Dear Toby: HR Advice Column - Should My Small Business Try a 4-Day Work Week?

Dear Toby,

I keep hearing about businesses switching to a 4-day work week, and I’m wondering if that’s something a small business like mine should consider. What are the real benefits, and how can I make sure it works without hurting operations?

— Curious in Canmore

Dear Curious,

Fantastic question — and one a lot of small business owners are asking right now (usually around Thursday afternoon when the weekend still feels far away).

The 4-day work week has gone from “interesting idea” to a real conversation in boardrooms, coffee shops, and Zoom calls everywhere. While it’s not a fit for every organization, it can be a game-changer when it’s done thoughtfully. Let’s break it down.

The Perks (and Why Small Businesses Are Paying Attention):

🕓 Improved Work-Life Balance

Who doesn’t love a long weekend? Employees with an extra day off often report better focus, less burnout, and more energy when they’re on the job. That’s especially important in small teams where every person’s energy and engagement really move the needle.

💸 Potential Overtime Savings

If your team is still working 40 hours across four days, you’re not necessarily paying more. In fact, with a more structured schedule, people tend to waste less time and work fewer “extra” hours. It’s all about working smarter, not longer.

🧭 Flexible Coverage Options

Worried about coverage? You can stagger days off — half the team takes Mondays, the other half Fridays. Your business stays open five days a week, clients get seamless service, and everyone still gets their long weekend glory.

🌟 A Recruitment & Retention Edge

Job seekers are increasingly prioritizing flexibility, and “4-day work week” jumps off a job posting faster than “competitive salary.” (Let’s be honest — “competitive” doesn’t mean much these days!) It’s a great way to attract top talent and keep your current team loyal.

⚡ Productivity Gains

When people have more time to rest and live their lives, they show up sharper. Multiple studies have shown that employees get as much—or even more—done in fewer days. Less burnout = better work.

But Let’s Be Real…

There’s no one-size-fits-all approach. Before you cancel Fridays forever, test the waters. Try a pilot program — say, three months — and gather honest feedback from your team and clients. Watch for changes in productivity, customer satisfaction, and overall team energy.

Some organizations opt for the 4x10 model (four 10-hour days), while others trim to 32 hours with no loss in pay. The right fit depends on your industry, workload, and how your team operates best.

And don’t forget communication. Be clear with clients about your new schedule, and make sure internal expectations are aligned — otherwise, your “rest day” might just become “answer-emails-from-home day,” and nobody wins there.

Toby’s Take:

If your culture already values trust, accountability, and output over hours, you’re in a great position to try it. A 4-day work week can absolutely work for small businesses — but it’s not about cramming five days into four. It’s about rethinking how, when, and where work gets done.

Pilot it, measure it, talk about it — and if it helps your people thrive while keeping the lights on, you’ve struck gold.

Got a workplace or HR dilemma?

Toby’s here to help! Send your question to info@aandaconsulting.ca with the subject line “Dear Toby”. Your question might just make it into our next column (anonymously, of course).

A&A Consulting — People-Focused. Results-Driven.

Helping small businesses build great workplaces without the “fun police” approach to HR. Disclaimer: The "Dear Toby" advice column is designed to provide general HR insights and guidance but should not be taken as legal advice. Every business and situation is unique, and employment laws vary by jurisdiction. Before implementing any advice from this column, we recommend consulting with a qualified HR professional or legal expert to ensure it aligns with your specific circumstances.