Interest in workplace flexibility is growing, especially with the Employment Rights Bill 2024.
- A recent DBL survey indicates 93% of Gen Z favor a four-day workweek.
- 31% of Gen Z would use extra time for rest, while 27% prefer hobbies.
- 82% of Gen Z concerns focus on maintaining salary levels with a shorter week.
- Employers are urged to innovate work structures to align with evolving workforce priorities.
The discourse surrounding workplace flexibility has intensified, particularly in light of the Employment Rights Bill 2024. Amid these discussions, new research has surfaced highlighting the preferences of Generation Z regarding work schedules. A survey carried out by Development Beyond Learning (DBL) reveals an overwhelming 93% of Gen Z participants support a four-day workweek for enhancing job appeal.
Gen Z’s preferences are influenced by the desire for better work-life balance. DBL’s findings show that 90% of respondents believe a shorter working week could significantly bolster their mental health. Additionally, the extra day off presents various personal opportunities—31% of Generation Z respondents would prioritize rest and self-care, while 27% would engage in personal interests. Another 22% expressed a desire to spend time with family and friends, indicating a shift toward valuing personal connections and well-being.
The survey, conducted with input from Thred Media, also highlights Gen Z’s willingness to adapt financially, with 56% indicating they would tolerate reduced earnings for a shorter workweek. However, this is balanced by the crucial concern over financial stability, as 82% stress the necessity of retaining current compensation levels. This concern is a considerable factor in the implementation of a four-day week, requiring thoughtful evaluation by organizations.
Despite these financial apprehensions, a significant portion of Gen Z sees a compressed workweek as a productivity booster. About 71% believe a shorter work schedule enhances job attractiveness, while 55% expect an increase in productivity. Preferred models for this schedule include a shorter workday with no pay cuts (favored by 51%) and a compressed week with longer daily hours (34%).
As competition for talent rises, especially among younger generations, companies are advised to rethink traditional workweek structures. Pete Humphreys from DBL emphasizes the necessity of creating employment conditions that resonate with a multi-generational workforce, as Gen Z is poised to represent 30% of the global labor market by 2025. The research suggests it’s not a question of whether businesses will adopt the four-day workweek, but when.
Moving forward, employers must consider these insights for attracting and retaining emerging talent.
