Will friday become the new saturday?
The four-day week was successfully tested in Portugal, but there are still many legal and operational challenges for it to become a viable reality: find out which
Experts: Rita Fontinha, professor of Strategic Human Resource Management at Henley Business School and director of the World of Work Institute; Luís Miguel Monteiro, partner and co-coordinator of the employment, pensions, and immigration department at Morais Leitão; Benedita Gonçalves, partner in the Labour practice area at Vieira de Almeida; Nuno Ferreira Morgado, partner and co-head of the employment and labor practice at PLMJ
by glória paiva
A pilot project that tested the reduction of the workweek to four days in 41 companies in Portugal has made headlines worldwide in recent weeks. The final conclusions, revealed in June, gave the green light to the model for both employers and the over 1,000 workers involved, indicating that this could be a possible reality. After the results were published, Prime Minister Luís Montenegro even admitted the possibility of implementing this model in public sector jobs. But how long until “friday becomes the new saturday”? What legal and practical challenges will this transition face? Experts consulted by Iberian Lawyer are divided on the issue, but one thing is certain: there is still a long way to go on this journey.
The companies participating in the experience voluntarily adhered to a reversible, six-month trial, without financial compensation and without salary changes. The Portuguese state provided the necessary technical and administrative support to facilitate the transition, in an unprecedented action. The participants came from various sectors: consulting, industry, information technology, commerce, communication, and even a private daycare, reducing the weekly working hours by 13.7%. Of the total, 20% adopted Friday as the day off, others on rotation or shift days. At the end of the test, only four companies decided to return to the traditional model. There were fewer absences, notable improvements in employees’ mental and physical health, and, at the same time, operational and performance advancements. Only one company chose to hire extra staff to accommodate the new shifts.
“The main concern was whether it would be beneficial for the companies, and we found that they have maintained their profits during the tests,” explains Rita Fontinha, professor of Strategic Human Resource Management at Henley Business School and director of the World of Work Institute, who coordinated the study with Pedro Gomes, Professor of Economics at Birkbeck, University of London, with technical support from 4 Day Week – Global. Although not representative of the entire population, the Portuguese study reflects an attempt at cultural change aimed at improving quality of life. “Companies that implement this are seen as visionaries, have a competitive advantage, save on absenteeism, and lead in attracting and retaining talent,” adds Fontinha.
The legal implications
However, the possibility of a four-day week raises a range of questions for legislators and organizations. Luís Miguel Monteiro, partner and co-coordinator of the employment, pensions, and immigration department at Morais Leitão, points out that the Portuguese Labor Code already includes provisions for more flexible routines, such as compressed hours (which concentrate the work period into three or four days, increasing the number of hours per day) and adaptability through collective agreements (which allows the adjustment of normal work periods on a daily and weekly basis according to company needs). “These regimes are options that the law already offers for adoption in collective or individual agreements,” explains Monteiro.
To currently reduce the total working time, specific regulation would need to be introduced into existing collective or individual agreements. Benedita Gonçalves, partner in the Labour practice area at Vieira de Almeida, notes that until there is a concrete legislative proposal, the role of worker representatives will be to negotiate with companies or employer associations on the format to adopt for a potential four-day week. “Even in a second phase of legislative production, worker representatives have the right to participate in its drafting,” recalls Gonçalves.
