Is the 4 days workweek the solution to burnout?

The idea of reducing the workweek to four days has gained popularity as a solution to improve employee well-being. The theory is appealing: more rest, more motivation, and higher productivity in less time. But does it really work that way?

For knowledge workers, where value isn’t measured in hours but in the quality of thinking and execution, the equation isn’t that simple. As Cal Newport says, productivity isn’t just about working less but working better—with fewer distractions and deeper focus.

Reducing workdays without adjusting the workload can have the opposite effect: less time for the same responsibilities, more pressure, and, in many cases, more stress. If we think about it realistically, a team already struggling to meet deadlines in five days—could they achieve the same in four without compromising quality or mental health?

Instead of enforcing a one-size-fits-all model, we could explore options that better adapt to each worker:

🔹 More vacation in exchange for a salary adjustment: For those who prioritize time off, this option allows for disconnection without affecting overall productivity.

🔹 Seasonal or project-based work: Some prefer intensive work periods followed by longer breaks, aligned with the nature of their projects.

🔹 Truly flexible schedules: Instead of fixing the same four days for everyone, employees could distribute their hours based on their personal productivity and circumstances.

In the end, rather than just reducing workdays, the key is redesigning work to truly fit people’s needs—not the other way around.

What do you think? Would a four-day workweek boost productivity, or would it just redistribute the pressure?