Practical advice for rolling out the four-day week
Going from 5 to 4 days isn't about working faster — it's about cutting what never mattered. A concrete method to redesign your week.
Asking for a 4-day week takes preparation. A data-backed case and a trial period beat any complaint about workload.
A third day off used poorly won't rest you. How to protect that time and turn it into lasting health and energy.
The 4-day week rewards focus, not busyness. How to install deep-work blocks and neutralize interruptions.
The 4-day week can't survive presenteeism. How to define outcome metrics and lead a team on what it delivers.
A well-framed trial defuses fears and proves feasibility. How to design a 3-6 month pilot that decides on facts.
The 4-day week is a trust contract. How to grant autonomy without losing direction, and leave micro-management behind.
Moving to 4 days affects contracts, working time and collective agreements. How to frame the change legally without surprises.
Absenteeism, turnover, attractiveness, engagement: the 4-day week is defended with HR data. Which metrics to track and how.
A poorly explained transition breeds rumors and worry. How to build a communication plan that brings teams on board.
In a tight market, the 4-day week attracts and retains. How to make it an employer-brand asset without overselling.
Cutting time without cutting pay looks costly — until you price the hidden gains. A full method for an honest ROI.
There isn't one 4-day week but several. A tour of the models (fixed day, rotating, reduction vs compression) and how to pick yours.
Perpetual Guardian, LDLC, Microsoft Japan, Iceland: what the pioneers got right, wrong and documented — so you don't start from scratch.
No 4-day week survives without a drastic meeting overhaul. Where the lost time hides and how to reclaim it.