As Canadian employers continue to explore innovative ways to boost workplace satisfaction and productivity, the concept of a 4-day workweek is gaining traction. While many businesses report positive outcomes, such as happier teams and reduced overhead costs, the model isn’t a one-size-fits-all solution. Before making the shift, it’s important to weigh both the pros and cons.
Pros
- Improved work-life balance
- Increased employee retention and recruitment appeal
- Reduced operating costs (e.g., energy use, office supplies)
- Lower absenteeism and burnout rates
- Environmental benefits (less commuting, reduced emissions)
- Greater focus and productivity in a compressed schedule
Cons
- Longer, more intense workdays
- May not suit customer-facing or shift-based industries
- Potential disruption to team coordination or client expectations
- Possible need for overtime or task redistribution
- Not all roles or business models can adapt (e.g., manufacturing, retail)
- Risk of work “spillover” into time off without clear boundaries*
*A Disconnecting from Work Policy could help mitigate this issue. CFIB members can access a free template on their Member Portal.
Things to consider before implementing
Can your business maintain service levels with one fewer day per week?
Review peak demand periods and consider implementing staggered schedules or utilizing digital tools to maintain smooth operations.
Will staff be expected to work longer hours to make up for the shorter week?
Longer days can lead to fatigue and reduced productivity. Explore alternatives like redistributing tasks or prioritizing essential work.
How will this affect part-time or hourly employees?
Decide whether hours will be reduced or pay adjusted, and communicate any changes clearly to avoid confusion or frustration. Caution: Changing fundamental parts of an employee’s work contract (whether written or verbal) can lead to a complaint of constructive dismissal.
Do your competitors offer similar flexibility?
Research what others in your industry are doing. Understanding their experiences can help you stay competitive and avoid losing talent.
How will it impact customers and clients?
Will reduced availability affect service expectations? You may need to set clear communication channels or offer alternative contact options.
What are the legal and compliance considerations?
Ensure any changes align with provincial employment standards and overtime rules.
What technology and workflow adjustments will be needed?
Automation or process improvements can help maintain efficiency during shorter weeks, but keep in mind these upgrades often come with an upfront investment in tools, training, and/or software.
Tips for Implementation
- Start with a pilot program to help you identify challenges before a full rollout
- Survey employees for feedback
- Measure performance and productivity before and after
- Ensure compliance with provincial employment standards
- Consider hybrid approaches (e.g., staggered 4-day work weeks)
A 4-day work week may not suit every business, but when it does, it’s an effective way to boost morale, reduce costs, and stand out in a competitive labour market. If you’re considering making the change, start small and plan carefully. You should also consider implementing a clear policy that outlines what a shorter work week entails and how it will affect employees.
CFIB members can download a free 4-Day Work Week Policy template to help with the transition. You will find it in your Member Portal.
Not a CFIB member? Join today to access this and other HR and business management resources and get one-on-one tips and advice from our dedicated Business Advisors.
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