In some companies, the standard work week of 5 days and 40 hours has gone the way of the dinosaur. As technology and current events continue to evolve, the workplace is affected in a myriad of ways.

During the Great Recession, around 2009, companies started to learn just how lean they could be and still operate profitably. Over the years that followed, artificial intelligence, automation, and new skills have sped up productivity.  The 2020 pandemic reshaped the work world by accelerating flexible work time, remote work, and alternative schedules on a global level. And now here we are in 2026, with a lot of confusion, rigidity, flexibility, and a labor market that is unreliable.

Standing Out in a Competitive Labor Market

As employers scramble to attract and retain talent, a few things make employers stand out as an attractive place to work while at the same time creating efficiencies within the company.  Specifically, flex time and job share.

What is Job Share?

The concept of job share is nothing new.  It’s been around since the 1970s in practice. However, it was utilized mostly in the public sector with government employees, where the focus on work-life balance first appeared. The private sector was considerably slower in adopting it. 

Job sharing means that two (or more) part-time workers share the duties of one full-time role.  This means the company is paying one full-time wage for two people performing the tasks of one role. Usually, we see one employee working Monday through Wednesday, and the other employee working Wednesday through Friday, or any other combination that suits them.  The goal is efficiency: two people delivering the same results as one full-time employee, often with lower stress and better coverage.

Job share was a popular method for working mothers and retirees initially, but as budgets shifted and work became more efficient, many people who only want to work part-time are taking advantage of this arrangement, even without a specific need.

According to recent data from job site Adzuna, the proportion of U.S. job ads promoting job sharing nearly doubled in the U.S. since the COVID-19 pandemic, rising from 603 job ads in January 2020 to 1,532 job ads in January 2024. While that is still a low amount (0.02%) compared to traditional roles, the increase (and interest) is there.

Flex Time Policies and Alternative Work Schedules

Flex time is another popular workplace trend.  Companies provide this option in different ways. 

Some companies offer a staggered start, meaning employees choose their start time within a specific window (6 am to 9 am, for example) and complete a standard eight-hour shift from that point. Other companies may allow employees to go home when work is finished, without a reduction in pay.  And still others will offer a compressed or alternative workweek schedule, like the popular 4-day workweek, or a non-traditional 5-day workweek (Tuesday-Saturday).

The Rise of the Four-Day Workweek

Four-day workweeks have been growing in popularity in the United States for quite some time. According to the American Psychological Association (APA), 22% of respondents to their 2024 Work in America survey said their employer offered a 4-day workweek, compared with just 14% in 2022.

Not all 4-day workweeks are the same.  Some companies allow employees to work 40 hours over four 10-hour days. Others do four 8-hour days for the same 40-hour salary.  Either way, according to the data, the work gets done, and employees are happier.

Statistics show that even in the typical 40-hour workweek, most work is completed within 30-38 hours. That is a lot of dead time that companies are paying for. When employees are efficient and productive, the 4-day workweek works well.

Why the New Work Week Drives Recruitment, Retention, and Productivity Levels

Employers today need to be smart when looking to get the best talent. The job market has shifted, and employees are no longer motivated by money alone. Flexible work arrangements are more important than money to most job seekers, with 58% preferring a 4-day workweek over a raise. This should be seen as an opportunity, not an obstacle.

It might be time to take a look at your operation and see what can be done differently. Are outcomes being measured by hours worked instead of the results being delivered? Employers that can adapt to changing expectations will see stronger retention, lower labor costs, and more motivated, productive teams. Those who don’t risk falling behind.

By: Amy Matthews, SPHR

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