We’ve all heard of the work experiences in Sweden, where some companies have been experimenting with shorter workweeks for years. One attempt in Gothenburg saw municipal workers shift to a six-hour workday without losing pay. The results? Increased productivity, happier employees, and fewer sick days. While not every business has embraced the change permanently, the experiment fueled the global conversation about reducing work hours.
The four-day workweek has become one of the hottest workplace trends as organizations around the globe explore new ways to boost employee productivity, well-being, and retention. However, for employers in Ontario, Canada, adopting this model isn’t as simple as updating a work schedule. It requires careful consideration of both legal and practical implications.
Here’s what you need to know if you’re an Ontario employer and considering implementing a four-day workweek for your business.
The idea of working fewer days while maintaining the same level of pay has captured the attention of employers and employees alike. Recent attempts in countries such as Iceland and the U.K. showed significant improvements in employee happiness, reductions in burnout, and no notable drop in productivity. In competitive labor markets, offering a four-day workweek can also help businesses stand out as progressive employers.
However, while the concept is appealing, successfully implementing it requires addressing...
This article is part of The Poynter 50, a series reflecting on 50 moments and people that shaped journalism over the past half-century — and continue to influence its future. As Poynter celebrates...