The four-day working week and variable work schedule: a better work-life balance
The introduction of flexible working arrangements is an important aspect of the labour deal . This new way of working contributes to a healthy work-life balance and increases the wellbeing of your employees. But how do you go about implementing this? Find out below exactly what a four-day working week and variable work schedule involve and how you can successfully implement these measures within your organisation.
On this page:
- What is a four-day working week?
- What is a variable work schedule?
- What are the pros and cons of an alternative work schedule?
- Practical tips for successful implementation
- How can IDEWE Group assist your organisation?
What is a four-day working week?
A four-day working week means that the total weekly working hours are spread over four days instead of five. In the private sector, anyone who works full time can request to work a four-day working week voluntarily, subject to the employer’s approval. The request is valid for six months and can be renewed. Employers who refuse the request must state their reasons for the refusal. If the employer agrees, the new work arrangement must be formalised in a written agreement with the employee and the company policy must be amended accordingly. Discover the pros and cons of the four-day working week.
What is a variable work schedule?
The variable work schedule goes even further than the four-day working week, offering even more flexibility. Under this system, working hours are spread over a cycle of two consecutive weeks. An exception to the two-week cycle is made in the summer months of July, August and September, and in the case of unforeseen events. During these periods and situations, the cycle is extended to four consecutive weeks.
- Variable working hours:
In the first week, employees can work up to 9 hours a day and up to 45 hours per week, provided that the extra hours they work in the first week are compensated by less working hours in the second week. This ensures that the average per week corresponds to the usual weekly working hours.
- Customisation for organisations:
Under this arrangement, working hours can be adapted to fluctuating workloads and the organisation's specific needs, promoting the productivity and wellbeing of employees in the process.
What are the pros and cons of an alternative work schedule?
Advantages:
- Improved work-life balance: work that is better aligned with employees’ personal situation has a positive effect on their wellbeing. That said, more scientific research is needed to understand the effects in the long term.
- Increased employee satisfaction: Flexible work arrangements reduce stress and increase satisfaction, which can lead to higher productivity.
- Matching seasonal or fluctuating workload: The variable work schedule means working hours can be adjusted to peak and non-peak periods within the organisation.
- Increased employer attractiveness: Organisations that offer flexibility attract potential new employees and retain existing employees more easily.
Downsides:
- Increased fatigue: staying focused for ten hours at a go to consistently provide quality work is far from evident. At the end of this working day, employees may therefore feel drained and may not be sufficiently rested before returning to work the next day. This can lead to bodily discomfort, but also cause chronic stress.
- Complexity of planning and administration: in organisations where a constant presence is required, a four-day working week may mean that additional people need to be recruited, making planning more complex. In addition, contact with colleagues can also be affected by the adapted work arrangements or cause problems.
- Risk of inadequate rest: make sure that employees do not work (e-mails or meetings) on their extra day off. If the day off is not respected, the arrangement, namely more time to rest and balance, may lose its purpose.
Practical tips for successful implementation
To ensure the smooth implementation of flexible work arrangements you need clear communication and good agreements.
Measure and evaluate how this affects the wellbeing of individuals and teams in the medium and long term. Engage in discussions with your employees on a systematic basis and include this topic in the periodic psychosocial risk assessment.
How can IDEWE Group assist your organisation?
To make the new work schedule a success, it is important to strike a new balance between the personal wellbeing of employees and the wellbeing of employees within the team and organisation. The most efficient way to achieve this is to make good agreements through dialogue. Consider the impact on how your organisation operates in advance and prepare answers to questions employees will have. Your employees should also consider the potential impact of longer days and the schedule change on their wellbeing.
Get started with our tools and checklists:
Or ask our experts for assistance for your psychosocial risk assessment.