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Expert opinion

Was the experiment really a success? This note looks at the evaluation data of the impact of the four-day work week experiment on the four-fold purpose of the programme: (i) energy; (ii) environment; (iii) extended services; and (iv) employees.

Utah monitored the 125 largest state buildings that were using the four-day work schedule during the period August 2008-2009 and observed a 10.5% reduction in energy consumption. In particular electricity consumption dropped by 6% and natural gas by 16.5% resulting in a cost saving of USD$502,000. This reduction was less than the expected USD $3million, and in part reflected the co-location of state offices in buildings which housed workers on traditional rosters, but also the need for employees to learn to turn lights and computers off on Thursday evenings.

Utah's population is highly concentrated in a narrow area, giving rise to air quality problems. During the pilot period Utah reported a decrease in carbon emissions by 4,546 metric tonnes, and other greenhouse emissions by 8,000 metric tonnes. Additionally, changes in commuting patterns reduced the consumption of petrol by 744,000 gallons, and the state fleet of vehicles reduced their mileage by three million miles.

There are three reported measures regarding the positive impact of the extended hours of opening of public services, namely usage, delays and citizen feedback. In relation to usage, the Central Region of Workforce Services reported that 826 people per week were served in the extended hours. In relation to delays, wait time at the Division of Motor Vehicles was reduced from 11.4 minutes to 7.3 minutes. Finally, a state-wide poll of citizenry satisfaction found: 66% of respondents endorsed continuation of the pilot scheme, 73% that the programme met their needs and 72% that the programme helped save state money.

State employees expressed very strong support for the new programmes, with 82% wishing to stay on the four-day work week schedule. Expected problems about childcare and transportation did not materialise at significant levels (only 9% experienced problems with childcare because of the four-day schedule). Additionally, the programme reduced commuting costs and time, and organisations reported decreased turnover, leave usage and absenteeism.

For full details about the Utah experiment see Facer, R. L. and Wadsworth, L. L., 'Four-day Work Weeks: Current Research and Practice' 2010 (Connecticut Law Review) (May) Vol 42, pp 1031 - 1046.