Would a four day work week be better for working mums?

Under Labour’s proposals, full-time workers could be given the right to ask their employers to work a four-day week.

This is part of the government’s plans to increase flexible working.

There have been lots of debates about whether a reduced work week would be better for employees when it comes to achieving a healthier work-life balance.

So what could it mean for working mums? The ones who have traditionally borne the brunt of ‘unpaid’ labour – i.e. housework and childcare responsibilities – on top of a paid job? Well, a four day week could lead to…

Less “mum guilt”

Known as the “motherhood penalty”, many mums fear that having children means the end of their career – or at least the end of their progression.

And while that should never be the case, there is a troublesome stigma that leads women to feel guilty in two different ways: one, the “mum guilt” of not being present enough for their children and two, the “employee guilt” of not being present enough in their job.

This split can create a lot of stress for working mums who can’t seem to strike the right work-life balance because of dual commitments. So, being able to have an extra day of the week they can use to be with their children could go a long way.

Higher productivity and morale

If working mums know they have a three-day weekend ahead of them, this may actually be a booster for productivity and morale on the job.

While their hours may be reduced, this might actually be a catalyst to get the work done – and having the extra time to rest has its benefits too.

Having less time to get work done can give employees a greater level of focus and determination to achieve more in a shorter space of time.

The 2022 trial coordinated by non-profit 4 Day Week Global in partnership with think tank Autonomy, found that company revenue increased by an average of 1.4% during the trial period. [Editor’s note: The 4-day week campaign is about wellbeing and working more efficiently, doing four days, but being paid for five, and not about cramming five days work into four, ie compressed hours].

While a downside might be that employees get overly stressed and burnt out from trying to do the same amount of work as they would on a five-day week, this depends on the employee and whether the workload itself is manageable.

Better financial health

We all know that childcare is costly. So if working parents can use their extra day off enjoy quality time with their kids – rather than paying childminder or nursery fees – it would give their financial health a significant boost.

This has the added perk of helping employers attract top talent.

Higher salaries aren’t the only way incentive for employees. With a four-day week, working parents will enjoy reduced burden on their finances – making any company that offers a four-day week an attractive prospect for jobseekers.

Greater employee wellbeing

A four-day week can be a huge positive for employee wellbeing.

Again in relation to that healthier work-life balance and the ability to manage childcare more easily, this can help reduce stress and promote a happier lifestyle overall.

When working mums have an arrangement that suits them and feel able to keep on top of all their responsibilities in and out of work, it can help foster a healthier lifestyle overall.

… but potentially more workplace stress

The benefits for a four-day are clear. But depending on how you implement this model, it could lead to worsened wellbeing for employees.

Staff could feel pressured to complete an unmanageable workload within a shorter timeframe. This could lead to higher chance of mistakes, rushed work, or poor morale. Plus, employees could feel like they have no choice but to work on their time off anyway.

So if employers decide to introduce a four-day week, it’s important that they discuss their next steps with a trained HR professional. They can help them to roll out an effective model that works for their business – and the right policies and procedures to make it happen.

*Kate Palmer is HR Advice and Consultancy Director at Peninsula which provides HR and health & safety support for small businesses.

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