Recently Samsung decided to implement a mandatory six-day workweek for all its executives, aiming to instill a heightened sense of urgency among employees and improve its financial performance. This move comes at a time when more serious conversations are proliferating about implementing four-day workweeks.
In April, ResumeBuilder.com surveyed 753 business leaders to find out how they feel about six-day workweeks and whether or not it’s something their company plans to implement in the near future.
Key findings:
- 9% of business leaders say their company plans to institute a 6-day workweek in 2025
- 1 in 6 think full-time employees should work more than 40 hours per week
- Majority believe a 6-day workweek would increase revenue and productivity
9% of Business Leaders Say Company Plans To Institute a 6-Day Workweek in 2025
Companies are contemplating various workweek structures for their companies by 2025. Notably, amid increasing discussions surrounding four-day workweeks, 9% of business leaders indicate that their companies are planning to require full-time employees to work six days a week by 2025. On the other hand, 11% say their company will expect employees to work four days a week, and 79% say five days a week.
When asked about their stance on the ideal workweek for employees, 7% of business leaders advocate for a mandatory six-day workweek, while 31% prefer a four-day workweek, and the majority, comprising 61%, favor a five-day workweek.
Business leaders favor a 6-day workweek to boost productivity
The reasons why some business leaders think full-time employees should be mandated to work a six-day workweek include the belief it will increase productivity (76%), will improve company financials (64%), and will be better to have fewer employees working longer hours (42%).
“It’s surprising that any company would look at expanding the workweek, especially for their full-time employees, rather than condensing the workweek to meet the needs and wants of their employees,” says Resume Builder’s Chief Career Advisor Stacie Haller.
“Companies considering implementing six-day work weeks typically are large international organizations or companies heavily involved in global business. This model facilitates better communication and coordination among teams across the globe and time zones, as the additional day ensures more overlapping working hours. Additionally, opting for a longer work week may serve as a means to avoid the necessity of hiring additional staff.
“However, it’s crucial to recognize that this approach comes with significant risks to employees, including compromised work-life balance, increased burnout, and higher turnover rates. Striking a balance between operational efficiency and employee well-being is paramount in such scenarios.”
Mia Anderson owner of ChicSew is supportive of a six-day work week.
“I am personally supportive of the concept of a six-day work week for several reasons,” says Anderson. “Primarily, I believe that it can lead to increased productivity and efficiency within the company. By spreading out work over six days, employees have more time to focus on tasks and projects, resulting in higher output levels. Additionally, a six-day work week can provide a competitive advantage by enabling us to respond more effectively to market demands and meet tight deadlines.”
Anderson does acknowledge potential risks including burnout and diminished employee morale.
1 in 6 Business Leaders Think Employees Should Work More Than 40 Hours per Week
Business leaders have varying opinions on the ideal number of hours full-time employees should work per week. Of respondents surveyed, 20% advocate for a 32-hour workweek, while 3% suggest less than 32 hours. The majority (61%) support the traditional 40-hour workweek, while on the other hand, 12% endorse a 48-hour workweek, with 4% suggesting full-time employees should work more than 48 hours.
An overwhelming 95% of these business leaders believe that if a six-day workweek consists of 48 hours, it should result in increased compensation. However, if the six-day workweek is limited to 40 hours, only 63% of respondents support the notion of increased pay.
Furthermore, 40% of respondents express the view that a 32-hour, four-day workweek should result in decreased pay.
“As companies continue refining their approach to employee work arrangements, discussions have largely centered on remote, hybrid, or in-office options, rather than micromanaging total weekly hours. It’s uncommon to hear talk of expanding the number of days employees are expected to work, given the prevailing emphasis on work-life balance in today’s workforce,” says Haller.
“Moreover, there’s a noticeable shift towards project-based work, emphasizing successful task completion over mere hours logged. This paradigm shift paves the way for considering compressed work weeks, such as a four-day or 32-hour schedule, as viable alternatives. Embracing such practices to accommodate the desires of their employees and promote work-life balance will undoubtedly foster attraction and retention of talent in the long-term.”
6 in 10 Business Leaders Believe 6-Day Workweek Would Increase Revenue
Overall, some business leaders see perks to a six-day workweek. In fact, more than half say it would increase productivity (51%) and revenue (62%). Fewer, however, believe it would improve morale (39%), work-life balance (37%), retention (37%), mental health (36%), and burnout (28%), and the plurality actually believes it would worsen these aspects.
On the other hand, the majority of business leaders say a four-day workweek would improve most of these workplace aspects. Revenue is the only area where the majority did not agree it would improve with a four-day workweek.
Overall, 81% say a four-day workweek would improve work-life balance. Additionally, the majority say it would improve morale (80%), mental health (80%), retention (69%), productivity (67%), and burnout (66%). Only 49% believe it would improve revenue.
“A six-day workweek offers benefits to companies such as increased availability for customers, potentially leading to higher customer satisfaction and bolstering revenue. Moreover, the additional working hours of employees could reduce the need for additional hiring, thereby enhancing productivity. Nonetheless, this approach comes with its own set of challenges, including heightened risk of burnout, decreased work-life balance, and increased employee stress levels, all of which can contribute to turnover and talent loss to organizations offering shorter work schedules,” says Haller.
“Conversely, the four-day workweek offers many advantages for employees, including a healthier work-life balance and ample time for family and leisure activities. Providing a three-day weekend can effectively reduce stress levels and enhance job satisfaction, fostering a happier and more engaged workforce that is more likely to remain with the company. Moreover, it cuts down on employees’ commuting costs and saves them valuable time.
“However, implementing a four-day workweek may pose challenges for companies. Some employees might need to work overtime, increasing the company’s operational costs. Additionally, there could be implications for customer service and satisfaction if clients expect services to be available five days a week, potentially affecting the company’s bottom line.
“Ultimately, striking a balance between meeting customer expectations, maximizing productivity, and prioritizing employee well-being is essential for companies navigating the choice between a four-day, five-day and six-day workweek.”
Methodology
This survey was commissioned by ResumeBuilder.com and conducted online by the survey platform Pollfish. It was launched on April 25, 2024, and 753 respondents completed the full survey.
To qualify for the survey, all participants had to work at a company with at least 11 employees and have an executive, director, or senior manager title. Respondents also had to have a household income of at least $75,000, be at least 25 years old, and have at least an associate’s degree. Finally, respondents were screened out if they answered that they were not involved in determining policies at their company.
Learn more about Pollfish’s survey methodology or contact [email protected] for more information.
