Dale4dayWeek

Wonderful question - what we find is that in people's time off, there is an increase investment in local economies due to activities just like you mentioned above.

I think for service workers - we're going to see increased profits in some instances, which could allow additional staff, in return allowing more time off for current staff. Some other companies bring in the 4 day week whereby some staff work Mon-Thurs, others work Tues-Fri, others work Wed-Sat etc - so there is continuous service provision.

Certainly something we'll keep an eye on though over the coming few months. The city of Valencia evaluated city wide outcomes in April which i'll hopefully get some insights in and be able to share soon!

If anything, we're finding that company A will do so as a competitive advantage. Our pilots are showing to date a maintenance, or growth in business revenue through a reduced working hour model.

On the otherside, the war for talent is a huge problem for organisations right now - and companies implementing a 4 Day Week are seeing exponential growth in applicants for job postings they traditionally struggled to hire for.

We find there is many ways to sell the message depending on the organisational leader. In this instance:

> Your staff are happier and healthier

> Your staff end up being more productive

> Revenue in organisations to date has increased through this intervention based on the above findings

> You can reduce overhead costs around staff absenteeism (drops on average 57%)

> Your staff will be more motivated in their work

> This is an experiment - if it doesn't end up working you can always pull the plug. Many companies are clear on the expectations for employees throughout the trial, as well as the redlines for ending a trial

Assuming that's what COVID showed them. Plenty of companies still see attracting and retaining good workers as the bigger challenge.

A peculiar but relevant example. One case study was a fish and chip shop in the U.K.

They used our 100-80-100 principle™ in a non-traditional way (100 pay - 80% time - 100 output). They closed business during troughs in their work, and worked normal hours during peak periods - in doing so, their staff were better rested across a period of time.