The 4-Day Workweek in Shift Operations: A Realistic Model for Success

Why is the 4-day workweek gaining importance?

The desire for a better balance between work and leisure time is growing. According to a representative survey by the Hans Böckler Foundation, 81% of employed people want a 4-day workweek—especially to have more time for family, recovery, and personal interests.

In his article "The 4-Day Workweek in Shift Operations" (HR Performance 3/2023), Dr. Andreas Hoff shows that this model is not only feasible in shift operations but particularly sensible.

Why are shift operations ideal for the 4-day workweek?

In shift operations, working hours and operating hours are decoupled anyway. This allows working hours to be designed more flexibly without affecting operations.

Furthermore, night and weekend work are highly stressful. Reducing the number of workdays per week increases recovery time and improves employee health.

What benefits does the 4-day workweek bring to shift work?

Dr. Hoff identifies several key effects:

• easier recruitment and higher retention,
• lower absenteeism rates,
• better recovery and performance capability,
• stable income conditions despite shorter working hours.

Due to surcharges for night, Sunday, and public holiday work, shift workers on a 32-hour week often earn a similar amount to those working 37.5 hours on day shifts—in some cases even more.

How can the 4-day workweek be practically implemented?

In his calculations, Hoff shows that 4-day models can be implemented in all common shift systems—from 1-shift operations to fully continuous 5-shift systems.

The decisive factor is that employees with a desire for longer working hours can take on extra shifts, while others realize shorter weeks. This creates a flexible system that balances operational requirements and individual needs.