Most SG Workers Want A 4-Day Workweek—Here Are The Pros And Cons

You may want to start your long weekend plans. It appears that the Singaporean majority are on board with shifting to a four-day workweek.

According to consumer insight and analytics company Milieu 's recent survey, most Southeast Asian countries—Singapore, included—showed positive receptiveness toward a compressed workweek versus the usual Monday-to-Friday schedule. Around 76% of Singaporean respondents answered with at least an eight on a 0-to-10 scale when asked how much they would want a four-day workweek policy to be applied at their workplace.

It's no surprise. Singapore is notorious for having long work hours—officially the longest in the Asia Pacific Region —averaging 45 hours per week. And while the pandemic may have provided more opportunities for remote working, it also blurred the boundaries between work and personal life, leaving many employees more exhausted than ever. This culture of overwork has left 73% of workers unhappy and 62% feeling burnt out, according to a recent study.

A Growing Global Movement

So is a four-day workweek the solution? Maybe. Or maybe not. But this idea has come under consideration in recent years as the COVID-19 situation drastically changed how people work — not just in the Lion City but all over the globe. After all, the concept has existed pre-pandemic, too. The U.S. has experimented with a condensed work week since the 1990s. In Iceland, after a pilot run of 35- to 36-hour weeks between 2015 to 2019 proved successful, the country adapted to reduced hours.

In February, Belgium officially announced that employees would be entitled to four-day workweeks, plus the right to ignore messages or calls outside business hours. It puts them alongside other countries like Scotland, Japan, and Spain, who have also started piloting compressed workweek programs in the pandemic era.

In Singapore, the five-day grind remains the norm. However, a quick search on JobStreet’s job listings would reveal that some companies are offering four-day workweeks with positions ranging from service crew, chefs, and teachers to sales executives, event producers, and creative directors.

What Exactly Is The 4-Day Workweek?

It’s not rocket science. A four-day workweek is a schedule wherein employees work four days per week instead of the usual five, equating to 32 hours instead of 40 hours. But while the hours are fewer, employees are expected to achieve the same amount of work and earn the same salary. The goal? To minimise employee stress without impacting company productivity.

Simply put, it’s an alternative setup geared towards improving workers’ quality of life—especially in today’s world, where overworking is normalised and workaholics glorified. By rendering fewer hours of service and having an extended weekend, people have more time to rest and prioritise their personal affairs, allowing them to be fuller individuals outside their jobs.

Pros of a 4-Day Workweek

A compressed workweek may seem skewed more towards employee welfare, but it can also benefit companies in several ways.

Reduced costs

The costs of running an office are no joke and you can say the same for employees. Their daily expenses include transportation, lunch, office wear, and coffee. By dropping one work day a week, the running costs incurred by both parties can significantly decrease. The company can save massively on electricity and other office consumables, have fewer guards on duty, and so on.

Improved productivity

Here’s a sobering fact: Work hours do not necessarily equate to work done. Exhausted employees end up being less productive than those working average hours, says a study by Stanford University. A longer weekend can minimise stress and give workers ample time to rest and recharge. Moreover, employees are likely to be more focused on completing tasks—rather than dilly-dallying—when their shifts are shorter.

Happier employees

Who doesn’t love a three-day weekend? An extra day off can give people more time to spend with loved ones, engage in fun hobbies, travel, exercise self-care, and pursue other passions. In a nutshell: better work-life balance. This increased overall happiness can severely impact how people feel about their employer, and, in turn, boost their loyalty. So it’s a win-win.

Better health for everyone

It’s not just the physical stress that takes a toll; work demands can wreak serious havoc on employees’ mental and emotional well-being. This couldn’t be truer than during the height of the pandemic, which saw a surge of people suffering from depression, anxiety, and other mental health issues. With more time off, workers can more easily schedule doctor’s appointments, go to the gym, and focus on self-care. In turn, the company will have to deal with fewer sick and vacation leaves from the staff, boosting the daily workforce.

Enhanced creativity

When you take burnout out of the picture, you get more energised team members, making them better, more insightful, and original thinkers. A relaxed state of mind, after all, is crucial for creativity.

Cons of a 4-Day Workweek

Like any work arrangement, this alternative setup doesn’t come without challenges. Here are some:

It’s not for every business model

Some organisations simply can’t shut down for three days a week, such as hospitals, government offices, and other essential services. Shops and restaurants, for example, make the most profits on weekends, so closing from Friday to Sunday is out of the question.

It may not work for all employees.

Workers who sit in front of their laptops most of the day may have the capacity to compress their workweek. However, how about those at the production line or staff with quotas to fill? Unless the company can implement the same setup for all, there’s the risk of facing inequality concerns amongst the workforce, which can fuel feelings of resentment and dissatisfaction.

The wrong implementation can cause more burnout.

A recent survey found that many Singaporeans are worried that a four-day workweek may mean longer work hours (from eight to 10 hours). This fear is valid as employers are likely to demand more dedication during the four days. Plus, staff may be forced to cram more activities—meetings, oculars, etc.—into their schedules, resulting in more intense work shifts.

It can be costly for employers, too.

Sure, companies can save on operating costs, but paying the same salary for fewer hours can be expensive for some employers, especially if workers do not deliver the same output as expected.

It may lead to decreased customer satisfaction.

One less day of work means one less day for customers to access a company’s products, services, or manpower—a fact that can significantly affect the business’ overall performance. It is where automation and other AI-powered technologies can come in handy, but at a cost.

Negotiating For A 4-Day Workweek

If you think a four-day workweek is something you and your company can benefit from, you can try to negotiate your way to this alternative work arrangement. You can try these steps:

Assess the feasibility in your workplace.

If your company has already adapted flexible setups, such as remote or hybrid working, then there’s a good chance a 4-day workweek can also work for you. Gather facts that can support your request, such as data on the benefits, how it can boost productivity, as well as cost-effectivity. You may also check out similar businesses that are already going the 4-day route and learn from their best practices.

Get support.

Educate your colleagues about the potential advantages of restructuring the workweek and ask for their feedback. If you can get their support, you have a better shot at convincing management.

Discuss with your manager or supervisor.

Schedule a meeting with your boss to discuss the possibility of implementing a shorter workweek or reduced hours. Prepare all the information you’ve gathered and present them respectfully. It might be good to suggest a trial period at first to show your willingness to adjust and re-evaluate with them.

Making It Work

Shifting to a compressed workweek can be a drastic shift for most companies, so it’s important to have robust and data-driven conversations about the topic—and ideally a pilot program—before actual implementation.

And while it remains to be seen whether the four-day workweek is indeed the future of the Singaporean workplace, what’s certain is that employees and employers alike must remain agile in adapting to changes and facing new challenges. Aside from continuing to thrive in the increasingly competitive business landscape, companies should strive for increased focus on employee health and well-being, more so now in the new normal.

It’s also essential for employees to remember to actively take time away from work and schedule rest, especially when feeling overwhelmed or unwell. Ultimately, you are responsible for your well-being, so you can make the necessary changes as needed—for your benefit.

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