The four-day work week is touted as a way for employers to offer employees a more flexible schedule. The demand for flexible and alternative schedules continues to grow. There are a number of reasons for this increased demand. The influx of Generation Y workers has played a role, for one. Also, the increased focus on work-life balance mandates the need for flexible scheduling. And, as the workplace becomes more and more mobile, the need for office workers to actually work from the office continues to diminish.
There are many ways in which employers can implement flexible-schedule programs. When done right, these programs can act as ways to recruit the best candidates and retain the best employees. But not all flexible workplace programs are created equally. And, in my opinion, one of the most hyped offerings, the four-day work week, doesn’t meet the criteria at all. In a short post for the Sloan Work and Family Research Network, I write about Why the Four-Day Work Week Would Be the Death of the Flexible-Schedule Initiative. In the post, I address some of the reasons why I think the four-day work schedule cannot, by definition, classify as a “flexible work schedule.”