In February, Belgium stood out in Europe by incorporating a four day work week into its labor market reform. The policy lets workers spread their hours across four days or set schedules that offer greater personal flexibility, all without cutting total pay hours. In Spain, uptake remains limited, with only a handful of companies exploring the model. The core question endures: is the four day week a viable path for Spain and similar economies?
Software DelSol, a business software developer, chose to invest 420,000 euros to adapt its operations for a shorter work week. The company positions the move as a win for both productivity and worker balance. A spokesperson from the firm notes that the change affected 184 employees while keeping salaries intact. Early indicators are encouraging: a drop in absenteeism by about 20 percent, stronger employee confidence, and sustained annual revenue growth around 20 percent. The experience suggests a practical pathway for other companies curious about the model, especially those seeking to improve retention and morale without altering compensation.
Implementing the four day week remains a matter of collective bargaining or company level agreements with unions. In Spain’s current landscape, a pilot linked to a 32 hour week was floated as part of talks between the government and a regional party, signaling official interest in testing shorter work cycles. Industry observers emphasize that framing the core issue of the workday at the center of policy discussions is a crucial step in shaping agreements that reflect both business realities and worker needs.
Carlos Gutierrez, a union education and research official, notes that the conversation in unions generally supports a broader reduction in weekly hours, whether or not it adopts a four day schedule. Other voices within the unions advocate for legislative changes to enable shorter weeks while preserving or adjusting pay. They emphasize a culture of participation that already exists in Spain, where extending days to appear more productive has a history, even as fatigue and diminishing returns creep in as days stretch longer.
On the business side, the Spanish Confederation of Employers Organizations stresses that the four day week is not part of active social dialogue at the table today. Pimec, representing smaller firms, acknowledges that very few organizations adopt a four day shift due to concerns about productivity losses. Some leaders argue that if people work fewer days, salaries might need adjustment to reflect the new balance. A few executives suggest that a more flexible schedule achieved through collective bargaining could be a better first step than a nationwide rule limiting hours.
Industry observers caution that the model will not fit every sector. Sectors driven by public interest or requiring constant frontline presence may face greater hurdles, while technology and research driven operations could benefit more readily. There is a push to leverage digitalization and increasing automation to drive productivity gains, ensuring that the rest periods translate into meaningful output. Union representatives and health experts point to the potential for improved well-being, noting that rest between shifts can reduce stress and occupational health risks. In Catalonia, a psychologist explains that relief from overload can help prevent discomfort and burnout, underscoring the link between workload, mental health, and productivity.
DelSol Software’s staff member Laura Hidalgo weighs in with a personal perspective. The four day week can be balanced with compensation options either through pay or additional time off. Hidalgo describes how she reorganizes her workflow to accomplish within four days what previously took five. The payoff, she says, is not only professional efficiency but also weekend breaks that feel like true bridges to longer periods of rest and family time. The broader takeaway from Hidalgo’s experience is that a shorter week can be compatible with high performance when workers tailor their schedules to maximize focus during compressed work periods.