Should English Councils Embrace a Four-Day Workweek?

The recent warning from Local Government Secretary Steve Reed to all council leaders in England against adopting a four-day working week has sparked significant debate. Reed's letter emphasises that councils must not offer "full-time pay for part-time work" without compelling justification, signalling the government's strong stance against such practices. This directive comes amidst a backdrop of contrasting opinions on the effectiveness of shorter work weeks, with some studies indicating potential benefits in productivity and employee well-being.

Last updated: 22 October 2023 (BST)

What’s happening now

The government is actively discouraging local councils from implementing a four-day working week, citing concerns over productivity and service quality. Steve Reed's correspondence outlines that councils offering full-time pay for reduced hours could be viewed as failing, a sentiment echoed by Labour sources who stress the need for councils to deliver consistent and high-quality services. This move comes at a time when South Cambridgeshire District Council has taken the lead in adopting a four-day week, raising questions about its implications for service delivery and council performance.

Key takeaways

• Steve Reed warns councils against adopting a four-day work week.
• Concerns raised about potential declines in council performance and service quality.
• Critics argue a shorter working week may impact productivity negatively, while some studies suggest otherwise.

Timeline: how we got here

The conversation around the four-day working week has evolved significantly over the past few years. Here are key milestones:

• July 2023: South Cambridgeshire District Council becomes the first UK council to implement a permanent four-day working week.
• Throughout 2023: Various trials in the UK and Scotland assess the impacts of shorter working weeks.
• October 2023: Steve Reed sends a letter to council leaders warning against adopting four-day weeks.

What’s new vs what’s known

New today/this week

Steve Reed's letter to council leaders explicitly outlines the government's opposition to four-day working weeks, framing it as a potential indicator of council failure. This marks a clear attempt to deter councils from pursuing such initiatives, particularly in light of recent developments in South Cambridgeshire.

What was already established

Prior to Reed's warning, there had already been a growing debate about the suitability of four-day work weeks within public sector roles. Some trials, particularly in Scotland, suggested possible benefits, including increased employee morale and productivity. However, these findings are countered by critics who argue that such arrangements could undermine service delivery.

Impact for the UK

Consumers and households

The government's stance on four-day working weeks may have significant implications for the public services that households rely on. Should councils adhere to the directive, residents may continue to expect services delivered over a full five-day work week, ensuring accessibility and responsiveness in local governance.

Businesses and jobs

For businesses, the rejection of a four-day work week may reinforce a traditional view of productivity and performance. However, as more organisations experiment with flexible work arrangements, pressures may mount for local governments to adapt, potentially affecting hiring practices and workforce expectations.

Policy and regulation

As the government maintains its position, councils will need to navigate this directive carefully. Any council deemed to be failing in performance could face government intervention, raising concerns about autonomy and local governance. The implications of this policy could also spur discussions in the broader context of employment practices across different sectors.

Numbers that matter

• 98% of staff in the Scottish public sector trial reported improved morale and motivation.
• South Cambridgeshire District Council conducted a four-day week trial that became permanent in July 2023.
• Concerns raised by the government about the potential decline in council performance if adopting a four-day week.

Definitions and jargon buster

• Four-day working week: A work schedule that reduces the number of days worked to four, typically maintaining the same pay and productivity expectations.
• Local authorities: Administrative regions governed by elected councils responsible for providing public services.
• Public sector: The part of the economy that is controlled by the government, including services such as education, health, and public safety.

How to think about the next steps

Near term (0–4 weeks)

In the immediate future, councils will likely assess their work structures and consider how to comply with government directives while addressing employee satisfaction and productivity. Observing the outcomes of South Cambridgeshire’s four-day week could provide insights for other councils.

Medium term (1–6 months)

As the situation evolves, we may see increased scrutiny of council performance and more discussions about work arrangements across the public sector. This period may also witness further trials or studies assessing the impact of reduced work hours.

Signals to watch

• Performance evaluations of councils adopting shorter work weeks.
• Government responses to council performance metrics.
• Public opinion on service delivery quality amidst changing work structures.

Practical guidance

Do

• Stay informed about government guidelines regarding working hours.
• Consider employee feedback when discussing work arrangements.
• Monitor productivity metrics closely if trials are implemented.

Don’t

• Implement a four-day working week without thorough justification and alignment with government policies.
• Ignore employee morale and well-being in discussions about work schedules.
• Overlook potential impacts on service delivery and public expectations.

Checklist

• Review current working hours and employee feedback.
• Understand the implications of government policies for your council.
• Evaluate potential benefits and drawbacks of a four-day week.
• Engage with stakeholders to gauge public sentiment.
• Prepare for possible changes in performance metrics.

Risks, caveats, and uncertainties

While the debate over the four-day working week continues, it is essential to consider the varied perspectives on its effectiveness. Some studies show positive outcomes in productivity and employee satisfaction, while critics highlight potential declines in service quality. The government’s firm stance could limit councils' flexibility in exploring new work arrangements, and any council adopting such changes must be prepared for scrutiny and possible intervention.

Bottom line

The government's directive against four-day working weeks marks a significant moment in the ongoing conversation about work-life balance and productivity in the public sector. As councils navigate these guidelines, the outcome will be pivotal in shaping future employment practices and public service delivery. It remains to be seen how councils will respond and adapt in the face of these restrictions and evolving workplace expectations.

FAQs

What is the government's stance on the four-day working week?

The government has issued warnings to councils against adopting a four-day working week, stating that it could indicate potential failure in service delivery and performance.

What are the potential benefits of a four-day working week?

Proponents argue that a four-day working week can enhance employee morale, productivity, and overall job satisfaction, as evidenced by some trials in the public sector.

How might councils be affected by this directive?

Councils may face pressure to maintain traditional five-day work weeks, impacting their flexibility in adopting modern work arrangements while ensuring they meet government expectations for performance.