The unionist: ‘In principle we’re supportive’
Many firms and organisations will be watching closely the four-day week that Perpetual Guardian is trialling with its workers, including Kiwi unions.
In principle, we’re supportive, and are keen to hear how it goes from the people working there.
Many New Zealanders work longer than we should. About one-fifth of us are doing more than 50 paid hours a week.
And some (more than 220,000) are underemployed – meaning those who are actively seeking more hours or work, but who are not included in the official rate of unemployment.
If we can change the way we share available work, it could suit many of us better. Whether we are able to lift productivity, with less time, will depend both on the job and the individual.
Some workers will welcome getting through their work in four days, and having a day off. Others might want to work at a more measured pace over a full 40 hours, which will let them contribute more in the long run and keep their work stress lower.
There are some cautions I’d have. Any change of hours needs to make sure certain people aren’t discriminated against, such as those of us who share our paid work with equally important unpaid responsibilities like raising children.
In principle, a four-day week could benefit parents, but it needs to be done carefully.
Health and wellbeing is another important factor. Are people doing 40 hours’ work in 32 still going to take proper breaks? How will stress and potentially higher work pressure be managed? Clients still have service expectations, so will workers be constantly checking their devices on their day off, or is there a process to address this?
Finally, let’s acknowledge that Perpetual, and other workplaces able to trial this approach, have a certain amount of privilege. There are others, including in the service sector, some manufacturing operations, emergency services and elsewhere, where this might not be a runner.
But if working people are involved in the process, safeguards like breaks are protected and care is taken with equity when making the changes, then we’re really keen to explore a four-day working week.
The buy-in and voice of the staff, who ideally can co-design the transition, will make or break any new way of working.
Doing this collectively in a union is the ideal way to take the four-day week forward.