Germany wanted to see if working four days a week was efficient. 70% of companies think so

The four-day work week started in Germany as an experiment to search for the maximum productivity of companies without having an impact on an exhausted workforce and without the ability to reconcile family life. Two years after the start of this test, the data confirms that for the companies that participated it was not a simple test, but rather it has materialized in a change in the way of working that many companies have decided to consolidate.

Now the monitoring report prepared by researchers from the University of Münster together with the consulting firm 4 Day Week Global. It analyzes what happened after the pilot test that began in 2024 and what subsequent effects it has had. The main conclusion is that around 70% of the companies that participated in that test continue to apply some model of reduction of working hours a year later.

A known formula and a varied sample. The original four-day week project in Germany was built around to the 100-80-100 model: 100% of salary, 80% of time and 100% of productivity. This model of reduction of working hours is the same one that was carried out in Valencia in 2023, Portugal either United Kingdom.

In the initial phase, 45 companies from different sectors participated, dedicated to manufacturing, insurance, technology, media, commerce or education. Furthermore, to be as representative as possible of the German industrial fabric, companies of different sizes were chosen: from micro-businesses with 1 to 9 employees, to large companies with more than 250 employees.

The first data already gave clues. Researchers have been collecting data from participating companies and their employees since day one. A few months after starting the test, the companies were delighted with the results, to the point that in preliminary results73% said they would not return to the traditional five-day week. The new report provides the perspective that time gives and whether that initial impetus has been consolidated.

Two years after the start of the test, seven out of ten companies that participated in the test not only maintain the four-day workdaybut they have integrated it into their normal operation.

More than four days: flexible reduction of working time. One of the most interesting findings from the monitoring is that the four-day workweek model has evolved and every organization has implemented it adapting it to your needs. Not all companies have opted for a Monday to Thursday work week.

Around 22% of the participating companies have adapted the initial scheme towards more flexible formulas: reduction of annual hours, alternate weeks or internal adjustments according to workload. The report itself speaks less of a “four-day week” and more of “reduction of work time“. The label matters less than the redesign of the work day and the elimination of superfluous tasks, fewer unnecessary meetings and greater autonomy of the teams.

No impact on profits or productivity. In business terms, the German test has been a success since, despite having maintained 80% of the initial day, there have been no drops in either the level of profits or in productivity or slightly improved with respect to the starting point. That is, they have managed to do the same thing in less time.

What it did have a strong impact on was the well-being of employees, where 90% reported improvements in the balance between personal and professional life. As a result of this improvement, employees reported feeling less stress and greater commitment to the company. 38% of companies indicated that sick leave and absenteeism of their employees had been reduced, while 56% claimed to have detected no changes.

Lights and shadows in the reduction of working hours. Progress was also observed in job satisfaction and in the perception of the company as an attractive place to work. The study indicates that 87% of companies detected improvements in talent retention. For their part, 75% claimed that their companies now had a greater capacity to attract talent in selection processes. This, in a scenario of labor shortagerepresents a competitive advantage.

However, as happened in other tests of the four-day work week, not all companies have followed the same evolution. About 30% stopped applying the initial scheme or returned to the traditional five-day week. The main reasons were operational, difficulties in coordinate with your clientswork peaks that are difficult to absorb or inflexible internal structures.

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Image | Unsplash (Gonzalo Leon Jasin, Josue Isai Ramos Figueroa)