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<p>This article offers a&#xa0;comprehensive perspective on the 4‑day working week from the point of view of companies and employees. A&#xa0;systematic overview based on an online literature review of international and German pilot projects is used to present both the experience gained and the key business figures. Positive results of the pilot projects on the four-day week include increased employee satisfaction and a&#xa0;reduction in absenteeism. However, the effects on productivity and environmental benefits are mixed. Negative results can be seen in the challenges of personnel planning and a&#xa0;possible intensification of employee performance monitoring.</p><p>In addition, the study examines the current wishes and expectations of employees with regard to the 4‑day working week and how they would organize the additional day off. The study uses a&#xa0;cross-sectional research design and is based on an online survey and a&#xa0;sample of employees (<i>N</i> = 626), with descriptive analyses being carried out. The results show that younger employees and female employees in particular prefer the 4‑day working week, ideally with full pay compensation. In addition, employees have clear ideas about how they would like to use the day off, for example for further training, errands, hobbies, side jobs or voluntary work. Only 6.5% of respondents.</p><p><i>Practical relevance</i>: Despite the widespread desire of many employees to reduce the number of working days, no decision has yet been made in favour of a&#xa0;4-day week due to numerous arguments against it. This study therefore aims to summarize the results of pilot studies already carried out—both in Germany and internationally—and to present empirical data on the 4‑day working week. It also examines the expectations of employees with regard to this topic, including the organization of the possible day off. In addition, the study analyses how employees can identify optimization potential in organizations that can lead to more flexibility, even without a&#xa0;4-day working week. Managers can derive possible fields of action in their organization from the results presented.</p>

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Die Zukunft der 4-Tage-Arbeitswoche – Eine systematische Analyse von Pilotprojekten, wissenschaftlichen Studien und Konzepten zur Struktierung des zusätzlichen freien Tages

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  • 出版模式：

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  • 发表日期：

    2025年5月23日

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  • Katja Stamer

摘要

This article offers a comprehensive perspective on the 4‑day working week from the point of view of companies and employees. A systematic overview based on an online literature review of international and German pilot projects is used to present both the experience gained and the key business figures. Positive results of the pilot projects on the four-day week include increased employee satisfaction and a reduction in absenteeism. However, the effects on productivity and environmental benefits are mixed. Negative results can be seen in the challenges of personnel planning and a possible intensification of employee performance monitoring.

In addition, the study examines the current wishes and expectations of employees with regard to the 4‑day working week and how they would organize the additional day off. The study uses a cross-sectional research design and is based on an online survey and a sample of employees (N = 626), with descriptive analyses being carried out. The results show that younger employees and female employees in particular prefer the 4‑day working week, ideally with full pay compensation. In addition, employees have clear ideas about how they would like to use the day off, for example for further training, errands, hobbies, side jobs or voluntary work. Only 6.5% of respondents.

Practical relevance: Despite the widespread desire of many employees to reduce the number of working days, no decision has yet been made in favour of a 4-day week due to numerous arguments against it. This study therefore aims to summarize the results of pilot studies already carried out—both in Germany and internationally—and to present empirical data on the 4‑day working week. It also examines the expectations of employees with regard to this topic, including the organization of the possible day off. In addition, the study analyses how employees can identify optimization potential in organizations that can lead to more flexibility, even without a 4-day working week. Managers can derive possible fields of action in their organization from the results presented.