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Rayner my parade! The importance of specialist advice.
Jemma Brimblecombe
The jury is still out on whether the four-day week will remain the exception rather than the rule in future. In February, we learned that the majority of UK companies that took part in a six-month pilot in 2022 (offering employees a shorter working week on full pay for the same level of productivity) voted to continue with the trial, with 18 companies deciding to introduce the model permanently.
Yet while some businesses have hailed the benefits – which include improved employee wellbeing and work-life balance – others have been more cautious, wanting more evidence on customer service, productivity and revenue metrics before they take a first or permanent step down a four-day week path. Clearly, different organisations have different factors to take into account when considering such an experiment depending on the nature of their business and workforce.
Legislative picture
We know that the 4 Day Week campaign that promoted this trial is lobbying government to encourage legislative change to give staff the right to a four-day pattern. However, that does not appear to be garnering widespread support at this stage. A private members’ bill proposed by Labour MP Peter Dowd is currently making its way through the House of Commons, recommending amendments to the Working Time Regulations 1998 by reducing the maximum working week from 48 to 32 hours, with any time worked above that being paid at 1.5 times the employee’s hourly pay. Most believe, however, that it is unlikely to be enacted.
Yet making the right to request flexible working a ‘day one’ employment right is on the cards and is expected to be enacted later this year. So, emanating from this, employers should consider how they would respond to requests for a four-day week, either on an individual employee basis or across their organisation.
Practical considerations
Although not all employers are enthusiastic about the concept of a four-day working week, in some ways the genie is already out of the bottle. The 4 Day Week campaign and widespread publicity for the trial by certain companies, combined with the fact that many employees acquired a taste for flexible working during the Covid pandemic, will have emboldened some employees to make such a flexible working request.
Businesses will need to consider such requests carefully in accordance with the relevant flexible working rules and in light of the impact such an arrangement may have on their business. This is an area of continuing development for employment law and it will be interesting to see how far the 4 Day Week campaign goes in changing employee attitudes and employers’ ways of working over the medium to long term.
This blog was first published by People Management on 9th June 2023.
If you have any questions regarding the blog above, please contact Eleanor Lynch in our Employment team.
Eleanor Lynch is an Associate in the Employment team. She advises both businesses and individuals on all aspects of employment law. This includes both contentious and non-contentious matters such as employment contracts, unfair dismissal, discrimination, whistleblowing, terminations, redundancies and settlement negotiations, as well as disciplinary and grievance investigations.
We welcome views and opinions about the issues raised in this blog. Should you require specific advice in relation to personal circumstances, please use the form on the contact page.
Jemma Brimblecombe
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