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25th Feb 2025 | 6 Minute Read 

The verdict is in: Why we made our 4-day workweek permanent

What if you could maintain world-class business results in four days instead of five, while dramatically improving employee engagement and client satisfaction? That's the question we investigated at CAPITAL-e when we started trialling a 4-day workweek back in February 2022. Now we have the answers.&nbsp; As a diverse team delivering major B2B events and marketing programs for technology enterprises across Australia, Asia Pacific and beyond, we knew this was an ambitious and potentially risky move. Could it really work for our team, business AND clients?&nbsp;&nbsp; Three years on, with 97% of our employees reporting high satisfaction with the arrangement, our Managing Director Cara Hamann reflects on how this decision has transformed our business, culture and ability to attract and engage top talent.

While we'd actually floated this idea on and off since 2013, the pandemic was the ultimate catalyst. Running a marketing and events organisation during that time was incredibly challenging for everyone.&nbsp;&nbsp; We identified that employee well-being needed to be a core focus, especially given the increasingly blurred lines between work and home life.&nbsp; When you're always working hard, why do we have to work five days at an exceptional pace and then only have two days to fit in all our life stuff – family, friends, socialising, errands, relaxing, hobbies, life admin, self-care and fun?

THE BIG SWITCH: What made you take the leap?

Our initial assumption was completely wrong. We started by splitting the team between having Mondays and Fridays off to ensure consistent client coverage. But, counterintuitively, our weekly staff pulse surveys quickly revealed this wasn't optimal.&nbsp; The team needed more crossover time together, and we found that having too many people across projects "just in case" a client had a question was inefficient. So we made a significant pivot: The entire company moved to having Fridays as their flexible day.&nbsp;&nbsp; It's worked brilliantly ever since. To maintain smooth operations, the team uses out-of-office auto-replies and asynchronous tools like Google Docs and Slack.

EVOLUTION: Your trial took an unexpected turn. What did you learn?

No. The data shows the opposite. In our recent employee survey, 85% of staff reported the 4-day week has increased their productivity and engagement. Focusing on getting the same work done in four days rather than five has improved organisational efficiency.&nbsp; We've implemented new software to track resourcing, utilisation and workload, while also reviewing our processes to identify opportunities for increased efficiency. By embracing new technologies and AI tools where appropriate, we've streamlined many operational aspects of the business.&nbsp;&nbsp; The team is highly collaborative and proactive about determining whether projects need additional time. The key was building trust and empowering people to manage their own time effectively.

PRODUCTIVITY: The big question – did output suffer or did anything slip through the cracks?

Most clients were intrigued and supportive of the concept. In fact, we found that Fridays align naturally with many of our enterprise and tech clients who have well-being initiatives such as ad hoc wellness days, half-day Fridays after peak periods and birthdays off for example. We've simply made it a consistent, year-round initiative. The key is proactive communication and ensuring all updates and actions are complete before Thursday evening.&nbsp; Internally, we position Friday as a flexible workday, acknowledging that there are times we may need to work – like during major events or key project deadlines. However, this is the exception rather than the rule. Genuinely urgent issues have been rare, but if something critical crops up, a quick text message or call is usually all it takes to get answers.

CLIENT RESPONSE: Did they push back about having no Friday contact?

We keep it simple. While Fridays are flexible, events or key deadlines occasionally fall on that day. Since salaries are based on a standard 5-day workweek, we are transparent about not offering in-lieu days. The team appreciates this occasional give-and-take, fostering a sense of mutual trust.

CLARITY: What about Friday events and compensation?

We like to emphasise life-work balance rather than work-life balance. It's fascinating to see how people use their Fridays. Some treat it as a slow day, others as a ’me’ day, family day, fitness day, life admin day, beach day, study day or food prep day.&nbsp;&nbsp; We have team members at different life stages with various interests and responsibilities. Parents can save a day of childcare costs. People can schedule medical or other appointments without taking time off. Some enjoy a sleep-in and lunch with friends. Others pursue hobbies, exercise or study.&nbsp;&nbsp; Some team members even use the quiet of Friday mornings to clear their inboxes or plan the week ahead when others are offline – it's entirely up to them. As one team member said:&nbsp; “The 4-day workweek is one of the best things ever.”

LIFE FIRST: How do people use their additional day?

It's been a powerful employee attraction tool. Candidates are drawn to a company that truly lives its values, with employee success being our number one priority. New team members are often blown away by the positivity, supportiveness and collaboration. Our staff survey revealed what people value most: increased life-work balance, reduced stress and burnout, and improved productivity during working hours.&nbsp;One employee noted:&nbsp; “Amazing people, flexibility including a 4-day workweek, genuine care for employees and doing good by each other.”

TALENT: Has it helped with recruitment and retention?

Do it! But think through possible roadblocks, work on clear company messaging and set realistic expectations upfront. Communication with clients is also crucial. Collaborative work tools are essential. Focus on using technology and processes to improve efficiency.&nbsp; Start with a trial period and create a feedback mechanism so you can make swift changes. We kept guidelines minimal and stayed flexible, which helped us optimise the process over time. Avoid the temptation to overthink or over-engineer it – sometimes the simplest solution is the best.

ADVICE: What do you say to other businesses considering this move?

Haha… But never say never! We’re constantly on the lookout for creative ways to improve engagement and results — always guided by feedback and ideas from staff and clients.

FUTURE: Any plans to further experiment with flexible arrangements? Maybe a 3-day or 2-day week?

Three years after launching our ‘flexible Friday’ initiative at CAPITAL-e, we've proven that it’s a concept that can succeed when built on trust, clear communication and smart systems.&nbsp;&nbsp; Our experience shows that with the right foundations – including asynchronous collaboration tools, proactive client communication and strong team buy-in – the 4-day week isn't just viable; it's a competitive advantage. As one team member put it:&nbsp; “Trust and support from leadership, by giving us a greater life/work balance with the 4-day workweek... it's transformed how we work and live.”

The 4-day week is not just viable; it's a competitive advantage

Want to see how our balanced, engaged and energised team could help bring your next event to life? Get in touch at <a href="mailto:hello@capital-e.com.au">hello@capital-e.com.au</a>.