Four Day Work Experiments: Real Results & How to Try

I’ve watched the four day work discussion grow from a fringe idea into structured workplace experiments. The phrase four day work experiments usually means trials where employers shorten the workweek or compress hours to test effects on productivity, employee wellbeing and retention. If you’ve been curious — or considering your own test — this guide walks through what the experiments show, how to run one, what to measure, and the real trade-offs involved.

What is a four day work experiment?

A four day work experiment is a controlled trial where a company changes working hours or schedules to evaluate outcomes. That might be 32 hours with no pay cut, compressed 40 hours over four days, or hybrid approaches combining remote work and flexible hours.

For background and history, see the overview on Wikipedia’s four-day workweek, which summarizes major pilots and research.

Why companies run them: goals and hypotheses

• Test whether productivity stays the same or improves with fewer hours.
• Measure effects on employee wellbeing, burnout and absenteeism.
• Assess recruitment and retention benefits—does a shorter week attract talent?
• Explore cost impacts: overhead, overtime, or client satisfaction.

What research and trials show

Recent pilots (public and private) often report mixed but promising results: productivity often holds or rises, and wellbeing improves. A widely reported set of trials and reporting on outcomes appeared in mainstream coverage—see analysis by BBC Worklife for summaries of several trials and their outcomes.

What I’ve noticed: smaller teams and knowledge-work roles adapt faster than roles requiring fixed on-site presence. Also—measurement matters. When companies tracked clear KPIs, results were easier to interpret.

Benefits observed

• Higher engagement and lower burnout in many pilots
• Improved recruitment appeal and lower turnover
• More focused work hours; less meeting bloat
• Better work-life balance and employee satisfaction

Risks and common challenges

• Customer service windows may be compressed—impacting clients.
• Unequal effects across roles: front-line vs knowledge workers.
• Hidden overtime if culture doesn’t change—people end up working off the clock.
• Pay and legal considerations—some jurisdictions regulate hours and overtime.

Designing your own four day work experiment: step-by-step

Here’s a practical blueprint you can adapt. Think of it as a short project plan.

1. Define objectives: productivity, wellbeing, retention, cost—pick primary and secondary goals.
2. Choose a model: 32 hours paid (no pay cut), compressed 40-hour week, or rotating days off.
3. Select participants: pilot group vs company-wide. Start small for learnings.
4. Set a clear timebox: 8–12 weeks is typical for meaningful data.
5. Pick KPIs: output metrics, NPS/engagement scores, absenteeism, customer satisfaction.
6. Communicate rules: meeting limits, availability expectations, performance standards.
7. Run the pilot and collect data: mix quantitative metrics and qualitative feedback.
8. Review and iterate: adjust schedule, coverage, or scope based on evidence.

KPIs to track

• Output per employee (sales, tickets closed, deliverables)
• Employee Net Promoter Score (eNPS) or engagement survey
• Absenteeism and sick days
• Customer satisfaction or response times

Small comparison: 5-day vs 4-day (quick table)

Real-world examples

Smaller tech firms and creative agencies often publish case studies showing fewer sick days and higher retention. Larger public trials have mixed outcomes but useful lessons: pilots that coupled schedule change with process improvements and fewer meetings did best. For summaries of various pilots and reporting, review media coverage and summaries such as the Wikipedia overview and reporting on BBC Worklife.

Measuring success — what I recommend

Don’t rely on anecdotes. Use a balanced scorecard:

• Output metrics: real deliverables per period.
• Engagement: short pulse surveys.
• Customer metrics: CSAT, response time.
• Behavioral signals: meeting hours, email volume, after-hours activity.

Legal, pay and fairness considerations

Local labor laws may affect overtime, minimum hours and pay. Consult HR and legal. Also be mindful of fairness—rotating days off or flexible options help balance needs across teams and roles.

Practical tips from leaders who ran pilots

• Cap meetings. Make one-day-a-week meeting-free to create heads-down time.
• Train managers on outcome-based performance, not time-based oversight.
• Communicate with customers early—manage expectations about availability.
• Collect qualitative feedback—people note unexpected benefits like more focused work.

Final thoughts and next steps

If you’re wondering whether to try a four day work experiment, start modestly, measure objectively and be ready to tweak. The evidence suggests good potential for improved wellbeing without productivity loss—but only when design, measurement and culture align. If you want a one-page checklist to start a pilot, create objectives, pick KPIs, communicate rules and run a timeboxed trial. Try it, learn fast, iterate.

Further reading

More context and historical coverage is available on Wikipedia’s summary of the four-day workweek, and reporting on pilots and outcomes is covered by broader media like BBC Worklife.