Four-Day Work Week Results: What 5 Years Taught Us at Emzingo

Can a company cut working hours by 20% without cutting output? At Emzingo, we have been testing that question since 2021, when we introduced a four-day work week. Five years later, we have never looked back. The four-day week has become embraced in many countries across the world from Iceland, Spain, to Canada. According to 4 Day Week Global, over 2000 companies across 35 countries have been trying the four day working week. As Emzingo, with a team of 20 people and strong commitment to work-life balance, we were among the companies that introduced this model and have maintained it over the years.

Why we adopted the 100:80:100 model

As an international B Corp that already had flexible working arrangements and a 100% remote work schedule, the idea of a four-day work week naturally occurred when Pablo, the Executive Director, and finance manager, Slade, came across research suggesting that teams can be more productive and efficient when working fewer days. They decided to adapt the model by slightly adjusting it to fit our business needs. Currently, we have been seeing the benefits such as increased productivity and personal wellbeing within the team. As a rule of thumb, our team avoids scheduling internal meetings on Fridays unless something is truly urgent and additionally has company shutdowns.

How the four-day work week works at Emzingo

Emzingo is following the model of “100:80:100”, which is becoming increasingly common in Europe. This refers to 100% pay for 80% of the time while maintaining 100% output. Here, employees work between 28-32 hours instead of the regular 40 per week. You might wonder what have been the biggest employee benefits of this practice?

What our team does with the extra day?

Our team takes advantage of this flexibility for a variety of activities from personal growth to traveling. At the staff level, Lisa Tétreau, Director of HR & Program Design, reports “I’ll read and work on personal hobbies”. Valentina Marcos, HR Lead and Brand Associate, mentions she “takes time to see friends, do chores, and workout” whereas, Maya Radonjic Sabbagh, BD and Product Lead, explains that she primarily spends the day with her family, allowing her to check in on her grandmother and care for her. Reflecting on the impact of Fridays off, she says they “fulfill my little joys of life”.

Five years in: an interview with our Director of HR & Program Design

We asked Lisa Tétreau, Director of HR & Program Design at Emzingo, to give some insights on how the journey has been so far.B

How would you describe the process so far?

The transition has been incredibly positive. We started with a trial period in 2021 to see how it would work in practice, and it quickly became clear that this modality was a great fit for our team. Nearly five years later, we’ve maintained the model successfully because we have a high level of trust, accountability, and ownership across the organization.

What have been the biggest benefits employees have reported since the introduction of the four-day work week?

The biggest benefit has been having more time for social and personal wellbeing outside of work. Team members use their long weekends to travel, spend quality time with family and friends, pursue hobbies, and focus on personal wellbeing. It has created a healthier balance without compromising performance.

One common concern about a four-day work week is productivity. What has been our experience in that area?

Our experience has shown that productivity has not suffered—in fact, if anything, it has improved. When four days becomes the norm, teams naturally become more intentional about how they prioritize their time and work. Everything still gets done, deadlines are met, and people tend to focus on what truly matters.

What has surprised you most about the results so far?

What surprised me most is how quickly work gets done. Having a shorter work week encourages people to be more focused and efficient, which often means decisions are made faster and tasks move forward more quickly than expected.

Finally, what would you say to other organisations that are considering making the switch to a four-day work week?

I would absolutely encourage them to try it. For us, it has been a win-win: employees are happier, more energized, and have a better work-life balance, while the company continues to perform at a high level. With clear expectations, trust, and good planning, a four-day work week can be incredibly effective.

Our results after five years

In general, the four-day work week has been successful and came to characterise our work culture at Emzingo, in which the team have reported increased wellbeing, productivity, and a better work-life balance. It is one more way we put our commitment to responsible leadership into practice, alongside the impact we create with our partners.

What this means for your organization

Five years of four-day work week results point to a consistent pattern: with trust, clear expectations, and a defined trial period, output does not drop when hours do. If your organization is considering the 100:80:100 model, start the way we did. Run a time-boxed pilot, agree on what success looks like, and let the team own how the work gets done. And if building a healthier, higher-performing culture is on your agenda, explore how we work with organizations or get in touch.

Read more about how we work in our B Corp journey on the blog.