Momentum Builds for Four-Day Workweek, But Challenges Remain
The push for a four-day workweek is gaining traction across the United States, fueled by pilot programs, legislative efforts, and a growing desire for improved work-life balance. While the concept has been around for decades, recent developments suggest a potential shift in how Americans approach the traditional five-day workweek.
In March 2024, Senators Bernie Sanders and Laphonza Butler introduced the Thirty Two Hour Work Week Act, a federal bill aiming to establish a 32-hour workweek as the new standard. The legislation seeks to lower the threshold for overtime pay from 40 to 32 hours, effectively mandating a four-day workweek for many non-exempt employees. Crucially, the bill includes provisions to protect workers’ pay, preventing employers from reducing compensation in response to the reduced hours.
This Senate proposal follows earlier action in the House of Representatives, where Representative Mark Takano of California introduced the Thirty-Two Hour Workweek Act (H.R.1332). That bill also amends the Fair Labor Standards Act to reduce the standard workweek to 32 hours, requiring overtime pay for any hours worked beyond that threshold. The House bill allows for a three-year phase-in period.
The legislative efforts have garnered support from prominent labor organizations, including the Congressional Progressive Caucus, the National Employment Law Project, the Economic Policy Institute, the AFL-CIO, the SEIU, the UAW, and the UFCW. This broad coalition signals a growing recognition of the potential benefits of a shorter workweek.
Beyond the federal level, state legislatures have also been actively exploring the four-day workweek. According to available data, bills have been proposed in at least 12 states, though none have yet been passed into law. These state-level initiatives generally fall into two categories: pilot programs designed to test the feasibility of a four-day workweek, and directive bills that would directly implement the change by lowering the overtime threshold.
The concept of a four-day workweek isn’t new. The idea gained early traction with Henry Ford, who in 1926 adopted an eight-hour workday and two-day weekend, believing it would boost productivity. More recently, in 2023, public conversation around the four-day workweek reached a peak, with a surge in companies initiating trial runs.
One common model for implementing a four-day workweek is the “100:80:100” principle, which promises 100% pay for 80% of the time, while maintaining 100% output. This approach, endorsed by Senator Sanders and 4 Day Week Global, typically involves employees working four eight-hour days.
As of early 2025, over 2.7 million workers in the United Kingdom – nearly 11% of the workforce – reportedly work a four-day week. Mexican unions also advocated for a 40-hour workweek cap during International Workers’ Day in the same year, and the Irish Congress of Trade Unions debated a four-day policy in July 2025.
However, the transition to a four-day workweek is not without its potential challenges. A recent report highlighted potential “hidden costs” and questioned whether the four-day workweek truly benefits employees or simply represents a new form of exploitation under the guise of improved work-life balance. The role of artificial intelligence in boosting productivity and enabling a successful shift to a shorter workweek is also being explored, with some suggesting AI could be a key catalyst for wider implementation.
