Key Takeaways:
- The UK government has warned councils that adopting a four-day week for staff could lead to being declared a failing authority
- Twenty-five councils have discussed a four-day week policy, with one already implementing it
- The government has the power to take control of councils deemed to be failing
- Proponents of the four-day week argue it would lead to improved performance and lower costs
- The government is updating its best value guidance for local authorities, which will include further details on the four-day week policy
Introduction to the Four-Day Week Policy
The secretary for local government, Steve Reed, has written to all councils to warn them that adopting a four-day week for staff could put them at risk of being declared a failing authority. This warning comes as twenty-five councils have already discussed implementing a four-day week policy, with South Cambridgeshire district council being the first to make the switch. While councils have the freedom to set their own policies, the government has the power to take control if an authority is deemed to be failing. This has sparked a debate about the potential benefits and drawbacks of a four-day week, with proponents arguing that it would lead to improved performance and lower costs.
The Government’s Stance on the Four-Day Week
In a letter to councils, Reed stated that staff doing "part-time work for full-time pay" could be an indicator of "failure". He emphasized that the current guidance on the four-day week remains in force and that the government takes this issue very seriously. Reed also mentioned that the government will set out further details on the four-day week policy in the updated best value guidance for local authorities. This guidance, which was last issued in 2024, is being updated by the Labour government. The fact that the government is taking a strong stance on this issue suggests that they are concerned about the potential impact of a four-day week on council performance and the economy as a whole.
The Impact on Council Performance
Reed’s warning to councils is not just a theoretical concern, as he has already written to South Cambridgeshire district council to express his concerns about the impact of their four-day week policy. In his letter, Reed noted that there had been a deterioration in rent collection and repairs by the council, which he attributed to the new policy. However, the council’s leader, Bridget Smith, disputed this claim, describing the authority as "exceptionally high performing". This disagreement highlights the complexity of the issue and the need for more data and research on the impact of a four-day week on council performance.
The Case for a Four-Day Week
Despite the government’s concerns, proponents of the four-day week argue that it would have numerous benefits for employees and the economy. The 4 Day Week Foundation, a leading advocate for the policy, argues that the traditional nine-to-five, five-day working week is outdated and no longer suits the realities of modern life. They point out that British workers put in some of the longest full-time hours across Europe, yet have one of the least productive economies. By adopting a four-day, 32-hour working week with no loss of pay, proponents argue that employees would be more productive, have better work-life balance, and be more likely to stay in their jobs. This, in turn, would lead to lower costs for employers and improved performance.
The Future of the Four-Day Week Policy
As the debate over the four-day week policy continues, it is clear that the government is taking a cautious approach. While they are updating their best value guidance to include further details on the policy, they are also warning councils about the potential risks of adopting a four-day week. As more councils consider implementing the policy, it will be important to monitor the impact on their performance and the economy as a whole. Ultimately, the success of the four-day week policy will depend on its ability to balance the needs of employees, employers, and the government. With the government’s updated guidance expected to be released soon, it will be interesting to see how the policy evolves and whether it becomes a permanent feature of the UK’s working landscape.
