South Cambridgeshire District Council have shared information from independent reports on their four-day work week trial. 

It makes a compelling case for the four-day week. There appear to have been many positives from the trial, and looking at it from an employment point of view, I found the improvements in recruitment and retention to be quite impressive:

• The average number of applications for jobs advertised externally increased by 53%
• 130 new staff joined the council
• Staff turnover dropped by nearly 40%
• Ten hard-to-fill positions were successfully recruited to

Does a four-day week make you: 

• An attractive employer to work for?

The significant increase in job applications demonstrates that a more flexible work schedule can attract a larger and more diverse pool of candidates. In today's competitive job market, local authorities often struggle to fill vacancies, especially for specialised roles. In the report, 76% of new hires confirmed that they were influenced by the four-day week when considering whether to join the council, so it’s clear the four-day week provided South Cambridgeshire District Council with a compelling edge, making it an attractive employer in a high-cost living area.

• An employer to stay with?

Staff retention is equally crucial. High turnover rates can lead to increased costs and disruptions in service delivery. The 40% reduction in staff turnover not only indicates higher employee satisfaction but also suggests that the four-day week fosters a more stable and committed workforce. Employees are more likely to stay with an organisation that values their work-life balance and well-being.

• An innovative employer?

Successfully recruiting for ten hard-to-fill positions highlights the practical benefits of innovative work arrangements. By filling these roles with permanent staff rather than relying on costly agency workers or not filling them at all, the council achieved significant financial savings and ensured more consistent service delivery.

What to take away from this?

Alternative working arrangements have historically been something employers resist due to concerns of how it will impact service delivery but with results like these, and more and more staff looking for flexibility, things are changing.  With the new Labour government promising changes to the current one-sided flexibility they perceive in working relationships, this move towards more flexibility will likely continue and may be backed by further legislation.   

Have you made changes or considering changes? Maybe you are being asked by your staff to consider a four-day week or have received an increasing number of flexible working requests? Navigating these can be tricky but ultimately rewarding if handled correctly. Please contact me if for advice on this process and help with drafting contracts and documentation.