Which UK companies have a four-day work week – and why?

The four-day working week is no longer a laid-back Scandinavian experiment or a Silicon Valley perk. In the UK, hundreds of businesses are now offering a shorter week on full pay – from nimble startups to household names.

The rationale behind that shift is clear: companies want to boost productivity, reduce burnout, and stand out in the race for talent. But is it working? The evidence suggests it is.

In this guide, we’ll look at the benefits of a four-day work week in the UK, highlight some of the companies already making the move, and share practical steps for startups that want to test the idea without losing momentum.

The benefits of a four-day work week in the UK

Improved productivity

The UK’s landmark 2022 trial involving 61 businesses showed that transitioning to a four-day work week didn’t dent success. Quite the opposite: most employers reported that revenue either stayed flat or rose slightly. Companies noted that staff were more focused, distractions lessened, and meetings had tighter agendas during the trial.

Public-sector pilots tell the same story. Trials in Scotland showed that productivity increased during a four-day work week pilot programme. In South Cambridgeshire, an independent review found that most council services either matched or outperformed previous levels following the transition. The message? Cutting hours doesn’t have to mean cutting results.

Reduced burnout

The wellbeing impact is even clearer. In the 2022 trial, burnout fell by more than 70%, while stress levels dropped by nearly 40%.

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Scotland’s data showed similar gains: sickness absences went down, and psychological sick leave dropped by a quarter. For employers, that means fewer gaps to cover and lower costs. For employees, it means healthier and more sustainable work.

Stronger hiring and better employee retention

Standing out in the job market is hard, especially for smaller companies competing against bigger budgets. However, a four-day work week has quickly become a badge of progressiveness and a signal that a company values balance as much as productivity.

Atom bank saw that firsthand in 2021: since adopting a permanent 34-hour week, it has seen job applications jump by almost 50% and employee engagement scores climb by double digits. In short, a shorter week not only helps retain existing staff but draws new talent in, too. And in competitive sectors such as tech, marketing, and the charity sector, this edge can be decisive.

Supported by research and trials

Perhaps the strongest case for the four-day working week is how consistent the results have been. Banks have used it to lift applications and engagement. Councils have seen services improve while cutting agency costs. Charities and manufacturers report healthier, more motivated teams without a drop in output. Across sector after sector, the pattern is the same: productivity remains steady, wellbeing improves, and retention strengthens. What once seemed a niche perk is increasingly seen as a credible business strategy.

Which UK companies are already working a four-day week?

Plenty of businesses talk about flexible work, but not all of them implement it. So which organisations are walking the walk?

Here are a few UK employers and organisations that have successfully adopted a four-day working week and what they’ve seen in return.

• Atom bank – One of the earliest big UK employers to make the move. Since 2021, its team has worked a 34-hour week spread over four days, with no cut to pay. Applications to join the bank jumped by almost half, and staff engagement has risen noticeably.
• Awin – This global affiliate marketing network rolled out a four-day work week in 2022. As one of the largest UK adopters so far, it proves the model can work at scale. Employees report a better balance, while clients continue to receive the same level of service.
• South Cambridgeshire District Council – The first council in the country to introduce a four-day week. Following a successful trial, the change became permanent in 2025, pointing to improved services, increased job applications, and lower agency costs.
• Advice Direct Scotland – A national advice charity that switched during the UK trial. Staff wellbeing improved significantly, while the organisation continued to handle the high demand on its helplines.
• Big Potato Games – A London board game company known for playful titles like Obama Llama. Its team reports feeling more creative and energised with the shorter week.
• CMG Technologies – A Suffolk-based manufacturer specialising in metal injection moulding. By reworking shifts, it maintained steady production while providing staff with the benefit of a three-day weekend.
• 64 Million Artists – A social enterprise championing creativity. Its employees found that shorter hours left them feeling fresher, which fed back into the organisation’s mission to spark imagination in others.
• Baker Consultants – An ecology consultancy that found moving to four days helped attract and retain skilled staff, while keeping client projects on track.

This is only a sample. Around 200 UK companies, from small startups to charities and consultancies, have now committed to a permanent four-day working week with no reduction in pay. Many are accredited by the 4 Day Week Foundation and advertise new roles through platforms such as 4dayweek.io.

How to bring the four-day work week to your startup

For founders, the thought of cutting a day can feel risky. However, smaller teams often have an advantage here: fewer layers, more control, and the ability to establish culture from the outset. With the right approach, you can test shorter weeks without sacrificing output or customer trust.

Start with a pilot that fits your size

A four-day work week doesn’t need to be “everyone takes Friday off”. You could:

• Rotate the non-working day so customer-facing cover is always in place
• Use a seasonal model, giving teams shorter weeks in quieter periods
• Trial the change in one department before rolling it out company-wide

The aim is to learn what works in your business rather than adopting a one-size-fits-all rule.

Watch out for the real pitfalls

The biggest risk is assuming you can just squeeze five days of work into four. That usually leads to fatigue and worsens morale rather than improving it. The businesses that succeed are the ones that redesign how work is done. That might mean:

• Setting a weekly cap on meetings and using agendas to keep them short
• Reforming email etiquette so updates are clear, concise, and only involve the people who need to be in the loop
• Introducing a daily ‘focus period’ where everyone can work without interruptions, meetings, and Slack pings
• Moving routine updates into shared docs or Slack channels instead of calls

It’s also important to be ruthless about priorities so staff aren’t stretched thin. When you reduce your team’s working hours, you might be surprised by how many tasks turn out to be inessential or unnecessarily time-consuming.

Use tools to stay coordinated

Shorter weeks put more pressure on coordination, but the right tools can make it seamless. For example:

• Project tools (like Asana and Trello) help keep tasks visible and avoid bottlenecks
• Async comms (like Slack threads and Loom videos) let people catch up without a live meeting
• Rota apps (like Timetastic) keep track of who’s on duty each day
• Shared team inboxes mean client communications aren’t missed when one colleague is offline

By leveraging these tools, teams can enhance collaboration and maintain productivity, even with shorter work weeks.

Keep the pilot lightweight but measurable

If you’re a team of two to five, agree to a three-month trial. Select three key success metrics and closely monitor them. For many businesses, that might mean monitoring to see if:

1. Revenue or client delivery is steady
2. Customers aren’t complaining about availability
3. Staff wellbeing improves (a quick fortnightly check-in survey works)

Setting the foundations for a modern workplace

From banks and councils to charities and manufacturers, a growing number of UK organisations are proving that shorter hours can deliver better outcomes.

For startups, the model provides an opportunity to attract top talent, enhance productivity, and cultivate a healthier culture from the outset. While it may not be a perfect fit for every business, the research is clear: with thoughtful planning, fewer hours can lead to a greater impact.

And if you’re exploring new ways of working, it helps to have the basics of your business structure sorted. From company formation to registered office services, we provide the practical support that frees you to focus on designing the workplace you want – whether it’s open four days a week, five days a week, or even 24/7.