Numerous companies, like Microsoft in Japan, have already dared to test it. The employees of these companies worked for four days and then had three days of weekend - and that with full salary.
Can this model be a model for the German labour market?
The country of Sweden has been dealing with flexible working hours for years. Employees currently already have the right to adjust their start of work flexibly within a three-hour window. The six-hour working day is already a reality in Finland. After two years of implementation, employees who are fully paid despite only six hours are happier, healthier and more productive.
However, such a change has many advantages and disadvantages.
But there is something else behind the concept of the four-day week, namely a pay increase. A four-day week on full pay means a 25% pay increase. It is completely unrealistic that companies can achieve this across the board in Germany. This would simultaneously interact with a drop in GDP.
For these reasons our working world should be made more flexible elsewhere. This means that we should not get stuck with the fixed full-time work, but should allow for temporary reductions. Flexible and individual, not by decree for everyone. In practice, however, there are often fluctuations in workload, which means that the capacity of your own staff often cannot be adjusted properly. With the help of ZEUS® Staff Scheduling, you can optimise your planning so that you have the necessary personnel with the required qualifications available when you need them.
Although digitization makes new work models possible, it also requires new skills and qualifications, including in particular communication skills, the ability to think abstractly and creativity. However, deadline pressure and demands for time flexibility are also increasing, which can be managed thanks to ZEUS® Staff Scheduling.
For these reasons, it would make sense for a modern working world to allow employees to opt for a four-day week.