee well-being, boost productivity, and attract top talent in a competitive job market. As part of this shift, many organisations are experimenting with or adopting the four-day week model.

Almond Financial is one such company that has decided to take this flexible route, believing its benefits make the move a no-brainer. Below, we discuss the company’s move and look at some of the other businesses choosing to do the same. We then examine whether employees can request to work four days a week and how they might do so.

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Almond Financial Adopts Four-Day Week to Prioritise Well-Being

Almond Financial’s decision follows a thorough review of its previous three-year arrangement, which involved a four-and-a-half-day week. This was part of the company’s ongoing effort to assess and improve its working practices to foster a more sustainable and supportive environment for its employees. 

Particularly within the financial services sector, where high stress and long hours have traditionally been the norm, this shift not only signals a change in employee well-being priorities but also shows the increasing need for businesses to adapt to modern expectations of work flexibility.

Mr Sam Robinson, the founder of Almond Financial, discussed the reasoning behind the move. He explained that the benefits of a four-day week were comparable to “semi-retirement,” adding, “A happy workforce is a great workforce.” While others may have concerns about how the change could impact service to clients, Mr Robinson stated the company has dedicated time to setting and clarifying client expectations regarding work schedules.

Hundreds of Companies to Let Employees Work Four Days a Week

The switch to a four-day working week appears to be gaining some traction. Almond Financial is far from the only organisation considering or already implementing something similar, with more than 200 UK companies having signed up for a four-day week.

This shift will impact more than 5,000 workers, with industries like marketing, IT, and social care all being affected. Among the companies are several well-established names, as well as smaller enterprises that recognise the potential benefits of this model. These include Civo, Geeks For Social Change, and BJP Consulting Group LTD.

As larger corporations, such as JPMorgan Chase and Amazon, continue to mandate full-time office attendance, the four-day week movement is emerging as a statement against rigid traditional working hours and a symbol of modern workplace flexibility.

Such changes seem crucial, especially since “the core workforce of the next 50 years” demands flexibility. This comes from the managing director at Spark Market Research, Lynsey Carolan, who added, “This group also say that mental health and improving their overall wellbeing are their top priorities.” Sparks research found that 65% of 18-34-year-olds don’t want to return to the office full-time.

Can I Ask My Employer for a Four-Day Workweek?

Under the Employment Rights Act 1996, employees have a statutory day one right to request flexible working. This could include a request for a four-day week. However, while there’s a right to request such flexibility, employers aren’t automatically obligated to accept it.

By law, when a request is made, employers must handle it reasonably. They should consult with the employee before making a decision and offer an appeals process should the request be rejected. Unless there’s “a genuine business reason” to decline the request, employers should accept it.

Several factors will be considered before an employer makes its decision. Among them, employers may look at the nature of the business, staffing requirements, and whether such a request could be detrimental to productivity.

To ensure the best possible chance of a request being accepted, employees should thoroughly prepare their cases. This could include highlighting the benefits of making the switch, such as improved work-life balance and productivity, and addressing any obstacles that may make employers hesitant.

If an employer is unlikely to agree, employees should be prepared to negotiate an alternative. One example could be compressing their five days’ worth of hours into four instead of reducing their total hours.

How Many Holidays for a Four-Day Work Week?

Employees who work a traditional five-day week are generally entitled to 28 days of holiday per annum. This is calculated as 5.6 times five. However, if an individual were to work a four-day week with a reduction in hours, they would only be entitled to 22.4 days of holiday (5.6 times four). That said, if the same individual were to work compressed hours, i.e., five days’ worth of work in four, their holiday entitlement would remain at 28 days.

Our Final Thoughts

The shift toward a four-day working week is an exciting development, reflecting changing attitudes toward work-life balance and employee well-being. Almond Financial’s decision clearly signals that companies are increasingly willing to reconsider traditional arrangements in favour of greater flexibility.

While the four-day week may not yet be the norm, its growing popularity suggests that it could become a standard in the coming years. Employees seeking a better work-life balance and businesses looking to enhance productivity will likely continue to drive this shift. The key to making such a request successful lies in careful planning. Employers and employees must be willing to negotiate and ensure all parties’ needs are accounted for.

If you want to work four days a week and have questions about making a request, please get in touch. As employment law experts, Redmans Solicitors are well-placed to provide specialist advice and ensure your queries don’t go unanswered.

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