As workplace flexibility becomes an increasingly important topic, new research has highlighted the overwhelming support for a four-day workweek among Generation Z. A recent survey by Development Beyond Learning (DBL), in partnership with Gen Z consultancy Thred Media, reveals that 93% of respondents from Gen Z believe a shorter workweek would significantly improve job attractiveness.
The survey, which gathered responses from 200 participants, suggests that the traditional five-day workweek may be out of step with the expectations of the upcoming generation entering the workforce. With Gen Z set to make up 30% of the global workforce by 2025, their preferences could have a major impact on how businesses structure their working environments.
Pete Humphreys, CEO of DBL, said, “Our research offers key insights for employers looking to attract and retain early talent. With Gen Z’s unique values and priorities, a four-day workweek could be a major factor in reshaping the future of work.”
Mental Health, Productivity, and Flexibility: Gen Z’s Priorities
The survey highlights Gen Z’s strong prioritisation of work-life balance. An impressive 90% of respondents believe that a four-day workweek would improve their mental health. When asked how they would spend the additional day off, a third (31%) said they would use it for rest and self-care. Another 27% would devote the time to pursuing hobbies and personal passions, while 22% would spend more time with friends and family. The remainder would either learn new skills or engage in volunteer work.
Jenk Oz, founder and CEO of Thred Media, commented, “Gen Z isn’t more complex than previous generations, but our priorities are shaped by the fast-paced, tech-driven world we live in. Employers must adapt to these shifts if they want to attract and retain the best talent.”
Survey Results: Models for Change
The survey also sheds light on the preferred models for a four-day workweek. Half (51%) of the respondents favour shorter hours without any pay reduction, while 34% prefer a compressed schedule with longer daily shifts. Only 15% of those surveyed remained undecided or found neither option appealing.
Additionally, 71% of Gen Z participants believe a four-day workweek would make jobs significantly more attractive, while 22% consider it an important factor in boosting job appeal. More than half (55%) of respondents believe they would be more productive working fewer days, with 56% willing to accept a small pay reduction for a reduced work schedule.
Challenges to Consider
Despite the widespread enthusiasm, Gen Z respondents also voiced concerns. Many highlighted the importance of maintaining salary levels, with 82% indicating that pay reductions would be a major consideration. Other concerns included the potential for challenges in team collaboration and micromanagement risks associated with reduced work hours.
However, the overall sentiment remains positive, with most participants believing a four-day workweek could lead to better work-life balance, reduced burnout, and increased motivation.
What Employers Need to Know
As competition for talent intensifies, particularly with the arrival of Gen Z into the workforce, companies will need to innovate to stay competitive. Pete Humphreys advises employers, “The four-day workweek is not just about productivity; it’s about creating workplaces that resonate with the evolving priorities of a diverse workforce.”
The research underscores the growing importance of rethinking traditional workplace structures in order to attract and retain top talent. As the question of whether employers will embrace the four-day workweek continues to be discussed, the focus now shifts to when it will become a mainstream practice.