The appetite for change doesn’t end there. Across the UK, workers are also calling for fairer hybrid policies and smarter technology to support productivity, wherever work happens. Taken together, the results paint a picture of a workforce pushing for progress and rethinking traditional policies, which match recent successful four-day week trials and reticence towards return-to-office (RTO) mandates.

Could four be the new five?

The four-day week isn’t just a passing trend. 83% of UK workers predict that it will become even more popular by 2030, and this expectation is especially strong among younger generations with 91% of Gen Z and 87% of Millennials in agreement. Many even go as far as to expect it to match or overtake the traditional five-day model.

The benefits are clear. Over three-quarters of UK employees (76%) believe a four-day week would improve their work-life balance, while 74% see more time for personal development and 72% report greater job satisfaction. Productivity isn’t left behind either, with two in three (67%)  respondents saying they’d get more done in fewer days.

While some raise legitimate concerns about longer hours during working days (noted by 60% of respondents) or potential impacts on customer service (raised by 38% of respondents), the overwhelming sentiment is positive.

Pushing back against RTOs

Flexibility remains a top priority, especially when it comes to time spent in the office. While some organisations are doubling down on stricter in-office requirements, the broader trend tells a different story; resistance is growing.

Although over half of employees (56%) acknowledge that return-to-office policies are designed to improve productivity and collaboration, the sentiment on the ground is far from supportive. Nearly eight in 10 UK workers (79%) of those subject to stricter in-office expectations say they’re already looking for a new role – a clear sign that rigid policies may be driving talent away.

Faced with stricter in-office expectations, many employees are quietly pushing back. A stigma holds strong around perceived reduced productivity when working from home, with 56% believing that this is the reason that their employer enforces RTO policies. In tandem, 40% admit to “working-to-rule”, meaning they only perform the specific tasks in their job description and do not take on any additional responsibilities. Younger workers are the most likely to do this, with 48% of Gen Z and Millennials already having taken part, compared to 24% of Gen X and just 8% of Boomers.

Other workplace trends remain popular in this climate, such as “clock-blocking”, whereby employees book chunks of time in their diary specifically to prevent clients or colleagues from taking over their calendar. Nearly one in three (27%) UK employees have already taken part, with an additional 16% planning on trying this out in the future.

Technology investments are key to the hybrid future

Whether in the office or working remotely, technology can make or break the employee experience. The distraction economy, or an environment in which people are increasingly distracted by the abundance of content and notifications that have become commonplace in the digital age, is taking hold. For instance, the majority (93%) of UK workers say their office setup directly impacts productivity and wellbeing. Outdated or missing technology (32%) and unresolved noise issues (25%) top the list of frustrations.

When it comes to distractions during hybrid meetings, 83% of UK employees have been affected by technology-related issues. Unreliable connectivity (38%), audio issues (34%), and video lag (33%) cited as the most disruptive.

Luckily, workers are clear about what they want next from their organisation. 85% are looking for greater investment in technology, whether that’s improved internet connectivity, better audio and visual equipment, or better training on meeting tools and technology. As hybrid work continues to evolve, organisations that prioritise these investments will be best placed to support engaged, productive teams.

“The rise of flexible working trends such as the four-day week and “working-to-rule” show that the traditional nine-to-five no longer makes the cut. It's crucial to recognise that more hours doesn’t always lead to greater productivity, nor does forcing strict in-office attendance – it's about how effectively those hours are used, not where they are spent. As organisations look to attract and retain talent in a competitive market, flexible models like the four-day week are already shifting from experiment to expectation. For many, the question is no longer if – but when,” concluded Frank Weishaupt, CEO, Owl Labs.

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