A four-day work week: the pros and cons

6 mins read
A Four Day Work Week The Pros And Cons

about 2 years ago

​The past 16 months have given organisations time to consider how they operate, including the number of hours and days they require employees to work.

It is no secret that the coronavirus pandemic has transformed the way we work in the UK, with many businesses having to abandon the office to work from home almost overnight. As well as this, over the last year we have seen the introduction of the Coronavirus Job Retention Scheme and the challenge of juggling home schooling, leaving many employers no choice but to allow for flexible working arrangements.

With this sudden shift to working from home and an increase in hybrid working, we have seen more and more conversations around work-life balance and businesses questioning their ‘typical working week’.

The five-day work week has become a cultural norm, especially in the UK, but after more than a year of change, is it time to rethink this approach and, if we do, would businesses continue to succeed? Or would productivity take a hit?

We asked our LinkedIn followers: “Would you consider changing your company’s working hours to a four-day working week?”. With 919 votes, 50% said yes, but with the same hours, 33% said yes but with reduced hours, 12% said no, and 6% said they would consider it, but not at this time.

With 83% of those surveyed in favour of a four-day week, there are many considerations companies must make when deciding if this is a course of action they would be willing to take.

What is the case for a four-day work week?

A four-day work week can be defined in two ways; the first is when an employee compresses their full-time hours (typically 35 hours) over a four-day period. And the second is reducing an employee’s hours (typically to 28 hours) over four days, so they are then able to have a three-day weekend.

Many argue that, while the five-day work week used to be effective in the 19th century, it no longer suits the needs of the modern-day professional.

With the evolution of technology, some day-to-day tasks are significantly more time-efficient, and with an uplift in office-based roles, we are seeing an argument that longer work hours do not necessarily mean staff are more productive.

Notably, over the last couple of years, many countries across the globe including Japan, New Zealand, Spain - and most recently Iceland - have trialled the four-day work week to research the effect it has on its employees.

Microsoft trialled four-day weeks in its Japanese offices and found the shortened work week led to more efficient meetings, happier workers and boosted productivity by a staggering 40%. Similarly, Iceland undertook a trial which monitored employees working reduced hours over a variety of public sector workplaces and found it to be an overall success, with 86% of the country's workforce now on a shorter work week for the same pay.

In an article for the BBC, Will Stronge,  Director of Research at four-day week consultancy Autonomy, said: “It shows that the public sector is ripe for being a pioneer of shorter working weeks - and lessons can be learned for other governments.”

In the UK, many businesses have also trialled the four-day work week, and some have even made the permanent switch. Gloucestershire-based PR agency Radioactive Public Relations trialled a four-day week for six months and found the business was even more profitable and employees’ sickness days were halved.

What are the advantages of a four-day working week?

Large and small-sized companies trialling the concept have created an evidence-base of the benefits a four-day working week could bring to your organisation.

An increase in productivity levels

Research has shown that working fewer hours boosts productivity levels. With employees spending less time at work, they can feel happier and more fulfilled, leading to them focusing on their job when in the workplace.

A large New Zealand business, Perpetual Guardian, trialled a four-day work week and found not only a 20% rise in productivity, but work-life balance scores increased from 54% to 78%.

Environmental and cost-saving benefits

Shortening your working week means that employees do not need to commute as much, reducing their carbon footprint.

As we have seen throughout the pandemic, those businesses with employees working on the same four days can save on overheads and in some cases even be eligible for tax relief.

Happier employees and fewer absences

According to mental health charity Mind, one in six people report experiencing a common mental health problem in any given week in England, and one in five agreed that they have called in sick to avoid work.

Four-day work weeks leave employees more time to focus on personal development or spend time with loved ones. This will not only increase employees’ happiness, but can contribute to fewer burnouts, leaving them to be more focused and happier in their role.

Better recruitment and retention

The increase of hybrid working and remote working during the pandemic has led to employees wanting greater flexibility from their employers.

The CIPD reported that the majority of people think flexible working is positive for their quality of life, and 30% of people think it positively affects their mental health. So, offering potential new and existing employees a flexible working pattern is a fantastic way of attracting and retaining talented professionals.

What are the disadvantages of a four-day working week?

Whilst there are benefits to a four-day work week, there are disadvantages too:

"A four-day work week wouldn’t work practically because of the need to cover more shifts during a time where we are already facing staff shortages."

Not all industries can participate

Unfortunately, the four-day working week model does not suit every sector. Some businesses or professions require a 24/7 presence which would make a shortened work week unpractical and, in some cases, delay work - creating longer lead times.

A nurse who wanted to remain anonymous expressed her reservations about a four-day week in the healthcare sector, saying: “As an A&E nurse a four-day working week wouldn’t work practically for us. Currently, we work long 12+ hour shifts in order to have four days off, which I prefer as it provides more of a work-life balance. However, while I know a four-day working week would be better for some of my colleagues due to childcare, the shorter, more regular shifts we would have to do on a four-day week wouldn’t work. It would mean the need to cover more shifts during a time where we are already facing staff shortages.”

Unutilised labour

A four-day week is not for everyone; some employees prefer the structure of a five-day working week or would prefer to put in more hours than a four-day working week offers.

Likewise, some professions have tasks which simply take more time than others, which would lead to paying more in overtime or drafting in further staff to make up the shortfall (as happened in healthcare for the Icelandic study), which can ultimately become expensive.

Final thoughts: should your business adopt the four-day work week?

Although the shortened work week has taken off in many European countries and been successful for many UK businesses, it is an extreme approach for a company to take and requires a shift in mindset from the employer and employees for it to work effectively, so it may not be for everyone.

While a more flexible approach on working hours is now expected from employees, a less disruptive, more gradual process would be adopting a hybrid or flexible working policy instead.

Likewise, as mentioned above, the four-day model may not work for all sectors. What studies and data have proven is that organisations who are putting more focus on maintaining staff wellbeing, engagement, morale, and productivity are reaping the benefits.​

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Teacher resignation letter template – free download
2 mins read

Teacher resignation letter template – free download

​Resigning from a teaching role can be difficult, regardless of the length of time spent at a school. It can be something of an emotional rollercoaster, with the excitement of the future dampened by the prospect of sharing your news with the department head or head teacher.  

The manner in which a teacher resigns can have a lasting impact. A positive resignation process not only benefits the departing teacher but also the school community, and the first step of the journey involves writing the resignation letter, which is arguably one of the hardest tasks. 

Resignation etiquette: getting it right 

However thrilled you may be about leaving your teaching role, it’s imperative to maintain professionalism. By providing ample notice and following proper procedures, you demonstrate your commitment and respect for the school you are leaving. This reflects well on your reputation and can contribute to maintaining good references for future career opportunities.  

Teachers are bound by set resignation dates to allow for suitable replacements to be found, so planning ahead is key for a smooth departure at the end of the spring, summer or autumn term. Resigning well helps minimise disruption to students’ education and ensures continuity in the learning environment.  

Resigning with integrity also allows teachers to depart on amicable terms, preserving professional relationships and networks. In the small world of education, where connections often extend beyond individual schools, maintaining relationships with former colleagues and administrators can be invaluable for future career opportunities, whether through networking, references, or collaboration on future projects. 

A resignation letter template can facilitate the exit process by providing a structured framework. Templates ensure that essential information, such as the intended last working day and any necessary follow-up actions, is clearly communicated, while also allowing personalisation to reflect gratitude for time spent at the school and reasons for leaving. 

Using a resignation letter template also helps ensure that all necessary details are included, reducing the risk of misunderstandings or oversights during the exit process. This can help to streamline the administrative aspects. 

Take some of the stress out of resigning. Our template will ensure you leave on a high note, freeing you up to focus on a happy and productive notice period. 

Download our free teacher resignation letter template to help smooth your exit using the button at the top of this page. 

Five steps to creating a standout EVP for your school
4 mins read
  1. Article

Five steps to creating a standout EVP for your school

​An employee value proposition (EVP) encompasses the unique benefits and offerings that an employer provides its employees in exchange for their skills, experience, and commitment. It goes beyond the salary and benefits on offer, to encompass elements such as company culture, professional development opportunities, work-life balance, and the overall employee experience. A strong EVP will help attract top professionals while fostering employee engagement, satisfaction, and retention.

Having an EVP that stands out is essential for schools. Ultimately, schools with a positive reputation attract better, and more, teaching staff, whereas negative reviews and stories of poor leadership, excessive workloads, or toxic environments can deter people from applying to certain schools.

Key components of a standout school EVP

A compelling mission and values

Schools with a clear and inspiring mission and values are more likely to attract passionate and dedicated classroom- and non-classroom-based staff. Prospective employees are drawn to schools that align with their personal and professional values and that offer them opportunities to make a meaningful impact.

A supportive culture

A positive and supportive school culture is a magnet for top education talent. Schools that prioritise collaboration, respect, and diversity create an environment where teachers feel valued, empowered, and motivated to excel. Schools where the senior leadership team cultivate a culture of trust, transparency, and open communication, have a greater sense of belonging and loyalty among staff members.

Professional growth and development opportunities

The best professionals seek opportunities for continuous learning and professional advancement. Schools can attract and retain high-calibre teachers by offering robust professional development programmes, mentoring opportunities, and career advancement pathways. Investing in employee growth not only enhances individual performance but also strengthens the school's reputation as a centre of excellence.

Work-life balance and wellbeing

While it can be a challenge for many schools to compete with other sectors’ ability to offer a great work-life balance and flexible working, it is not impossible. Flexible working in education can be achieved through timetable rescheduling, job sharing, allowing planning, preparation and assessments to be conducted offsite, and offering family-friendly policies. All these are great ways to improve teachers’ work-life balance, which is crucial for employee satisfaction and wellbeing.

Meaningful student impact

Because educators are driven by a desire to make a difference in students' lives, schools can attract passionate teachers and support staff by highlighting opportunities for meaningful student impact, such as innovative teaching approaches, extracurricular activities, and community engagement initiatives. Emphasising your school's impact on student success and personal growth resonates with mission-driven staff who are seeking to make a difference.

Five steps to creating a standout EVP for your school

Step one: Conduct and analyse research

Start by conducting research to understand the needs, preferences, and aspirations of your current and prospective employees. Analyse feedback from surveys, focus groups, online reviews, Ofsted reports, and exit interviews to identify areas for improvement and opportunities to enhance your EVP.

Step two: Define your unique value proposition

Identify the unique strengths and offerings that set your school apart from others. Articulate your EVP in a clear, compelling manner that resonates with your target audience. Consider and emphasise what makes your school an exceptional place to work and grow professionally. TipTip: speak to your staff and students to find out what they love about your school!

Step three: Communicate your EVP effectively

Promote your EVP through various communication channels, including your school's website, social media platforms, job postings, and recruitment materials. Highlight success stories and employee testimonials to showcase the impact of your EVP on employee satisfaction and engagement.

Step four: Involve your employees to drive engagement

Involve employees in the development and promotion of your EVP to foster ownership and engagement. Encourage staff members to share their experiences and insights with prospective candidates through networking events. Tip: referral programmes are also a fantastic way to encourage employees to promote your school with their contacts.

Step five: Continuously evaluate and adapt your EVP

Regularly evaluate the effectiveness of your EVP and adjust as necessary based on feedback and changing market trends. Stay attuned to evolving employee needs and industry best practices to ensure that your EVP remains relevant and competitive.

In conclusion

Creating a standout EVP is essential for schools seeking to attract and retain the best teaching talent. By focusing on these key elements, schools can differentiate themselves as an employer of choice. By implementing practical strategies for developing, promoting, and continuously improving their EVP, schools can build a strong foundation for recruiting and retaining top talent and achieving excellence in education.

If you are looking for a talented education professional to join your school, or seeking a new role yourself, get in touch with one of our specialist education consultants today.


The requirements to teach English in the UAE
3 mins read
  1. Article

The requirements to teach English in the UAE

Why relocate to the UAE as a teacher?

Living in the UAE is exciting, as a teacher, you can work in a diverse environment and teach students from different countries.

The UAE values education highly and invests heavily in the sector. However, like lots of other countries, the region needs more qualified teachers to meet demand. Therefore, if you decide that working as a teacher in the UAE is for you, you will have access to great resources and facilities that will allow you to make a positive impact on the lives of your students.

What’s more, relocating to the UAE as a teacher offers a range of benefits beyond the classroom, including a tax-free salary, a high quality of life with modern facilities, easy access to beaches and leisure activities, and to top it all off, the UAE is a gateway to world travel.

Whether you are looking to advance your career, experience a new culture, or simply enjoy a change of scenery, relocating to the UAE as a teacher could be a rewarding experience.

Key requirements to teach English in the United Arab Emirates

One of the key requirements to teach English in UAE schools is holding a bachelor's degree. in education or English along with a PGCE, PGDE or QTS.

Additionally, many schools in the UAE prefer to employ English teachers who hold a Teaching English as a Foreign Language (TEFL) certification. This certification demonstrates your expertise in teaching English to non-native speakers and can make you a more competitive candidate for open positions.

Another crucial requirement is the need to have a clear criminal background. The UAE have extremely high standards when it comes to safeguarding in the sector.

Previous teaching experience is often required by schools in the UAE. While some schools may accept new teachers, having prior experience enhances your teaching skills and therefore makes you a more desirable candidate for English teaching jobs in the UAE. Schools in the UAE typically look for teachers who are native English speakers or have an elevated level of proficiency in English.

In addition, obtaining a teaching license is essential. The teaching license validates your qualifications and expertise as an English teacher. It is important to research the specific requirements for obtaining a teaching license in the UAE to ensure that you meet all the necessary criteria.

So, let’s recap the list of required documents and certificates needed to teach English in the UAE:

1.      Citizenship from a recognised English-speaking country (Preferrable, but not required)

2.      Visa (provided after you secure a role within a school, funded by your new employer)

3.      Accredited TEFL Certification

4.      A bachelor’s degree

5.      Clean criminal background

Who can teach English in the UAE?

Most schools and language institutions in the UAE require English teachers to be native speakers. This is because native speakers are believed to provide students with an authentic language learning experience, including proper pronunciation and cultural insights. However, non-native English speakers who are fluent in English and meet the educational requirements may also find teaching opportunities in the region. Whether you're a native English speaker or a non-native speaker with a passion for language teaching, there are opportunities waiting for you in this vibrant country.

Benefits of teaching in the UAE

Teaching positions in the UAE offer a range of benefits that make the experience rewarding and unique. 

One of the most enticing aspects of teaching in the UAE is the tax-free income that teachers receive.

This means that you can enjoy your full salary, which are higher than those offered in the UK, without income tax deductions, allowing you to save money and experience a high standard of living. 

Alongside a teaching job, most schools provide a generous housing allowance. On top of this, if you relocate and have your own children, many schools offer discounted tuition fees for up to two children. along with medical insurance coverage.

Furthermore, teaching English in the UAE allows educators to work in well-equipped schools with modern facilities and resources. The UAE's education system is known for its high standards and innovative teaching methods, providing a dynamic and engaging work environment with plenty of opportunities to develop and progress.

If you are interested in teaching English in Dubai, Abu Dhabi, or other cities in the UAE, contact one of our experts today to find out more.