The compressed workweek is an alternative working arrangement where employees work the same number of hours as a standard full-time job but in fewer days. For example, rather than working five 8-hour days, employees may work four 10-hour days or even a four-day workweek with longer shifts. This type of flexible work arrangement can offer numerous benefits to both employers and employees, especially for small businesses in Ireland looking to improve efficiency, reduce costs, and increase employee satisfaction. 

In this guide, we will explore how to implement a compressed workweek in your business, the pros and cons of this arrangement, and the key steps you need to take to ensure a smooth transition. Additionally, we will answer some frequently asked questions to help you better understand the impact of compressed workweeks on your business operations and legal obligations. 

A compressed workweek allows employees to work their full weekly hours in fewer days. Instead of working five days a week, employees work longer hours per day, such as four 10-hour days or even three 12-hour days. For example: 

• Four-Day Workweek: Employees work four 10-hour days (40 hours per week). 

• Three-Day Workweek: Employees work three 12-hour days (36 hours per week). 

The compressed workweek allows employees to have extra days off, offering improved work-life balance, while employers can maintain productivity by adjusting the hours worked during the shorter workweek. 

1. Increased Employee Satisfaction: Employees appreciate the extended time off, which can improve morale and work-life balance. Having a longer weekend or extra days off can reduce stress and increase job satisfaction. 
2. Improved Productivity: Employees may be more focused and motivated during the longer workdays, knowing they will have additional time off. This can lead to a boost in overall productivity. 
3. Reduced Absenteeism: With more flexible schedules and additional time off, employees may take fewer sick days or personal leave, resulting in reduced absenteeism. 
4. Cost Savings: For employers, a compressed workweek can reduce operational costs, particularly in terms of office space, utilities, and other overhead expenses if employees are working fewer days in the office. 
5. Attract and Retain Talent: Offering a compressed workweek can be a key differentiator in attracting and retaining talent, especially in competitive industries where employees are looking for more flexible working arrangements.

1. Longer Workdays: Employees may experience fatigue from longer shifts. Ten-hour or twelve-hour workdays can lead to burnout, especially if employees do not have the right balance of rest and work. 
2. Impact on Team Collaboration: For businesses that rely on teamwork and communication, a compressed workweek may disrupt team schedules and create challenges in coordinating between team members who are not all working the same days. 
3. Customer Service: If your business relies on customer-facing employees, a compressed workweek might mean fewer working days for customer support or service, which could impact customer satisfaction if not managed carefully. 
4. Legal Considerations: While the compressed workweek can be a flexible arrangement, it is important to ensure that employees are not working beyond the legal working hour limits set by Irish employment law. The Organisation of Working Time Act 1997 stipulates the maximum working hours and minimum rest periods. 
5. Disruption to Personal Schedules: Some employees may find that the longer workdays disrupt their personal lives, especially if they have caregiving or family responsibilities that do not align with the extended hours. 

If you are considering implementing a compressed workweek for your employees, there are several important steps to take to ensure the process runs smoothly and complies with Irish employment law. 

Creating a compressed workweek policy is essential for setting clear expectations, ensuring fairness, and addressing potential challenges. Your policy should outline: 

• Eligibility: Clearly state which roles or employees are eligible for a compressed workweek. Consider the nature of the job and whether it is suitable for this arrangement (e.g., customer-facing roles may require in-office presence). 

• Work Hours and Schedule: Define the specific working hours and the number of days employees will work (e.g., four 10-hour days or three 12-hour days). Make sure the total weekly hours align with the legal requirements. 

• Request Process: Outline how employees can request a compressed workweek and the process for approval or rejection. Be transparent about how decisions will be made. 

• Impact on Pay and Benefits: Ensure that employees understand how their pay, benefits, and overtime (if applicable) may be affected by the compressed workweek arrangement. 

• Health and Safety Considerations: Employees working longer hours may need extra breaks or ergonomic adjustments. Be sure to include guidelines for health and safety, especially if employees will be working from home. 

Before implementing a compressed workweek, it is important to have an open discussion with your employees. Ensure they understand the potential benefits and challenges of the arrangement and give them an opportunity to ask questions and provide feedback. Clear communication will ensure buy-in and minimize potential issues. 

Implementing a compressed workweek should be approached cautiously. Consider starting with a trial period of a few months to evaluate the effectiveness of the arrangement. During the trial, monitor key metrics such as productivity, employee satisfaction, and attendance. Use this feedback to refine the policy if necessary. 

Since employees will be working fewer days, it is essential to maintain clear performance expectations. Set measurable goals and objectives to track productivity and ensure that the work output meets business needs. Implement regular check-ins to review progress and make adjustments if necessary. 

When implementing a compressed workweek, it is important to remain compliant with Irish employment law, particularly regarding working hours and overtime. Under the Organisation of Working Time Act 1997, employees should not work more than 48 hours per week on average, and they must receive adequate rest periods between shifts. Be mindful of the following: 

• Maximum Weekly Hours: Ensure that employees are not exceeding the legal maximum number of working hours. 

• Overtime: Determine whether overtime pay will apply for hours worked beyond the agreed compressed schedule. 

• Rest Periods: Employees must receive adequate rest between shifts. Ensure they are not working beyond the allowable limits.

Monitor employee wellbeing throughout the compressed workweek arrangement. Long hours can lead to fatigue, so encourage employees to take regular breaks and maintain a healthy work-life balance. Offering wellness programs or mental health support can help mitigate potential burnout. 

If you are considering implementing a compressed workweek but are unsure how to navigate the legal requirements or how it might impact your business, our free HR advice line for Irish employers is here to help. Our experienced HR consultants can guide you through the process, provide legal advice, and ensure that your policy is compliant with Irish employment laws. 

Whether you need help creating a compressed workweek policy, assessing the impact on your workforce, or dealing with specific challenges, our team is here to assist you every step of the way. Contact us today for your free consultation and let us help you make the most of flexible work options in your business. 

Yes, employees can request a compressed workweek, but employers are not required to grant the request unless it is part of the employment contract or mutually agreed upon. Employers must consider the request carefully, taking into account the operational needs of the business. 

Yes, under the Organisation of Working Time Act 1997, employees cannot work more than 48 hours per week on average, including overtime. It is crucial to ensure that the compressed workweek does not lead to employees exceeding these limits. 

Yes, you can implement a compressed workweek for certain roles or employees, depending on the nature of the work. Ensure that the policy is fair and non-discriminatory and is clearly outlined in your Company’s guidelines. 

Productivity can be measured by setting clear performance goals, tracking the quality of work, and monitoring output against targets. Regular reviews and feedback sessions will help ensure that employees are meeting expectations.

If employees are experiencing fatigue, it is important to monitor workloads, ensure that they are taking appropriate breaks, and provide additional support where necessary. Encourage employees to speak up if they are feeling overwhelmed. 

Implementing a compressed workweek in your small business can offer numerous benefits, including increased productivity, improved employee morale, and cost savings. However, careful planning, clear communication, and legal compliance are essential for success. By following the steps outlined in this guide, you can introduce a compressed workweek that works for both your employees and your business. 

For additional support or to ensure that your compressed workweek policy complies with Irish employment law, contact our free HR advice line for Irish employers. Our team is ready to assist you in implementing flexible work arrangements that best suit your business needs.  

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