Germany is moving towards the four-day week
“100 - 80 - 100”, that is the formula for the four-day week. 100 percent output in 80 percent of the time, on 100 percent of the pay. Can that work? A pilot project is now set to test this over six months. The aim is to take the debate about the four-day week to a new level with the help of scientific data.
Above all, the 100-80-100 model is to be tested, in other words the version of the four-day week in which working hours are cut but the expected output and the salary are not.
There are other approaches to the four-day week, though. For example, cutting pay along with the shorter working hours. There is also the model of working more hours on four days a week and compensating for that overtime with time off on the fifth day.
The first model is the one at the centre of attention, however. The theory behind the pilot project is this: someone who only works four days a week is more focused and more motivated and can meet their targets in the reduced time as well.
In other countries the four-day week is already a success
In the UK this project has already been carried out successfully: 56 of the 61 participating companies drew positive conclusions from the four-day week project and have now kept it in place. They had good reasons to, because the results were positive across the board:
- During the test period, sick days fell by two thirds.
- The number of employees leaving the companies during this period fell by more than half.
- According to the analyses, revenue at the participating companies rose by an average of 1.4 percent.
Surveys confirm how relevant the four-day week is
As part of a study, the Hans-Böckner-Stifung surveyed 2,575 full-time employees on whether or not they would like a four-day week. The results confirm the assumptions: 81 percent of respondents want a four-day week with correspondingly shorter weekly working hours. However, only 8% want to cut their working hours if that meant lower pay. The remaining 73% only want shorter working hours on the same salary.
The respondents who were in favour of the four-day week give different reasons for their answer: they believe that shorter working hours would let them balance family and work better. 87% of respondents want to use the time for hobbies, sport or voluntary work. Excessive workload is given as a reason by 75%, and 30% give health reasons for their decision.
The remaining 17% reject the four-day week. They do not believe that the way work is organised in their company would change if working hours were cut. 86% say they enjoy their work and would therefore rather stay with their five-day week. A third each say that their work simply cannot pause for a day, or believe they could not reach their professional goals within a four-day week.
The four-day week is expected to bring many benefits for society
Dr Yvonne Lott and Dr Eike Windscheid, the researchers behind the study mentioned above, name a number of very positive effects of the four-day week for our society, and not just for each individual.
The four-day week is expected to have a positive influence on our current skilled labor shortage, because the modern working model is attractive to young skilled workers. It is also expected to stabilise our social insurance funds and improve the health of employees.
The other side of the four-day week
That said, the four-day week also comes with a number of limitations that must not be overlooked. Introducing the new working model also means adjusting the volume of work and the way work is organised. If that step is skipped, it has negative consequences for employees' motivation and wellbeing.
So the switch needs binding cover arrangements, more staff and a reorganised way of working. That includes new rules on availability in customer contact and a reduction in the volume of work. The latter can be achieved by automating work processes, for example.
What effect does the four-day week have on vacation days?
One question that often comes up in connection with the four-day week is the question of vacation days. In principle, vacation days are affected when you switch from a five-day week to a four-day week. In legal terms, employees on a six-day week are entitled to 24 days of vacation a year - so overall they are able to take four weeks off a year. Employers can increase the number of vacation days as they see fit. But with the reduced number of working days in a four-day week, the vacation entitlement goes down as well. The reasoning is that employees need fewer vacation days to get a full four weeks off.
On a four-day week, employees are therefore legally entitled not to 24 days of vacation but only to 16 vacation days. That does not change the number of weeks employees can take off per year.
You can read more about your vacation entitlement here.
Digital processes are the key to making the four-day week work
A big step towards reducing workloads and making sure a four-day week runs smoothly is automating and digitalizing work processes. And clockin is exactly the right partner for that.
With the clockin app, working hours in your business are recorded digitally. Automatic timesheets at the end of the month and integrations with DATEV and lexoffice mean considerably less effort in accounting and follow-up work.
In project work, clockin can help you keep an eye on the hours worked on your projects. Document your projects with the digital project file straight from your phone or tablet. That way you not only stay up to date at all times, but also spare yourself and your team uncertainty and unnecessary phone calls.
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Conclusion
There is a reason the four-day week is a hotly debated topic in Germany. There are many good reasons to take a closer look at this model. But we must not forget the other side either. Because not every industry can offer its employees the option of working only four days a week.
A four-day week should therefore not be the first step towards becoming more efficient and increasing your employees' satisfaction. Before you take measures like that, you should first tackle the subject of digitalization. Create a foundation on which the switch to a four-day week does not mean overloading your employees. Only then are you in a position to ensure an efficient switch and good collaboration for your business.
