Has the four-day vision been shattered?
IG Metall Abandons Four-Day Week Demand Amid Economic Uncertainties
In a surprising turn of events, the powerful IG Metall union has withdrawn its demand for a four-day week with full wage compensation. This move comes in light of the current economic instability and raised concerns from experts about the potential drawbacks of such a model.
Two years ago, IG Metall initiated wage negotiations in the steel industry, advocating for a workweek of only 32 hours. However, in the present economic climate, the union has deemed it unfeasible to pursue the introduction of a four-day week.
IG Metall chairwoman, Christiane Benner, informed Bild newspaper that a four-day week with full wage compensation is no longer on the union's list of demands. Despite this, Benner emphasized that the idea still holds merit, particularly as employers have been reducing working hours, often to the detriment of employees.
Labor market expert, Guido Zander, expressed his surprise at IG Metall's decision to distance itself from the four-day week demand. Zander, who supports companies in designing worktime models, had anticipated the topic to fade but not for the union to clearly reject it. He also questions the practicality of a wide-scale implementation of the four-day week.
Another labor market expert, Enzo Weber, shares the skepticism. Weber suggests that employees should be granted the flexibility to determine their own working hours, while politics should work to remove obstacles. Weber believes that a self-determined workweek—one that accommodates different needs—is a more viable solution than a rigid, four-day week.
Zander contends that the feasibility of a four-day week does not hinge solely on economic difficulties but rather on its implementation without losses. In more stable economic conditions, companies could afford to pay employees less for reduced hours. However, Zander maintains that a one-size-fits-all, mandatory four-day week is not feasible under any circumstance.
While a four-day week could potentially improve employee wellbeing, provide better work-life balance, and boost productivity, questions remain regarding its impact on collaboration, innovation, and operational costs. There are concerns that reduced in-person time might hinder communication and teamwork, while shortening the workweek for all employees could lead to increased labor costs per hour worked or the need to hire additional staff.
Some pilots testing the four-day week have shown positive results in terms of worker satisfaction, mental health, and revenue maintenance or increases. Yet, empirical research is still emerging, and outcomes vary across industries, calling for continued experimentation and adaptations to meet economic realities and evolving workforce expectations.
EC countries could consider investing in vocational training for their workforce to prepare them for the demands of industry and adapt to changes in the business environment, as the feasibility of a four-day week with full wage compensation remains uncertain in current economic conditions. In this context, finance would play a crucial role in funding such initiatives to ensure that the training is accessible and effective for a diverse range of professionals.
