More than 200,000 additional workers in the UK have moved to four-day workers since 2019, according to new data from National Statistics (ONS). The findings show significant cultural and economic changes in employment in the UK as employers and employees accept shorter work schedules in improving productivity and improving work-life balance.
Between October and December 2024, approximately 1.4 million full-time workers and 100,000 part-time staff worked four days a week, compared to approximately 1.29 million full-time staff five years ago. In percentage, this means that 10.9% of the UK workforce worked four days a week by the second half of 2024, up from 9.8% in 2019.
Four-day Foundation campaigners report that over 420 companies representing more than 12,000 employees have officially adopted shorter schedules. Organizations range from technology companies and professional services to charities and consultants, suggesting that their enthusiasm for the model is not limited to a single sector. Employers often cite increased staff retention, reduced absences and morale boosting as important consequences of shifts. One of the most prominent examples was the South Cambridgeshire District Council, which became the country’s first local government to permanently employ four days of work after a long trial. Over the course of 27 months, the council found that shorter weeks of the week improve efficiency, reduce the number of vacancy, and save nearly £400,000 a year. Staff reported higher satisfaction and reduced stress, but service delivery remained stable or improved.
The political situation is beginning to change. Previously conservative governments opposed the four-day week trial in the public sector, warning that they were “unacceptable” and risked reducing frontline service delivery. In contrast, the incoming labour governments are more cooperative and allow local governments greater freedom to explore flexible working models. Scotland has already launched its own public sector pilot, launched in 2024, designed to assess the economic and social implications of policies.
For workers, the appeal is simple. Increased family time, increased opportunities for education and volunteering, and improved balance between personal and professional life. Advocates also highlight the benefits of mental health, with staff reporting low levels of burnout and fatigue. Meanwhile, employers have shown evidence that per worker output often increases when time is reduced without reducing wages. Not all industries can be adapted easily. Sectors such as retail, hospitality and healthcare rely heavily on 24-hour staffing, and short weeks may feel impractical. Nonetheless, momentum is built. A steady increase in adoption since 2019 shows that, at least in the knowledge-based and service-oriented sectors, four-day weeks are becoming more realistic, rather than novel, mainstream options.
The move of over 200,000 workers to a four-day schedule is a prominent turning point in the evolution of UK work. In the near future, it will likely not be replaced by a five-day week across the economy, but it will appear to be an increasingly passing trend and a form of future shape.
