In his August 16 piece, Sean Scalmer laid out the rising appeal of the four-day work week, pay uncut, hours reduced, but productivity sustained or even improved. He highlighted how advocacy groups and historical precedents like Andrew Barnes’s movement in New Zealand and broad trials by 4 Day Week Global have brought clarity to the benefits such as elevated job satisfaction, better health outcomes, and stronger productivity
Since then, the conversation has evolved from theoretical promise to tangible progress, particularly within Australia.
Medibank: From Trial to Expansion (and AI on the Horizon)
- Initial trial (2023–24): Medibank launched a six-month pilot under the 100:80:100 model—full pay for 80% hours while maintaining productivity. The trial, co-designed with 4 Day Week Global and evaluated by Macquarie University, showed promising signs: stable productivity, increased satisfaction, healthier lifestyles, and reduced absenteeism. Metrics include a +4.9% in satisfaction, +3.1% motivation, and a 17.6% drop in unhealthy eating
- Expansion to 500 employees: Encouraged by early results, Medibank doubled participation to 500 staff. They reported improvements in engagement (+6.7%), performance (+3.6%), psychological well-being, and far less low-value work thanks to streamlined processes.
- AI integration next: In March 2025, Medibank signalled its intent to deploy generative AI tools to further bolster productivity and support scaling the four-day model.
Broader Trials and Studies: Evidence Across the Ecosystem
- National-scale research: A peer-reviewed study across 2,896 employees in 141 organisations including many in Australia confirmed that four-day weeks (with full pay) markedly improved mental and physical health, job satisfaction, and reduced burnout.
- Pilot outcomes in Australia/New Zealand: The 2022–23 trial by 4 Day Week Global involving 26 companies and ~750 staff had stellar results. Organizations rated the trial 8.2/10, 95% wanted to continue; employees saw productivity gains, lowered sick leave (−44%), reduced resignations, less burnout (−64%), heightened positivity, and even environmental benefits such as reduced commuting and more eco-friendly behaviors.
Workplace Sentiment and Employee Preferences
- A 2025 survey of 2,000 Australian workers revealed that 65% were open to a four-day work week—provided pay, leave, and flexibility aren’t compromised. However, acceptance dropped significantly if those benefits were on the table.
Politics and Policy: Debates Heat Up
- Unions pressing for change: The ACTU has proposed a four-day week with no loss of pay and alternatives like extra leave or rostered days off where the model isn’t viable. Government officials signal openness to dialogue but have rejected mandating a national policy.
- Government response: While supportive of flexible work, the federal government maintains a cautious stance on legislating reduced hours, emphasizing productivity fundamentals and enterprise-level negotiation.
- Business pushback: Employer groups argue Australia’s current productivity levels don’t support mandatory shorter weeks. The ACCI has called proposals like extra leave or four-day weeks “completely unrealistic” for many businesses.
Between Promise and Practice
Scalmer’s vision of a shorter, more humane workweek is steadily transitioning from theory to action, especially within forward-thinking companies like Medibank. Meanwhile, broader pilot studies and employee-based research confirm positive outcomes across health, productivity, environmental impact, and workplace satisfaction.
However, political and economic headwinds remain. The federal government remains cautious, employers demand proof of sustained productivity, and union proposals are still met with resistance. For now, progress is patchy, led by corporate experiments and grassroots momentum, but lacking a cohesive national policy.
