04/15/2025

Why Four-day Workweek Experiments Fail

Here's how to make yours stick

The four-day workweek is no longer just a fringe experiment — it's a reality for a growing number of organizations. The conversation has shifted from whether it works to how to make it sustainable. While some organizations adopting this shift have achieved significant productivity gains, stronger engagement, and a competitive edge in hiring, others have struggled with workload compression, leadership resistance and operational complexity.

The difference between success and failure often comes down to execution. Leaders who simply cut a day without making structural adjustments frequently find themselves battling inefficiencies, burnout and unintended consequences. Those who succeed tend to take a strategic approach, redesigning work and aligning expectations at every level.

A well-executed four-day workweek isn't just about offering an extra day off — it is a strategic lever for improving performance, retention and engagement. One of the strongest success stories comes from Atom Bank, which introduced a 34-hour, four-day work schedule in 2021 without reducing salaries. The result? Lower employee attrition, fewer sick days and a significant boost in engagement. Atom has also found it easier to attract top talent as job seekers have increasingly prioritized flexible work structures. But success isn't automatic. Leaders must proactively design the transition to prevent burnout, maintain operational efficiency and ensure long-term viability.

Please select this link to read the complete article from MIT Sloan Management Review.