Guidance on 4 Day Working Week Requests

As part of the make work pay plan, the government is considering new laws to allow employees the right to request a 4-day working week. In this article we explore how these proposals could impact employee mental health and offer expert advice on what this means for your business and how to handle these requests.

Is the UK going to have a four-day work week?

Not officially, the Department for Business and Trade has said. "We have no plans to impose a four-day working week on employers or employees," a spokesperson said. However, a four-day week could come in the form of “compressed hours”, which The Telegraph reported may feature in a new law which would legally oblige companies to offer flexible working from day one, except in jobs where it is “not reasonably feasible”.

Mental health benefits

A four-day work week improves employees’ health in numerous ways, from reducing anxiety and stress to enabling better sleep and more time for exercise, according to a large new report.

For many workers, a four-day week translated to better health. About 40% of respondents said they experienced less work-related stress, and 71% reported lower levels of burnout. More than 40% of employees said their mental health had improved, with significant portions of the group reporting decreases in anxiety and negative emotions.

Strengthening worker’s rights

Labour plans to strengthen the existing rights and protection for employees, including pregnant workers, whistle-blowers, workers who have been made redundant, workers subject to TUPE (Transfer of Undertakings Protection of Employment) processes, and for workers who are having grievances. This will mean that employers have to update their internal documentation and policies to reflect this right.

Day one rights

Another promise is that they want to remove the qualifying period for employees and workers to receive basic rights, such as unfair dismissal, sick pay, and parental leave. Meaning this will be available from day one. There will be flexibility to dismiss employees during the probation period.

Flexible working

Labour has promised that flexible working will become a default day one right for all workers, except for situations where it's not reasonably feasible. Employees already have the right to request flexible working and employers have a legal responsibility to respond to these requests.

Family friendly policies

As with the day one rights, the government have promised to make Parental leave a day one right and introduce the right to bereavement leave. This will mean that it can be unlawful to dismiss a pregnant employee for six months after returning from maternity leave for example.

Zero-hour contracts

The ban of ‘one-sided’ flexibility will give employees the right to a regular contract that reflects the hours they’ve worked and be compensated for cancelled shifts.

Menopause

Employers that have over 250 employees will be required by law to produce a Menopause Action Plan. This will mean that employers will have to implement a plan to help support employees who are going through the menopause. Employers with fewer employees, will be provided with guidance on what types of measures they should be implementing.

Mental Health & Stress Management

Labour have committed to reviewing health and safety legislation to make it fit for now and the future, including raising the awareness of neurodiversity in the workplace and the provision for stress and mental health.