4 Day Work Week Readiness Framework
There is currently a limited body of research focused on a practical readiness framework that businesses can use to successfully transition to a four-day work week. While existing studies often examine productivity outcomes, employee wellbeing, and organisational performance, there is far less guidance on how organisations can assess their operational readiness, identify implementation risks, and structure the transition process effectively. The proposed research will address that gap by investigating the key organisational, cultural, and operational factors that influence four-day work week adoption, with the aim of developing a comprehensive readiness framework that businesses can utilise to evaluate whether they could (and should) transition to this work arrangement.
Proposed Research Design
Phase 1
A large-scale survey involving 2000 senior HR decision makers across various different industries based in the UK (number based on Boys, 2022). This will include a standardised questionnaire measuring attitudes, anticipated challenges, and organisational metrics in order to identify patterns in employer perceptions and organisational characteristics. Results will be analysed using a software tool such as JASP or SPSS
Phase 2
This will involve longitudinal case studies sampling 4-6 organisations either implementing or seriously considering implementing a 4DWW. Organisations will be tracked over 18-24 months with data collection points at 0, 6, 12, 18, and 24 months in order to gain a deeper understanding of implementation dynamics, longitudinal change, validity of mediating variables, and contextualising of phase 1 data. Qualitative data will be collected through semi-structed interviews with employers, employee focus groups, HR data analysis, and observational fieldwork. Results will be analysed using an exploratory inductive thematic analysis based on Braun and Clarke’s (2006) 6 step guidance.
Phase 3
Framework development and validation – this will involve the development of a comprehensive diagnostic framework for assessing 4DWW readiness in any given organisation. This will also involve framework validation through the use of focus groups with HR professionals and industry experts to refine framework usability and relevance.
Proposed Research Timeline
Months 1 - 6
Literature Review
During this stage, existing academic literature on the four-day work week, flexible working, organisational culture, and employee well-being will be reviewed in depth. The aim is to identify current debates, gaps in knowledge, and key themes that will shape the theoretical foundation of the study and inform the research questions and methodology.
Months 4 - 6
Survey Design and Pilot
A large-scale survey targeting HR decision-makers will be designed during this phase. Questions will focus on organisational readiness, attitudes toward the 4DWW, perceived barriers, and anticipated outcomes. The survey will then be piloted with a small sample to test clarity, reliability, and validity before wider distribution.
Months 6 - 10
Survey Rollout and Analysis
The final survey will be distributed to approximately 2,000 HR professionals across different UK industries. Responses will be collected and analysed using statistical software such as SPSS or JASP to identify trends, patterns, and relationships between organisational characteristics and attitudes toward four-day work week adoption.
Months 8 - 10
Case Study Recruitment
During this stage, 4–6 organisations that are either implementing or seriously considering a four-day work week will be recruited for longitudinal case studies. Access agreements, ethical considerations, and research participation arrangements will be established to prepare for long-term fieldwork.
Months 10 - 28
Longitudinal Field Work
This phase involves in-depth qualitative research within participating organisations over an 18–24 month period. Data will be collected at multiple intervals through interviews, employee focus groups, HR data analysis, and observational fieldwork to examine how the implementation of a four-day work week evolves over time and impacts organisational outcomes.
Months 20 - 30
Data Analysis
Quantitative and qualitative data gathered throughout the project will be analysed during this stage. Statistical findings from the survey will be integrated with thematic analysis of interviews and case study data to identify key mediating factors, implementation challenges, and indicators of organisational readiness.
Months 28 - 32
Framework Development
Using the findings from earlier phases, a practical organisational readiness framework for four-day work week adoption will be developed. The framework will then be refined and validated through consultation with HR professionals and industry experts to ensure relevance and usability in real-world organisational settings.
Months 30 - 36
Writing Up Thesis
The final thesis chapters will be written during this phase, bringing together the literature review, methodology, findings, discussion, and framework development. Drafts will be revised based on supervisory feedback to ensure the research is presented clearly and coherently.
Month 36
Final Submission
The completed thesis will be finalised, proofread, and submitted for examination. This stage marks the conclusion of the doctoral research project and preparation for the viva examination process. The results will (hopefully) enable businesses to evaluate whether switching to a 4DWW will benefit them or not and take corrective action in implementation planning.
Of course, this proposed project is quite wide in scope meaning it would take considerable resources and collaboration to complete.
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Regardless, if you would like to see the full research proposal, have any suggestions, or if you would like to collaborate and contribute to this project. Please email us at the following:
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