As the workplace continues to evolve, one topic is generating considerable buzz: the potential of a four-day work week. Following the introduction of the Employment Rights Bill 2024, new research suggests this could be a powerful draw for Gen Z talent.

The findings of a recent survey by Development Beyond Learning (DBL), a global leader in learning and development for early talent, reveals that 93 per cent of Gen Z respondents see the four-day work week as a way to make jobs significantly more appealing.

Partnering with Gen Z consultancy Thred Media, the poll gathered insights from 200 participants, highlighting a generation eager to challenge traditional workplace structures.

“With Gen Z poised to make up 30 per cent 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.”

Gen Z’s view: Mental health, productivity, and flexibility

The survey sheds light on the priorities of Gen Z workers, particularly their focus on work-life balance and mental health. A striking 90 per cent of respondents believe a four-day work week would improve their mental health, with their plans for the extra day revealing a strong focus on personal wellbeing:

  • 31% would prioritise rest and self-care;
  • 27% would explore hobbies or personal passions;
  • 22% would spend time with family and friends;
  • The rest would focus on learning new skills or volunteering.

For Jenk Oz, founder and CEO of Thred Media, the findings reinforce the idea that employers must adapt to meet the needs of younger workers.

“Gen Z isn’t more complex than previous generations, but our priorities are shaped by today’s fast-paced, tech-driven world,” he explains. “Employers must adapt to these shifts if they want to attract and retain the best talent.”

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What does Gen Z want from a four-day work week?

The research also offers a closer look at what Gen Z workers envision:

  • 71% believe it would make jobs significantly more attractive, with an additional 22% seeing it as a positive factor.
  • 55% say they’d be more productive working fewer days.
  • 56% are open to a slight pay reduction for a shorter schedule.

When it comes to implementation:

  • 51% prefer shorter hours with no pay cuts.
  • 34% favour a compressed schedule with longer daily shifts.
  • 15% remain undecided or find neither appealing.

Explore ITN Business’ interview with CIPD’s Chief Executive Peter Cheese, featured as part of our Future of Work: People, Culture, Tech programme launched in 2024.

Challenges to consider

Despite its appeal, some respondents expressed concerns about a reduced work week. The biggest worries included:

  • Financial stability: 82% of participants emphasised the importance of maintaining current salary levels.
  • Team collaboration: Reduced schedules could impact the ability to work cohesively.
  • Micromanagement: Concerns about how flexibility might lead to greater oversight.

A call for innovation

The message to employers is clear: as competition for talent intensifies, particularly for Gen Z, innovation in workplace practices will be key. The majority of survey participants believe a four-day work week would enhance their work-life balance, reduce burnout, and increase motivation.

Pete Humphreys sums it up: “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.”

As Gen Z continues to shape the future of the workforce, employers face an important decision. Will they embrace the four-day work week to attract and retain top talent? Or risk falling behind as younger workers seek organisations willing to evolve?

RELATED: Explore our 2024 programme on The Future of Work

What you need to know about the Employment Rights Bill

The Employment Rights Bill 2024 is crucial for both employers and workers, as it directly impacts workplace dynamics, rights, and expectations in ways that align with modern values and economic realities.

The bill reflects priorities like work-life balance and fairness, particularly valued by younger generations. Aligning with these changes can make businesses more attractive to top talent, including Gen Z.

Introduced in October 2024, the bill is expected to begin implementation in 2026 after consultations on the finer details of many reforms. This gives businesses adequate time to adapt, with accompanying guidance provided by the government​.

Key aspects of the bill include:

  1. Flexible working as the default: The bill builds on previous changes by making flexible working a default right from day one. While employers can still refuse requests based on statutory grounds, they now need to demonstrate reasonableness, potentially shifting workplace dynamics toward greater flexibility​
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  2. Stronger protections against harassment: Employers must take all reasonable steps to prevent harassment, including from third parties. This includes clearer requirements for risk assessments and policies to address such behaviours​
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  3. Expanded leave entitlements: Day-one rights now cover parental leave, bereavement leave, and protections against dismissal for pregnant workers. This reflects a broader emphasis on supporting work-life balance​
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  4. Zero-hours contracts and sick pay: Exploitative zero-hours contracts will be banned, allowing workers with consistent hours to request guaranteed hours. Statutory Sick Pay (SSP) will also apply from the first day of illness and to workers earning below the current lower earnings threshold​
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  5. Union rights and gender pay gap measures: The bill strengthens trade union protections, including reversing anti-union measures, and requires large employers to create action plans to address gender pay gaps and support employees going through menopause​
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These changes aim to align UK employment laws with modern needs, promoting fairness, flexibility, and greater inclusivity in the workplace. Businesses and employees alike should prepare for consultations on additional measures, such as “right to disconnect” rules and updated parental leave systems, expected in 2025​.