What happened to the four-day working week?

The prospect of the four-day working week took the labour force by storm between 2022 and 2023. Google searches for ‘four-day week’ skyrocketed at the beginning of 2022, as the 4 Day Week Foundation, 4 Day Week Global and Autonomy began recruiting organisations for a large-scale trial of this working style. Interest peaked again in February 2023 following the widely publicised positive feedback from the majority of organisations that took part in the trial. 

Yet, at the time of this second interest peak, only 5% of organisations in the UK had implemented or were trialling a four-day work week. So, more than two years on, are we any closer to the four-day week becoming a reality for the masses – or was it just a fleeting workplace trend that fizzled out quicker than it started?

Recent news could reignite dwindled interest

Although online buzz around the four-day working week has dipped in 2025, according to Google Trends data, new developments may reignite curiosity and momentum. A recent global study involving almost 3,000 employees across 141 organisations, published in Nature Human Behaviour in July 2025, found that reducing work hours through a four-day week significantly boosted wellbeing. Workers reported fewer mental health struggles, lower stress levels and greater overall satisfaction. This lands at an especially relevant time, given that over half (54%) of professionals in our Hays UK 2025 Working Well Report say they often feel stressed at work.

At the same time, there has been recent news of one council becoming the first to make its four-day working week arrangement permanent. Following positive trial results, the council reported improved recruitment, cost-effectiveness and service quality. Other local authorities could now begin following suit, though it has sparked some controversy.

Uptake of the four-day working week has increased

Adoption of the four-day week has been quietly gaining ground. Back in 2023, just 5% of UK organisations had introduced or were trialling the model. That figure has climbed to 9%, according to responses from professionals in our 2025 Salary & Recruiting Trends Guide.

The rise has been steady, supported by compelling research and real-world results that underscore clear employee wellbeing and productivity gains for organisations that have implemented this working style. While overall uptake remains modest and is not a possibility for certain companies, the continued rollout among organisations indicates the four-day week is more than a passing trend – it’s becoming a serious consideration in future workplace planning.

The four-day week could support return-to-office mandates

An increasing number of employers are closing the lid on hybrid working and requesting their employees head back into the office more frequently. For the 8% of employers who are planning on implementing a return-to-office (RTO) in the next 6 months, according to our 2025 Employment Trends – Spring Update Survey, they should be considering how these policy changes could have implications on employee attraction and retention. One solution could be to explore how offering alternative flexible working arrangements could mitigate this. 

The four-day week is evidently a compelling benefit to bear in mind, given that 34% of workers would be tempted to move to a different organisation if it was offering a four-day working week. And for some existing employees who value flexible working, a four-day week could have the potential to make a return-to-office a less bitter pill to swallow. 

The future of the four-day week is uncertain

Opinions are mixed on whether or not the four-day work week will become a reality for the masses. Insights from our 2025 Salary & Recruiting Trends Guide show a divide in outlook: 39% believe widespread adoption will happen within 1–5 years, while 24% anticipate a longer timeline of 5–10 years. Meanwhile, 37% don’t expect it to ever become a reality.

While the long-term fate of the four-day working week is still uncertain, one thing is clear – it’s sparked a larger conversation about how and where we work best. As organisations navigate economic shifts, employee expectations and the changing nature of productivity, flexible working models will remain front and centre as a means to attract and retain staff.

If you’re an employer, explore the latest trends shaping the world of work in our 2025 Employment Trends – Spring Update. Or, if you're looking to secure top HR talent to help deliver flexible working changes, get in touch with our experts today.

Not satisfied with the flexible working options in your current role? Browse our live vacancies – your next opportunity could offer the flexibility you’ve been waiting for. And don’t forget to join our LinkedIn network, HR Insights with Hays, where we dive into the issues that shape workplaces and the future of HR.