Although in Spain Congress overthrew the proposal for the reduction of working hoursthe debate in Europe is more alive than ever and many countries are reconsidering their working day model with alternatives such as four day work week. Lumena small SEO services consultancy based in Cardiff, tested the four-day work week with outstanding results. However, its CEO considered that the idea could still be improved, so he decided to go one step further and test a model even more flexible: work seven days a week. From the four-day week to the 32-hour week. As Aled Nelmes, CEO of Lumen, told on your LinkedIn profilethe company had changed its four-day workday to a 32-hour workday. The difference may be negligible, implicit in this change is the elimination of an important barrier: the company will not impose whether its employees have to do those 32 hours in a certain number of days or at a certain time. It will be the employees themselves who decide when to work. According to its CEO, in 2023, Lumen implemented the four day work week. The results exceeded all expectations: staff turnover fell to zero, productivity increased, and employees felt more rested and engaged. According to Nelmes, “our workers reported being happier, having better health and being more productive.” According to a study published in the magazine Nature Human Behaviorscience agrees with the CEO. But the model could be improved. Seven days to complete your day. “The idea of the 32-hour week is to go further in the flexibility that the four-day week offered us,” explained Nelmes. In the system proposed by Lumen, the only condition is that employees comply with their projects and objectives, managing their time with total autonomy. Nelmes clarified in statements to The Confidential that “what I require is a lot of self-discipline, the ability to concentrate, self-regulation, initiative and independence.” The company looks for workers capable of directing their own time and offering the best of themselves. “I think we micromanage our workers’ daily lives too much, we assume what kind of day they should have to be productive. My argument is that this is not the case, we do not know, and we need to delegate that decision to each individual,” the young manager highlighted to El Confidencial. The exception: meetings and training. According to what was published for him Financial Timesthe only exception to Lumen’s total flexibility is the time the company spends on team meetings in which mandatory projects and training are defined. Overall, the CEO assures that they do not exceed three hours per week. This guarantees team connection and coordination without sacrificing individual autonomy. For everything else, each of the employees distributes their work week with total work flexibility and no check-in or check-out times. Results and surprises. During the three months that this new flexibility model lasted, Nelmes observed that, in reality, employees did not make major changes to their schedules. The majority maintained routines similar to conventional ones, adapting only small details to enjoy personal activities. “People like to have routines and structure, so many… still prefer to move within a standard schedule,” the CEO explained to The Confidential. Flexibility had been limited to adapting their work schedule to certain personal activities (playing sports, medical appointments, etc.) or to coincide with your children’s schedulesand then recover that time at another time of the week. According to Nelmes, the most extreme case is that of one of his employees, who took advantage of this flexibility to adjust her days of rest during the week according to the weather or her personal needs. Then, I worked on Sunday, because that was the time when found greater concentration and fewer interruptions. Flexibility with clear values and limits. As has counted the CEO, this model does not imply total disconnection from the company. Lumen takes great care in selecting its equipment to ensure that everyone shares commitment values and responsibility. “We wouldn’t hire someone who only wanted to work 16 hours in two days,” Nelmes says. In fact, the manager assures that they have had to let go of people who did not adapt to this level of freedom and demand. The goal is to allow employees to have enough flexibility in their workday to fulfill themselves as people and take care of their familieswhich also helps them save on daycare, cleaning or extracurricular activities. According to Nelmes, “if you let your employees be good parents, they will also be good employees.” The company especially seeks to attract fathers and mothers, convinced that flexibility improves both productivity and quality of life. An adaptable model, but not for everyone. Although the manager assures that the results obtained by his staff have been positive, he recognizes that this model is not viable or for all companies nor for all sectors. Consulting companies, banks, law firms or marketing companies can benefit from this approach as they allow the flexibility of teleworking to be combined with organization by objectives. However, it recognizes that it is an option that is difficult to implement in sectors such as the manufacturing industry, construction, hospitality or tourismwhere physical presence and fixed hours are inherent to the nature of the work. In any case, the results were so satisfactory that Lumen adopted this model permanently. A version of this article was published in June 2025 In Xataka | Spain already has its first municipality with a four-day work week. It is not in Madrid or Barcelona, but in a corner of Cádiz In Xataka | Three Spanish companies tell us how they fared after implementing a work utopia: the four-day week Image | Lumen
