40-hour work week: time to move on?

‍Introduction

The 40-hour workweek has long been a staple of modern employment, but as industries evolve - especially in the tech and startup worlds - this traditional model is increasingly being questioned. Below we’ll explore the history of the 40-hour workweek, examine its relevance today and look at how companies are experimenting with new models like the 4-day workweek.

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The Roots of the 40-Hour Workweek

The 40-hour workweek was born out of the labor movements of the late 19th and early 20th centuries. During the Industrial Revolution, workers faced brutal working conditions, often laboring for 16 hours a day. This led to widespread demands for shorter hours, culminating in the Fair Labor Standards Act of 1938, which legally established the 40-hour workweek in the United States.

For decades, this structure served as the backbone of work-life balance, but the world has changed significantly since then. In today’s knowledge-based economy, especially in industries like software development, the correlation between hours worked and productivity is no longer as clear-cut.

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Shifting Away from the Traditional Model

The tech industry, particularly startups, has been at the forefront of challenging the 40-hour workweek. Flexibility is often prioritized over strict adherence to traditional hours, driven by a global shift toward remote work—a trend accelerated by the COVID-19 pandemic. As a result, many companies are finding that employees can maintain, or even increase, productivity with fewer hours on the clock.

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Otta’s 9-Day Fortnight Experiment

A prime example of innovative work scheduling comes from Otta, a tech company that has been experimenting with a 9-day fortnight since January. Every other Friday, the team enjoys a day off without any reduction in pay or a need to compress hours during the rest of the week. This initiative has not only provided employees with more time for personal pursuits but has also fostered a stronger sense of community through shared experiences on how they spend their extra time off. While it’s still early in the experiment, the positive response from the team suggests that this model could be a game-changer for employee well-being and engagement.

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Buffer’s 4-Day Workweek Success

Buffer is another tech company that has made significant strides in redefining the traditional workweek. In 2020, Buffer introduced a 4-day workweek, which has since become a permanent feature. According to internal surveys, 91% of Buffer employees report feeling happier and more productive under this model, with no significant drop in overall productivity. The company has found that the extra day off contributes to better work-life balance, reduced stress, and lower burnout levels. Buffer’s experience demonstrates that a shorter workweek can lead to a more motivated and focused workforce without compromising business outcomes.

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Broader Impact of the 4-Day Workweek

Buffer isn’t alone in exploring the 4-day workweek. Awin, an affiliate marketing platform, also adopted a 4-day workweek after an 18-month trial. The results were impressive: a 13% increase in annual gross profits, a 33% drop in employee turnover, and a 21% decrease in sick days. These statistics underline how a shorter workweek can not only enhance employee well-being but also positively impact a company’s bottom line.

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Conclusion

The 40-hour workweek, once a revolutionary concept in workers’ rights, may no longer be the best fit for today’s dynamic workforce. The success stories from companies like Otta, Buffer, and Awin suggest that more flexible work arrangements can lead to happier, more productive employees without sacrificing business performance.

As the world of work continues to evolve, it’s essential for both employers and employees to remain open to new ways of structuring work that prioritize well-being and efficiency. Whether through a 9-day fortnight, a 4-day workweek, or fractional work, the future of work is flexible, and it’s time to embrace these changes.

It’s time to reassess the 40-hour workweek. Whether you’re an employer or an employee, consider how new work models could benefit your team or your career. The future of work is flexible—let’s embrace it.

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