In 2022, we took the leap… not just into fewer days, but into an elevated way of working altogether. One that’s driven by people-first thinking, efficient planning, and a deep belief that less absolutely can be more!
And, no cut in salary. In fact, when we made the switch, our salaries went up to help with the increasing cost of living!
You know what we say… “We love numbers, but people are our passion”
So, what did we change? What have we learnt? And most importantly, would we do it all again?
(Spoiler alert… yes. 1000 times.)
The numbers
Since making the move, our team now works an average of 179 days a year – that’s less than half the year spent working!
This means, with one day off each week (over 52 weeks), plus our annual leave, we now enjoy around 75 paid days off per year compared to the UK standard of 28 – that’s nearly three times more!
But, it’s not just about the time off, it’s about what you do, or what you’re able to do, with that time.
“More time with my family” – Charlie Metters
“I can have a full life alongside my work. I have the time to dedicate to hobbies and other fun stuff, as well as helping others, and general life admin so I can enjoy the weekends in full” – Megan Searle-Thomas
“Having my Wednesdays off is just pure joy, honestly! Being able to spend an extra day a week doing what I love and what relaxes me feels so important.” – Rebecca McCann
For some, that extra day means extra savings too.
With 47 fewer commuting days a year, each member of the team saves an average of £470 in travel costs (£9,400 across the team)!
For our working parents, the impact is even more tangible, the four-day week can save an average of £2,640 a year in childcare fees for under-fives. And, for some families, particularly those with children under two-years-old, savings can reach £3,800 annually!
“I have an extra day to look after my child, reducing our nursery fees!” – Meg Smith
“I’ve always been part-time due to childcare, but now I get paid a full-time equivalent. I’m no longer out of pocket for working fewer days because of family.” – Charlie Metters
And the data backs it up:
(We’re accountants… we LOVE the data)
In the UK’s trials of the four day week, where 3,000 employees were asked about their working weeks:
Less stress. More living.
We chatted to fellow four-day-weeker, Agile, who embraced the four-day week last year. They put together a fantastic collection of blogs talking about the why, including some myths that come along with the four-day week.
5 reasons why we embrace a 4-day work week at Agile
How we make a 4-day week work for us
“The four-day week is a trending topic among businesses, and Whyfield inspired us to make the leap. By maintaining employee salaries and offering flexibility with our GSD [get stuff done] day, they demonstrated that a business can still run smoothly and meet client needs while granting employees a healthier work-life balance. Following their example, we have embraced this change, ensuring our team remains productive and energised, while continuing to provide exceptional service to our clients.” – Charla Symons, Agency Manager at The Agile Communications Agency
The planning
Let’s be clear, this wasn’t an off-the-cuff decision. The ‘ugly’ part of this shift was all the behind-the-scenes planning. A four-day week only works when it’s built on solid foundations, smart planning, and intentional boundaries.
In brief, our four-day week works like this:
All of the above allows us to be fully present for our clients all week, while also benefitting from greater work/life balance.
The team had to upgrade how we work, communicate, and manage time. This meant tightening up processes, increasing clarity around availability, and protecting our time.
“I’ve learnt to be more protective of my time. Meeting agendas are a must. Noise-cancelling headphones and timers help me stay focused and on task” – Megan Searle-Thomas
“I have to be more organised at work – there’s no other way around it. I also get up earlier now to set me up for a good day” – Esme Homer
“I’m stricter with my time.” – Kelsey O’Leary
“I’m much more productive on the days I am working because I know I have my Wednesdays off.” – Rebecca McCann
Of course, with everything, there are challenges:
“Having a three-day weekend sometimes means that deadlines feel a lot sooner.” – Rachael Eddy
“Trying to squeeze the workload into 4 days, especially when at capacity.”– Amethyst Newman
But, it’s worth it. With a little extra planning, clear expectations, and mutual support, the team have made it work. Communication is key!
Culture, collaboration, and care
We’ve seen a noticeable shift in how our team supports each other and works together. People know each other’s non-working days, we plan accordingly, and morale has never been higher.
“The culture is positive, less stressed, and more rested. People are barely ever off sick or leaving early for appointments.” – Cherie Cheesman
“I believe it’s helped the team’s focus and productivity. We see far less time off for appointments now, which helps with client delivery.” – Roxane Neave
“Everyone knows each other’s non-working days, so it’s easy to know when people are in for support.” – Madi Roberts
“It’s definitely boosted morale. Communication hasn’t suffered – we all work around each other.” – Rebecca McCann
And, it’s created meaningful personal moments that otherwise might not have been possible if they’d still been working a standard five-day week.
“It’s the only day I get to see my children when they come home from school.” – Roxane Neave
“Having Thursday off means I can still take Abi [my daughter] to her swimming lessons with the same group we’ve been with since she was born.” – Amethyst Newman
“It’s my cleaning and PJs day.” – Meg Smith
“No more Monday blues on a Sunday!” – Jess Crook
“I am able to have lunch with Matt [my husband] one day a week and we actually see more of each other considering he works a lot.” – Rachael Eddy
So, it’s been three years. But, is it sustainable for the longer term?
We asked the team this too, and how they’re feeling, not just now, but how they think they will feel in the long term. Here’s what our own set of stats say:
How has the four-day week affected your work/life balance?
84% of the team said, Greatly improved : I have noticeably more time and energy for life outside of work, and it’s made a big difference.
11% of the team said, Slightly improved: it’s helped me feel more balanced, even just a bit.
How would you rate your productivity compared to when we (or you) worked five days?
60% of the team said, Much higher: I get more done in less time and feel significantly more focused and efficient.
18% of the team said, Slightly higher: I’m a bit more productive overall
How sustainable do you find the four day week long term, for you personally?
79% of the team said, Very sustainable: I can see this working well for me long into the future
16% of the team said, Somewhat sustainable: it works well, but can have some challenges
After three years (or just 537 working days for us) we can confidently say, it works. It works because we have made it work for our clients, our team, and for the kind of business we are and strive to be.
It’s made us better at managing our time, more intentional with our work, and more present in our lives.
Happy and fulfilled people do great work. Who wouldn’t want to work with a company like that?
“I would say it has benefitted me even more than I could have ever thought, to the point where I don’t know how I ever managed a five-day week!!” – Rebecca McCann
“I brag about it to anyone I meet who asks where I work.” – Cherie Cheesman
And, if you’re still wondering if it’s possible to balance high standards with less time at the desk… well, we’re proof that it is.
Here’s to many more years of a getting as much out of life as we can!
If you’d like to chat to us more about the four-day week, any tips on planning, or any hurdles you think you might come up against, please feel free to get in touch!
Give us a call on 01872 267 267, email us contact@whyfield.co.uk, or message us on WhatsApp 0777 49 39 111
Plus, there is plenty of information on the 4-Day Week Foundation website, for both employers and employees, to make this work for you, or start the conversation.