Happier employees with better sanity, a lower rate of absenteeism and more time to spend with their family or hobbies. This is the ‘A side’ 4 day work weekThe reduced working hours model, which is taking the lead in Western economies, and which governments subsidize through pilot programs to test its scalability.
However, behind these benefits there is also a ‘B-side’ and a host of risks that threaten to tarnish the dream of the utopia of less work to enjoy more free time. The threats pointed out by the experts consulted by El Periódico de Catalunya of the Prensa Ibérica group for this particular SWOT are the greater stress, the greater burden on women in caregivers, and the fear that this will be a barrier to the competitiveness of companies. .
A century after the workers Canadian It will conquer the 40-hour work week already implemented by the Government – through the Ministry of Industry – in Spain First pilot program for around 60 SMEs in the industrial sector to test whether it is viable or not to pay the same wage and have their employees work 32 hours.
Early international studies of such experiments in the private and/or public sector praise the model’s benefits for workers as well as for companies implementing it. According to an analysis of 33 companies from six different countries that have reduced their weekly working time by one day and kept their salaries stable, absenteeism has decreased by 30%, employees have reduced car trips for one hour a week and the volume of employees who say they are aggrieved.burnout‘ decreased 67%; among others.
Despite the fact that these benefits are not combined with the harms to business, according to the study, there aren’t many companies in Catalonia that want to jump into that pool. Sources consulted from the most representative employers’ associations and unions confirm that they are not aware of any companies expressing their intention to present themselves as candidates for participation in the government pilot programme.
In Spain, Catalonia has been – in part – pioneering in terms of the 4-day work week. Industries Tapla reduced the workweek for some of its staff from Monday to Thursday in 2018. However, and after two years of work, management saw it possible to contract rather than reduce working hours. So, they work one day less but they work harder every day. In return, employees are given a three-day weekend. They fulfill half the equation.
The head of strategic planning, Montse Ramon, stated in a conversation with El Periódico de Catalunya that they are continuing the same model five years later. “Both the company and the employees are very satisfied,” she says. bet Tapa Industries By shortening the working hours of its employees, it is possible to reduce downtime in production and to save costs, especially energy. In a context where gas has increased by more than 700% and electricity by more than 350%, this represents a particularly significant benefit for them. Productivity is up 18% and employees are enjoying a three-day weekend.
Although this industrial SME, which would meet all the requirements to participate in the ministry’s pilot, refused to participate, good results were achieved after five years of application. “We worked very well when we made the change, and right now they are not giving us the numbers,” he says. In other words, paying less for the same hours isn’t worth it when they already have to pass on some of the price increase to their customers.
hard to return
One of the most worrying fears for companies is ‘what if things go wrong’. And the government’s piloting implies reducing the working day, not reducing the salary, receiving a payment of up to 150,000 euros as compensation, but maintaining the same working day and the same salary when the aid is withdrawn. “Irreversibility is a barrier for more companies to sign up to try. Legal means of reinstatement are very expensive for both the company and the employees. It would be nice if future pilot programs would include a list of possible reasons that would allow them to return and always justify their participation,” said Iuslaboralista and the UPF professor. Eusebi Colas-Neila.
computer consulting ZataFrom Alicante it was another of the pioneers in Spain to implement the 4-day working week (though not 32 hours). This 45-employee company began offering its staff compact working hours Monday through Thursday since January 2020, three months before the outbreak of the pandemic. Then half of the staff signed up, while the other half continued to work until Friday (fewer hours each day, a total of 37.5 hours). Today, three years later, ‘only’ 20% of the workforce works four days.
“Working Monday through Thursday means working around nine hours a day. There are many parents who find it impossible to maintain a work-life balance. Other programmers—along with their tweens—don’t want to work that many hours in a row. That’s why every employee has to choose. and it was very important for us that he could step back at any moment”, explains Zataca CEO, Pedro Sanchez.
The 32-hour model proposed by the government pilot partially offsets the negative effects of this lengthening of the day’s workday, but the risks of having to undertake a similar workload in less time—like more stress or feeling overwhelmed—are not without risk. for staff
“One gender perspective With children and dependents to be cared for at home, you should ask yourself if reducing the weekly working hours has brought about an improvement. Given the widespread practice of gender distribution, women may eventually start to work more at home and, in the end, the overall workload for them may be greater, even with shorter working hours,” warns Honorary Professor of Sociology, Cristina, Autonomous University of Madrid (UAM). Garcia Sainz.
bureaucratic complexity
Next 13 may This period expires for SMEs wishing to participate in government piloting to present themselves. They have set up a special service in the Pimec employers’ association to advise relevant companies. “We have received inquiries, but very few and currently none of our employees are considering applying,” says Pimec field manager. silvia miro.
The sources consulted from the most representative unions also have no record of the parties involved, and one of the conditions that must arise is the approval of the legal representation of the workers. When asked whether Catalonia, with its wide network of industrial SMEs, is flooded with candidates, Pimec suggests two reasons.
On the one hand, companies need to make an upfront investment, such as paying a consultant to do research to promote themselves. productivity, with no guarantee that they will be selected. On the other hand, the current high uncertainty context is not helping companies make a radical change – and a difficult reversal – in their organizational models. The deadline for SMEs to submit their candidacy expires in three weeks.
“It’s a measure that puts us in front of a social challenge, because it needs to work well. loyaltyNot only for companies (and their employees), but also for public administrations”, confirms García Sainz, to ensure that the process is equal inside and outside the company.