Why the Four-Day Workweek Is More Than Just a Trend
- Sonja Passmore
- Jul 16
- 3 min read
What Iceland taught the world about time, productivity, and work that works
In recent years, the idea of a four-day workweek has gone from a fringe concept to a serious conversation. It’s being trialled in businesses, debated in boardrooms, and quietly longed for by people across every industry. But what if it’s more than just a nice idea?
Back in 2015, Iceland set out to find out.
Over a four-year period, the country ran one of the world’s most significant trials of a shorter workweek—without cutting pay. Workers shifted from a 40-hour week to 36 (sometimes even less), and the results were both surprising and game-changing.
What actually happened?
Productivity stayed the same—or increased.
Stress levels dropped.
Work–life balance improved significantly.
Job satisfaction rose across the board.
This wasn’t about compressing five days into four. It was a genuine reduction in hours. Less time at work without more pressure.
By 2019, roughly 90% of Iceland’s working population had the option to reduce their hours or had already done so through union negotiations or policy changes. It worked across sectors—schools, hospitals, office jobs, and frontline roles.
And what started in Iceland has since gained global momentum.
A Global Shift Toward the Four-Day Workweek
Following Iceland’s lead, countries like the UK, Portugal, Spain, and Japan have conducted similar trials. Microsoft Japan, for example, saw a 40% boost in productivity when it gave workers Fridays off.
In New Zealand, Perpetual Guardian made headlines in 2018 when it became one of the first local companies to try a four-day week. The results were just as impressive:
Productivity rose by 20%
Stress levels dropped significantly
Engagement and job satisfaction went up
Since then, interest has only grown, especially as conversations about burnout, balance, and wellbeing have become more mainstream.
Why it resonates now
The timing isn’t random. In a post-pandemic world, people are reassessing what work means and how it fits into life. And younger generations, especially Gen Z, are helping lead that shift.
They’re not asking for less ambition—they’re asking for more balance. Flexibility, mental health support, autonomy, and values-aligned work are at the core of what many want.
The four-day workweek ticks many of those boxes.
“This isn’t about entitlement. It’s about evolution.”
When done well, a reduced-hour model can lead to better focus, sharper priorities, and improved wellbeing—all without sacrificing outcomes.
But is it realistic for everyone?
Not every workplace can make the switch overnight. Some roles and industries are more time-sensitive. And for small businesses, it may take creativity and experimentation to implement well.
But even without a full four-day model, there are lessons we can take from Iceland:
Focus on outcomes, not just hours.
Streamline meetings and remove unnecessary admin.
Make space for deep work.
Trust people to manage their time.
Build a culture that values wellbeing, not just availability.
So what now?
Whether you’re an employee, a leader, or someone simply curious about doing work differently, this is a moment to pay attention.
The idea of working less might sound counterintuitive. But the evidence keeps stacking up: it’s possible to work shorter hours and still deliver real value, sometimes even more of it.
And perhaps more importantly, it creates space for people to show up not just as workers, but as humans.
What would you change if you could redesign your workweek from scratch?
Would you shorten it? Add in creative focus days? Rethink meetings altogether?
Big shifts often start with small questions.
At Pick a Path, we believe career strategy should reflect the future, not the past. From flexible work to purpose-led careers, we help people find clarity, direction, and new ways forward.
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