In recent years, the four-day workweek has dominated conversations about workplace innovation. After a high-profile six-month UK trial involving 61 companies, results showed overwhelming success: 56 organisations extended the trial, and 18 made the shift permanent.
The benefits speak for themselves. According to our survey, 92% of employees reported improvements in their personal lives and 84% said their professional lives also benefited. Unsurprisingly, interest in this model is growing employers considering the four-day week nearly doubled from 9% to 17% in the last year alone.
But while the four-day workweek continues to attract attention, a more flexible and operationally manageable alternative is gaining momentum: the nine-day fortnight.
What Is a Nine-Day Fortnight?
Put simply, a nine-day fortnight allows employees to take every other Friday off, working nine days over a two-week period. This model offers five days off every 14 days without completely overhauling traditional work patterns.
Our recent poll of over 9,000 professionals shows growing support for this model. In fact, 28% of employers have either implemented or are considering introducing a nine-day fortnight. Interestingly, 40% of respondents in a separate survey said they would return to fully in-office work if it meant getting every other Friday off a strong indicator of the model’s appeal.
A Middle Ground That Works
While the four-day week offers major perks better wellbeing, fewer sick days, more family time, and reduced environmental impact it can be difficult to implement. More than half (53%) of employers not considering the shift cite operational concerns.
This is where the nine-day fortnight offers a compelling compromise. It allows businesses to offer flexibility without undergoing major structural changes.
Organisations can apply the model in various ways. Some designate a set day off for all employees, while others allow individuals to rotate their days particularly helpful in client-facing roles. Another common approach is compressed hours, where staff work slightly longer days to make up for the time off. Regardless of the method, the model equates to an extra 26 days off per year without reducing annual leave entitlement.
Success Stories
CharlieHR, a London-based HR software company, trialled a nine-day fortnight in 2021 for all 50 of its employees. The outcome was impressive: a 24% drop in work-related stress and an 11% boost in productivity. The company has continued the model ever since, noting its positive impact on employee satisfaction, retention, and recruitment.
Our research shows that more employers are either using or exploring the nine-day fortnight (28%) than the four-day week (22%). Adoption is particularly strong among very small (up to 10 staff) and very large businesses (1,000+ employees), suggesting that scalability and flexibility make it a viable option across different industries.
The Role of Flexibility in Talent Attraction
In today’s candidate-driven job market, flexibility is a major differentiator. Nearly seven in ten professionals (68%) say they would consider switching jobs for the chance to work a nine-day fortnight.
The UK’s unemployment rate sits at just 3.8%, increasing competition for skilled talent. Offering flexible work patterns, including nine-day fortnights, could give organisations an edge when hiring and retaining top performers.
Since the pandemic, flexible working has shifted from a perk to an expectation. Before COVID-19, just one in eight professionals worked from home. Now, according to our latest Salary and Recruiting Trends Guide, 72% of employers offer hybrid working. This shift has helped improve work-life balance, which now enjoys a 59% positive rating up from 52% two years ago.
Final Thoughts
Whether through four-day weeks, nine-day fortnights, or hybrid models, the workplace is evolvingand flexibility is now fundamental. As businesses look for ways to engage, retain, and attract talent, offering creative work patterns could be the key.
To explore more insights and data on modern working trends, download our latest What Workers Want report.