Ryan FowlerAs the conversation around workplace flexibility heats up following the Employment Rights Bill 2024, fresh research highlights Gen Z’s overwhelming support for the four-day workweek as a game-changer for job attractiveness.
A recent poll conducted by Development Beyond Learning (DBL), an international learning and development leader specialising in early talent, reveals that 93% of Gen Z respondents believe a four-day workweek would make jobs more appealing.
The survey, in collaboration with Gen Z consultancy Thred Media, gathered insights from 200 participants, showcasing a generation keen on reshaping workplace norms.
“With Gen Z poised to make up 30% of the global workforce by 2025, their perspectives matter,” says Pete Humphreys, CEO of DBL. “Our research is a starting point for employers looking to innovate and attract early talent by reimagining the traditional workweek.”
The poll underscores Gen Z’s prioritization of work-life balance, revealing that 90% of respondents believe a four-day workweek would improve their mental health. When asked how they’d use the extra day, responses included rest and self-care, pursuing hobbies and personal passions, spending time with friends or family, learning new skills, or volunteering.
Jenk Oz, founder and ceo of Thred Media, adds, “Gen Z isn’t more complex than previous generations, but our priorities are shaped by today’s fast-paced, tech-driven world. Employers must adapt to these shifts if they want to attract and retain the best talent.” The survey found that 71% believe a four-day workweek would make jobs significantly more attractive, with another 22% seeing it as a factor in boosting job appeal. Additionally, 55% think they would be more productive working fewer days, and 56% are willing to accept a small pay reduction for a reduced work schedule. Preferred models for this reduced week include shorter hours with no pay cuts, favoured by 51%, while 34% prefer a compressed schedule with longer daily shifts over four days, and 15% remain undecided.
Despite this enthusiasm, there are concerns. Pay reductions and financial stability are critical considerations, with 82% emphasising the need to maintain current salary levels. Team collaboration and micromanagement risks were also noted as potential drawbacks. However, the overwhelming sentiment is positive, with the majority of participants believing a four-day workweek would enhance their work-life balance through reduced burnout, increased motivation, and more personal time.
As talent competition intensifies, particularly for Gen Z, organisations must innovate to stay ahead. Humphreys advises, “The four-day workweek isn’t just about productivity; it’s about creating workplaces that align with the evolving priorities of a multi-generational workforce. Companies need to balance the needs of all employees, regardless of their generation. We are a diverse population and workforce and that needs to be replicated in the way we think about our working week.”
