With the debate over mandated office returns running parallel with employee demand for greater work-life balance and job flexibility, compressed hours are a tempting proposition for employers, according to David Banaghan, co-founder and interim CEO at recruitment software firm Occupop.
“When it comes to making job changes, people are no longer just prioritising salary – work-life balance has become a crucial factor in candidate decision-making,” he said.
The reasons behind this are not just that people would like a long weekend, in fact the financial implications are significant.
Earlier this year, government figures revealed that 34 percent of parents with children under five found it difficult or very difficult to afford childcare costs in 2023 (up from 24 percent in 2021).
Banaghan said that compressed hours could help reduce these costs and provide substantial savings for working families.
In addition, he said that the advantages of compressed hours for employers go beyond employee satisfaction. He highlighted the CIPD’s business case for flexible working, which found that flexible working can contribute to increased productivity and reduced absenteeism.
Data from LinkedIn shows that job posts offering flexible working arrangements, as well as culture and wellbeing, receive nearly three times (+175 percent) more views and more than twice (+139 percent) as many applications.
“In today’s competitive job market, flexible working is becoming a powerful differentiator,” Banaghan said.
What are compressed hours?
Compressed hours refer to a flexible working arrangement where an employee works their total contracted hours over fewer days, instead of the traditional five-day week. One example could look like someone who works a standard 40-hour week in four days instead of five. This might mean working 10-hour days instead of eight. Another potential example might look like someone working a fortnight’s worth of hours (80 hours) in nine days instead of ten.
This arrangement allows employees to take a three-day weekend or an extra day midweek, while still fulfilling their regular work hours. It can benefit both employees and employers by improving work-life balance, reducing commuting time, and potentially boosting productivity.
Employer challenges
However, moving to compressed hours can be a challenge for employers. Key considerations centre on maintaining service consistency, managing client expectations and adapting operational processes.
Banaghan advocated for a strategic approach to implementing them. “When advising companies on their recruitment strategies, we emphasise the importance of clearly communicating compressed hours policies during the hiring process,” he said.
For example, employers might want to think about how ready their workplace is for this change. This might mean allocating rest areas for people working longer shifts, ensuring a business has robust health and safety protocols, and upgrading technology for remote collaboration.
Performance monitoring is another area worth considering ahead of implementation. This could look like establishing clear productivity metrics, setting up regular wellbeing check-ins, or having a quarterly review process.
Banaghan said that as UK businesses navigate the ongoing evolution of work, the success of compressed hours will largely depend on thoughtful implementation and continuous adaptation. With proper planning and open dialogue between employers and employees, compressed hours could represent not just a temporary trend, but a sustainable future for UK workplaces.
