A compressed workweek means more days off and more time for living life — it’s a compelling idea.
But is it a good option for your business? Are the extra free days worth the potential disadvantages?
What about job satisfaction? Stress levels? And productivity?
If you’re considering implementing a compressed workweek at your business, read on. In this article, we take a deep dive into the advantages and disadvantages of the compressed schedule. We break down the key things to consider before offering one to your employees. Finally, we provide a list of best practices to help you make this type of schedule a success.
What is a compressed workweek?
A compressed workweek is an alternative to the traditional “9 to 5” Monday through Friday.
It often involves four 10-hour days. In this format, the daily work hours are longer, but every week comes with a three-day weekend.
Another common arrangement is working 80 hours over nine days. Typically, workers would work 10 days over this two-week period. So this option, once again, translates to more days off.
A compressed schedule can even be three 12-hour shifts, which is most common in the healthcare and manufacturing industries.
What’s the goal of this schedule?
The primary goal of a compressed workweek is to provide employees with greater flexibility and improve their work-life balance.
By condensing work hours into fewer shifts, employees get more days for personal time. Working four 10-hour shifts over a 50-week calendar, for instance, equals 50 more days off annually than the traditional 9-to-5 schedule.
There are clear benefits to adopting this work schedule. But there are also challenges and disadvantages. Let’s jump into the pros and cons of a compressed workweek for both employers and employees to help you make an informed decision on whether this arrangement would work well for you and your organization.
What are the pros and cons of a compressed workweek for employers and employees?
The table below outlines the primary advantages and disadvantages of a compressed workweek. We’ll then discuss each one in detail.
Pros
The compressed workweek has surged in popularity in recent years — and for good reason since it offers many benefits for both employees and employers. Let’s break them down.
Creates a three-day weekend
Employees with this schedule benefit from having an extra day off each week, which improves their work-life balance. A study conducted in Ireland also found a reduction in burnout of over two-thirds.
The additional free time the three-day weekend provides allows employees to rest, pursue their personal interests, and take care of other responsibilities.
Extra time off can also lead to higher job satisfaction and morale among employees. Because they feel they’re valued and respected, they’re more likely to be committed to their work.
Increases productivity
With fewer days spent in the office, employees often find themselves more focused and motivated to complete their tasks.
That level of focus is important since, once employees get distracted, it can take them over 20 minutes to return to the same level of productivity.
Attracts talent
Offering flexible schedules can attract top talent and improve employee retention. That’s especially true for the four-day workweek, which a Gartner survey found was one of the most appealing benefits for employees.
Many job seekers place a high priority on balancing their work with their personal lives. That makes the compressed workweek a significant draw for prospective employees.
Reduces commuting
Fewer days spent commuting means less travel expenses for employees — and less stress navigating traffic.
It also reduces their carbon footprint. Fewer cars on the road means less emissions.
Makes operations flexible
Employers can extend their business hours if they properly stagger employee schedules. In other words, they can provide coverage beyond the traditional 9 to 5. This can be particularly beneficial in industries that require extended service hours or where customer demand fluctuates throughout the day.
Cons
Despite the numerous advantages, a compressed workweek also has some challenges. Teams should consider the following cons:
Potential for burnout
While three-day weekends can reduce burnout throughout the week, long, 10-hour days at work can lead to physical and mental fatigue and burnout.
Less free time on workdays
Employees may find it challenging to take care of personal tasks when they have longer workdays. This means less time for errands, family time, and relaxing.
Coverage gaps
Guaranteeing adequate coverage and service levels on employees’ extra days off can be difficult.
Employers need to carefully plan their workers’ schedules to make sure that all necessary tasks are covered to keep customer service and operations going.
Adaptation period
It may take both employees and managers time to adjust to the new schedule. There may be a period of trial and error before the right balance is struck.
Impact on team coordination
When schedules vary, coordinating meetings and collaborative projects can run into snags. This requires additional planning and flexibility.
Legal and compliance issues
Navigating labor laws and overtime regulations is always a variable. This task can be complex when implementing a shorter workweek.
Employers must make sure that their new schedules comply with all relevant labor laws and that employees are compensated fairly for their time.
What should you consider before offering a compressed workweek schedule?
Before you decide if this system is right for your organization, consider the following factors:
Industry suitability
A shortened workweek works particularly well in certain industries, such as tech, healthcare, and creative fields. Hybrid workers, too, find the flexibility aligns well with their work preferences.
In contrast, industries that require constant customer service might face challenges if too many employees are off on the same day. Other industries have strict regulatory requirements on working hours that may conflict with having a compressed workweek.
It’s worth seeking out case studies from your industry or consulting industry peers to confirm the suitability of a compressed workweek for your organization.
Whole company vs. optional
You can switch your entire company to the compressed workweek schedule or offer it as an option.
Consider team dynamics and job roles when making this decision. Some roles may benefit, while others may not.
Offering a compressed workweek as an option allows for flexibility but doesn’t disrupt the entire operation.
Employee expectations
Clearly defined expectations are vital. For example, it’s imperative that team members complete all their required tasks within the shortened time frame of a compressed workweek. That way, their workload doesn’t fall on their coworkers’ shoulders.
Clarify how, if at all, a compressed workweek affects vacation and sick leave policies. Communicate whether employees still need to be reachable on their extra day off.
Actionable tips:
Develop an FAQ document for quick reference.
Hold info sessions that explain the new schedule and expectations.
Routinely check in with employees to make sure tasks are completed efficiently.
Overtime handling
Establish guidelines for managing overtime. Compliance with labor laws is your first priority.
Then, calculate and understand any extra costs from paying overtime under the new schedule. Create a detailed policy and make sure employees are aware of how overtime will be handled and compensated.
Time-tracking and attendance-tracking software is helpful for managing and accurately recording overtime.
Legal compliance
Confirm that labor laws in your area allow a compressed workweek. Specifically, look at rules on break times, work hours, and overtime. Consult with legal experts, if necessary, to avoid any legal risks.
Team dynamics
Consider how the new schedule will affect team collaboration and communication. Be sure that the compressed workweek doesn’t hinder team projects by creating silos or workflow challenges.
Plan for potential obstacles in scheduling meetings and coordinating tasks to maintain effective collaboration. Designate certain days as "overlap days" where all or most team members must work. These days can be used for important meetings, collaborative work, and team-building activities.
Ultimately, team members’ schedules and how teams cooperate on their work must remain in line with organizational goals.
Team feedback
Actively seek input from your employees on the compressed workweek. Learn their concerns and listen to their suggestions to determine how you can tailor the implementation process to better meet their needs.
Host surveys, focus groups, or one-on-one meetings to gather comprehensive feedback. Anonymous channels are another great way to get feedback, with the benefit of honest and unfiltered input.
Impact on compensation
Evaluate how the new schedule will affect employee benefits, compensation, and other contract obligations. Consider the impact on health insurance, retirement plans, and paid time off.
Any changes should be communicated clearly to all employees to avoid any confusion.
Actionable tips:
Hold individual meetings with employees to discuss any changes in compensation.
Provide written documentation explaining any adjustments to benefits.
Offer financial planning resources or workshops to help employees manage the transition.
9 compressed workweek best practices for managers
Here’s what to keep in mind if you’re looking to implement a compressed workweek in your organization:
1. Legal compliance
As mentioned, legal counsel with an expert is always a good idea to address any potential legal challenges.
Schedule regular audits in-house to maintain compliance with labor laws as they change. Also, train HR and management on key aspects related to the compressed workweek, such as overtime. Keep detailed documentation of all consultations and relevant decisions.
2. Pilot program and trial period
Allow employees to experiment with the new schedule. Here’s how to run a pilot program for your compressed workweek:
Enlist volunteers from various departments. They’ll help you test the schedule and identify where it works best.
Watch the outcomes closely — specifically, monitor productivity levels, employee satisfaction, and operational efficiency.
Use surveys and one-on-one meetings to collect detailed feedback and insights.
Develop specific criteria for which roles are eligible. Define clear guidelines on how those in these positions can participate.
3. Using technology
The right technology is essential to managing a compressed workweek effectively. Here are some helpful tools:
Lark Attendance: This attendance management tool manages employee schedules efficiently, guaranteeing coverage and avoiding unnecessary overlap.
Lark Base and Lark Meegle: These project management tools keep tasks on track and facilitate collaboration. They help assign tasks, monitor progress, and maintain accountability.
4. Training and support
Provide adequate training and support to make sure this transition is a successful one. Focus on the importance of time management and effective communication, and make sure everyone is up to speed on any new tools.
The goal should be to maximize both productivity and well-being within the new schedule. Educate employees on how to achieve work-life balance and prevent burnout.
5. Continuous feedback
Set up regular check-ins and feedback mechanisms to determine whether the compressed workweek is meeting your organizational and employee needs. You can use tools like suggestion boxes and online surveys to gather candid responses.
Showcase a willingness to adapt and make tweaks based on useful comments.
6. Performance tracking
Use automation tools like Lark Base to compile employee performance data. Decide on clear key performance indicators to measure the new schedule’s success — consider project completion rate, attendance, and overtime hours.
7. Employee well-being
To prioritize employee well-being, make sure support systems such as mental health resources and wellness programs are in place.
Promote the use of extra time off for rest and recharging. You can even turn this into wellness challenges — which have the added bonus of aiding team bonding.
8. Managing hybrid teams
Hybrid schedule strategies are needed, especially if some employees are on a compressed workweek and others aren’t.
Consider rotating roles to give team members a better understanding of the different schedules and responsibilities.
Schedule regular hybrid team meetings that accommodate different time zones and schedules. Hold virtual social events to build team rapport and help teams build connections despite the hybrid environment.
9. Adjusting workloads
Modify workloads to fit the compressed schedule without overburdening employees. Make sure the objectives for longer workdays are achievable without compromising quality.
Discussions on the compressed workweek often underreport an important detail in the European studies leading the charge in this field.
Part of why these initial results are so promising is that many of the studied organizations haven’t just scrunched the same working hours into fewer days. They’ve reduced employee working time while maintaining full pay and the same productivity. And that makes all the difference in achieving reduced burnout and better productivity.
Move your schedule forward with Lark
You now know the compressed workweek in and out, including how it helps and where it could hurt an organization. With our considerations for making your decision and best practices if you go forward, you should be ready to take your schedule to the next level.
Whatever schedule you choose, why not have a superapp to power your team?
Lark is an all-in-one productivity tool that can help unlock your organization’s potential.
Try Lark for free today!
