Will UK employers see an increase in the number of requests for a four-day working week?

The UK’s large four-day week pilot ran from June to December 2022 and involved 61 organisations and around 2,900 employees. Staff kept 100% of their pay in return for a meaningful reduction in working time, and each business could choose its own model.

When the results were published in February 2023, 56 of the 61 organisations said they would continue with a four-day week and 18 said the change was permanent.

Employees reported better wellbeing and work-life balance, and average revenue across participating companies rose slightly over the trial period. The number of staff leaving participating organisations fell by 57% compared with the same period the year before. Unsurprisingly, results like these have led more employees to ask whether they can work four days a week.

Is there a legal right to a four-day week?

No. There is no legal right to a four-day week in the UK, and an employer does not have to agree to one.

In 2022, Labour MP Peter Dowd introduced a Ten Minute Rule bill that would have cut the maximum working week from 48 to 32 hours and required overtime above that to be paid at time and a half. It did not become law.

A later proposal, put forward as an amendment during the passage of the Employment Rights Bill in 2025, sought a council to advise on moving to a four-day week, but the Employment Rights Act 2025 does not give workers a right to a four-day week. Our article on whether the UK is getting closer to a four-day week looks at the wider debate.

How four-day week requests are made

What employees do have is a statutory right to request flexible working. Since 6 April 2024, this has been a day-one right. Employees can make two requests in any 12-month period, and employers must deal with them in a reasonable manner, consult the employee before refusing, and give a decision, including any appeal, within two months.

A request can only be refused for one of the business reasons set out in law. Further changes under the Employment Rights Act 2025, expected in 2027, will require any refusal to be reasonable.

Our guide to flexible working as a day-one right explains the process in more detail.

Compressed hours or reduced hours?

It is important to be clear about what is being requested. A compressed week means working the same total hours over four days, usually on the same pay. A reduced week means fewer hours, which may be on a pro rata salary or, in the pilot model, full pay. The legal and practical consequences are quite different.

The benefits for employers

Employers who have tried a four-day week often report stable or improved productivity, better recruitment and higher staff retention. Offering more flexibility can make a business stand out to candidates and help motivated, engaged staff stay. Our article on the benefits of flexible working hours explores this further.

The practical concerns

A four-day week will not suit every role or every business. Services that need cover around the clock, or client-facing roles with set expectations, may find it hard to reduce hours without staggered rotas or job sharing. Employers may also need to rethink meetings and internal processes and manage client expectations.

There is also a risk that some employees try to squeeze five days of work into four, leading to stress and burnout. Clear priorities and realistic workloads are essential.

Legal points to check

• Holiday entitlement. Workers are entitled to 5.6 weeks’ paid holiday a year, calculated pro rata for those working fewer days. A change in working pattern means recalculating entitlement and checking holiday pay.
• Part-time staff. Under the Part-time Workers Regulations, part-time staff must not be treated less favourably than comparable full-time staff without justification. If a new four-day week on full pay is offered, consider how existing part-time employees, who may already work four days for 80% of the pay, will be treated.
• Discrimination. Part-time workers are more likely to be women and carers, so excluding them from a new scheme could give rise to indirect sex discrimination claims.
• Contract changes. An agreed change to working hours is normally a permanent change to the contract. If you want to test the arrangement first, agree a trial period in writing and make clear that it may not lead to a permanent change.

Looking ahead

Even without a legal right to a four-day week, employers should expect more requests for compressed or reduced hours. Each request should be considered carefully under the flexible working rules, looking at its likely effect on the business. Our employment law advice for employers can help you set up a fair policy and respond to requests correctly.

To discuss a flexible working request or a four-day week scheme, book a free 30-minute consultation or call us on 0141 471 9166.