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One company’s journey implementing a 4-day week

By Jack Campbell | |4 minute read

Four-day working weeks have been a topic of discussion for some time now. While the research shows that productivity remains the same, or even increases, it can be a big leap for an organisation to go ahead with implementing this policy.

Dr Amantha Imber, founder of Inventium, began with a trial, which turned into a permanent policy after witnessing great results.

“In our six-month trial back in 2020, productivity increased by over 25 per cent, despite the fact that we were working only [four] normal-length days instead of five normal-length days,” Dr Imber said.


“The uplift in productivity has been maintained for the three years that we’ve been running the four-day week policy.”

Not only has this change sparked greater productivity, but retention and attraction have also seen a boost.

“We have only had three people that have left in the last three years since we started the policy. And they were for reasons beyond our control as opposed to leaving because they were unhappy,” explained Dr Imber.

“In terms of attraction? Absolutely. I think because we’ve always been a company at Inventium that obsess over creating a great employee experience ... But certainly, that four-day week is a very attractive benefit to potential recruits.”

The overall wellbeing of workers has had a tangible improvement, said Dr Imber. By providing more time to spend with loved ones and unwind, the attitudes of employees have risen.

Dr Imber commented: “When we measured it over the six-month trial, it reduced stress and improved engagement and energy levels. So, it had a really excellent effect on employee wellbeing. And again, that’s been maintained over the three years that we have been running it.”

While the results have been overwhelmingly positive, it may be daunting for a leader to make this jump and change policy. Taking that lunge, even if it’s just a trial, could be a decision that improves the dynamic of your workforce.

“It does take a leap of faith from leaders because it is a very different way of operating, but there’s so much data all around the world to suggest that not only will you have more productive employees, but they will be a whole lot happier, a whole lot more engaged and less stressed,” said Dr Imber.

“And as I’m sure HR leaders reading this article would appreciate, when employees are engaged and they’re full of energy and enthusiasm for what they do and the company that they work for, customer satisfaction only goes up from there, and financial results follow.”

Jack Campbell

Jack Campbell

Jack is the editor at HR Leader.