The four-day work week: Why more companies should adopt Kellanova’s lead in boosting employee morale and productivity

“I know how hard everyone works throughout the week, so to be able to give people half a day for themselves really helps them to recharge and improves productivity,” said Kellanova UK MD Chris Silcock.

In fact, the breakfast cereal giant found 66% of respondents would be willing to work harder during the rest of the week in exchange for a 4.5-day workweek.

The summer hours policy has been active at Kellanova UK for 21 years. It kicks in at the beginning of May and lasts through to September, with around 560 employees – both administrative and in the field – knocking off on Fridays at noon. Some of the company’s offices even offer the policy year-round.

“We believe that summer hours helps boost work motivation and inspires people to finish their work munch more efficiently,” Kellanova says on its website.

“More time away from desks, especially in warmer weather, gives people flexibility to enjoy long weekends, pursue hobbies and spend extra time with their family and friends.

“The provision of summer hours is one of the many things that makes working at Kellogg’s the special place that it is.”

Beyond the feel-good factor

The concept is proving to be beneficial in various studies and trials.

In 2018, New Zealand company Perpetual Guardian trialled a four-day workweek, keeping employees on the same pay. Researchers from the University of Auckland and Auckland University of Technology then analyzed results and found employee stress levels decreased by 7%, while their work-life balance improved by 24%.

Productivity remained stable or even increased during the trial.

A 2019 study by Microsoft Japan found a 40% increase in productivity, along with lower electricity costs.

Iceland conducted two large-scale trials (2015 and 2019) involving 2,500 workers on a reduced work week (35-36 hours with no pay reduction). Results showed increased productivity and service provision, as well as improvements in employee wellbeing and work-life balance.

Following the trials, around 86% of Iceland's workforce has since gained the right to work shorter hours.

Unilever New Zealand started a year-long trial of a four-day work week in December 2020 and again, found positive impacts on employee wellbeing and productivity.

In 2019, fast-casual restaurant chain Shake Shake, too, experimented with a four-day work week for its managers in select locations to gauge employee satisfaction and retention, while social media management company Buffer’s 2020 trial was so successful the company decided to make it a permanent change.

In 2021, the Spanish Government even announced a program to help companies with financial support while transitioning to the new workweek.

Of the 61 organizations that took part in the world’s biggest ever four-day working week trial, 51% have made the change permanent.

The UK trial attracted participation from a range of industries, from financial services to social enterprises and the F&B and hospitality sector. Around 2,900 employees took part in the six-month trial, which kicked off at the beginning of June 2022 and was run by 4 Day Week Global in partnership with Autonomy, the 4 Day Week Campaign and researchers at University of Cambridge and Boston College.

​“As hundreds of British companies have already shown, a four-day week with no loss of pay is a win-win for both workers and employers,” Joe Ryle, director of the 4 Day Week Campaign, told Bakery&Snacks.

“Numerous studies show that when organizations move to a four-day week, productivity is improved or remains the same and the wellbeing of workers dramatically increases.”

The pros and cons

Productivity remains stable or increases with a shorter work week, as employees tend to work more efficiently.

There is an improvement in employee mental health, reduced stress levels, less burnout and a better work-life balance.

As more time off can lead to higher job satisfaction and morale, companies report greater employee retention and reduced absenteeism.

Some have even reported lower operational costs for utilities and supplies by closing the office for an extra day each week.

Society, in general, will benefit. Fewer commuting days means lower carbon emissions, while employees with more free time might spend more in local economies.

There are, however, various practical, cultural, financial and logistical challenges.

Transitioning typically involves upfront costs for restructuring operations, training or hiring additional staff to cover gaps.

There remains a mindset that a five-day is the gold standard for productivity and commitment.

Managing different schedules can be challenging, particularly for larger organizations.

Most companies expect employees to make up the time they’re contracted to work, with some adopting the 10-hour day approach to maintain the same hourly load.

Not all employees find it easy to adapt to this schedule and fear workload intensity, while in some regions, labor laws decree that overtime must kick in after eight hours. Companies in the state of California, US, Canada, Japan, for example, would have to pay daily overtime.

In the EU, the Working Time Directive limits the average working week to 48 hours, including overtime. Any four-day work week arrangement must comply with these limits. The same is true in the UK, so existing agreements with labor unions may need to be renegotiated.

Certain industries – such as healthcare, retail and manufacturing – require continuous operations and staffing, making it difficult to implement the concept.

“The four-day week offers organizations the opportunity to redesign work for the 21st Century in a way that focuses on outputs, maintains performance and improves work-life balance,” Ryle told this site.

In fact, implementing progressive work policies could enhance a company’s reputation as a forward-thinking and employee-centric organization.

“There’s nothing stopping more companies from doing it. The time has come for a four-day week.”