The legislation, set to be introduced in the autumn, would tighten current flexible working legislation, part of which would allow employees to request compressed hours: meaning that full-time workers on a five-day pattern could work the same amount of hours in four days.
According to Ronni Zehavi, CEO of HR software HiBob, enhancing flexible working could help employers appeal to younger generations.
“Embracing the shift towards a four-day work week is an opportunity for forward-thinking companies to align with the evolving needs of today’s workforce, especially as Gen Z re-writes the workplace rulebook,” he told HR magazine.
“‘Generation transformation’ is not just asking for work/life balance; they’re demanding it. Flexibility is no longer a perk but a requisite; they’re not willing to do more for less. Employers who are quick to recognise and adapt to this new reality will set themselves apart.”
The plans would also shift the balance of power, the Telegraph reported, to encourage employers to accept flexible working requests except when “not reasonably feasible”.
The current legislation, introduced in April 2024, gives employees a day-one right to request flexible working, although employers are not required to accept.
Read more: Flexible working: What does the law change mean for HR?
Zehavi added that employers who don’t adjust to the new changes could struggle to retain talent.
He continued; “As a four-day work week becomes more likely, those not offering flexible work models and not willing to consider a four-day work week may encounter difficulty in retaining and attracting top talent.
“Employers need to consider stepping out of their comfort zone to fully embrace this new era of flexibility. It’s not just about retention; it’s about fostering a more productive, satisfied and creative workforce.”
However the proposed changes would be more easily implemented in office-based jobs, Kate Palmer, employment services director at HR consultancy Peninsula, told HR magazine.
She said: “While the news of a four-day working week would be welcomed by many employees, whether this is feasible for the needs of the employer and the business is dependent on the employee's role and the company’s operations.
“For example, in the four-day working week pilots which have been carried out, there have been reports of this being a great success within some office-based roles however this is yet to be tested on a diverse pool of industries.”
Trials of the four-day week in the UK have proved a success, with 89% of the most recent pilot making a permanent switch. Campaigners for the four-day work week told HR magazine that they hoped the new Labour government would reignite demand for the change.
Australia and Belgium are among countries that have already embraced a four-day work week for those who want it.
Read more: New government sparks fresh hope for four-day week campaign
Speaking to the Telegraph, shadow minister for business and trade, Kevin Hollinrake, expressed concerns that the four-day work week would make business more expensive in the UK.
He said: “Labour must listen to businesses who are petrified about day-one employment rights and bringing in the four-day week through the back door. It will be businesses and consumers who pay, and growth that suffers, if they don’t listen.”
Bar Huberman, HR strategy and practice manager at HR data and insights provider Brightmine, agreed that the proposals could cause concern for HR teams.
Speaking to HR magazine, she said: “While we await further details about this proposal, enshrining this in law could create a significant burden for organisations and HR teams.
“Employers have already had to make changes to their policies and procedures this year to accommodate the expansion of the right to request flexible working to all employees, so they will want to know exactly what additional rights employees will have, and how this will work in practice.”
As the details of the proposals emerge, employers should consult employees about how they work best, Jeanette Wheeler, chief HR officer at HR software company MHR, commented.
“While the details remain unclear on any legislative changes, as a best-practice approach, organisations should proactively maintain dialogue with employees to identify the optimum ways of working for individuals,” she told HR magazine.
“While it won’t necessarily work for every industry or role, employers and employees alike should remain open-minded and pragmatic about what is the best working environment for an outstanding customer and employee experience, successful collaboration and a high-performing organisation.”
