The conversation around work and productivity has shifted dramatically over the past few years, especially with the rise of remote and hybrid models. Among the most debated ideas is the four-day week — a model that promises better work-life balance, improved productivity, and happier employees. Globally, trials have shown promising results. But can this model actually work in India?
With a workforce culture rooted in long hours, a highly diverse employment structure, and industry-specific needs, India presents both unique challenges and opportunities for adopting the four-day week. As companies reevaluate what the future of work looks like, HR leaders must consider whether this trend is worth chasing or if it’s a utopian distraction.
Where the four-day week is gaining momentum
The four-day week is no longer a fringe experiment. Countries like the UK, Iceland, Japan, and Belgium have conducted or are planning large-scale pilots. The UK trial in 2022, involving over 60 companies, reported that:
- 92% of companies continued with the four-day model
- 71% of employees had lower burnout levels
- Revenue remained steady or grew in most cases
In Japan, where work-related stress is a chronic issue, Microsoft’s four-day week experiment resulted in a 40% boost in productivity. Even in the US, with its hustle culture, several tech startups and creative agencies have moved to a four-day structure permanently.
These successes are encouraging Indian employers to look at the four-day week more seriously—not just as a benefit, but as a future-ready workforce model.
Can the four-day week work in India’s business culture?
While the four-day week sounds appealing, implementing it in India isn’t straightforward. There are cultural, structural, and operational realities to contend with.
- The mindset challenge
Many Indian workplaces still equate productivity with presence. There’s a deep-rooted belief that long hours equal commitment. A four-day week would require an enormous cultural shift, not just a calendar change. - Industry and role dependency
Knowledge and tech workers are more suited to this model, while sectors like retail, manufacturing, and customer service may struggle. A factory or frontline retail outlet can’t just close shop on Fridays. - Legal and regulatory ambiguity
India’s labor laws do not currently account for compressed workweeks. As of now, the law mandates a maximum of 48 hours per week—but does not clearly support four 10-12 hour workdays. - Concerns over workload spillover
Some employees fear that instead of work reducing, it will simply be redistributed over fewer days—leading to higher stress during working hours. - Risk of inequality
In a mixed workforce with contract workers, informal labor, and permanent staff, rolling out a four-day week selectively could create perception and morale issues.
That said, none of these are insurmountable. In fact, companies are beginning to explore creative ways to test the waters.
How Indian companies are experimenting with the four-day week
Despite challenges, several Indian companies have already taken the leap or tested the model in pilot phases. Their experiences offer a window into what’s possible.
- Culture Machine
Back in 2017, the digital media company made headlines when it gave employees the choice of working four days a week. The goal was to reduce burnout and improve creative output. - Swiggy’s moonlighting week
While not a four-day model, Swiggy’s decision to allow employees to engage in outside gigs post work hours (with approval) shows openness to redefining work structures. - Tata Steel’s pilot model
Tata Steel announced plans to pilot a four-day week for some of its workforce, positioning it as a tool for increased efficiency and better work-life integration. - Mid-sized IT firms and startups
Some tech and creative firms in Bangalore, Gurgaon, and Pune have adopted flexible models where employees can opt for a four-day week based on role and deliverables.
Common learnings include:
- Clarity in deliverables and output expectations is critical
- Friday “no meeting” policies can act as a transition step
- Success depends on leadership modeling and cultural reinforcement
The early verdict? It can work—but only with intention, transparency, and structure.
What HR must consider before rolling out the four-day week
For HR leaders, the four-day week presents both an opportunity and a responsibility. It’s not just about offering fewer workdays—it’s about rethinking the nature of work itself.
Key factors to evaluate:
- Output versus hours
Shift from measuring input to evaluating outcomes. Trust and autonomy must replace micromanagement. - Pilot-first approach
Run small, controlled experiments. Start with one function, one region, or a two-month trial before scaling. - Flexible, not rigid
The four-day week doesn’t need to mean Friday off for all. Some firms rotate days off or allow teams to choose their downtime. - Train managers and reset mindsets
Equip leaders to manage performance remotely, encourage deep work, and avoid equating busyness with effectiveness. - Listen, iterate, communicate
Continuous feedback loops from employees are key. Avoid a top-down implementation—co-create policies where possible. - Equity across roles
Ensure that frontline or lower-band employees are not left behind. Alternative benefits or flexibility models may be needed for fairness.
Done well, the four-day week can be a game-changer for retention, employer brand, and talent attraction—especially among millennials and Gen Z.
✅ Discuss the four-day future at the RethinkHR Conclave
The future of work is not five days a week—it’s whatever helps people work better, live better, and grow faster. The four-day week is part of this evolving conversation.
At the next RethinkHR Conclave, we’ll dive deep into:
- Case studies of Indian firms testing four-day and flexible models
- Legal perspectives and compliance challenges
- Productivity metrics in new work rhythms
- Employee sentiment and behavioral science behind shorter weeks
📅 Be in the room where India’s future work models are being designed.
Register now at rethinkhr.co.in and help shape the policy, culture, and mindset shift your workplace deserves.