Large established companies remain concerned that allowing employees to work less, for the same pay, will dramatically reduce productivity
, one of the largest employment websites in North America, indicates that job postings that mention the “four-day week” in Canada are still uncommon. As of mid-January this year, just 12 of 10,000 postings included four-day related terms, a data point that has been relatively static since 2019, before the COVID-19 pandemic.
When asked about the possibility of a four-day workweek being implemented at his workplace, an employee at the Bay Street law firm McCarthy Tetrault LLP, told The Globe and Mail that it was a “pipe dream.” He also said his hours have got longer over the past two years, mostly because bosses know that their employees can be reached at all hours and now assume staff are not busy with non-work-related issues, given that Toronto has been in a pandemic-induced lockdown for much of the past two years.
According to Ms. Kearsey, corporate culture has a tendency to adopt outcomes-based performance management, meaning employers keep wanting to see more from their employees, and compensate them accordingly in terms of bonuses. , said that often when companies decide to move toward better working conditions, it is in response to an existential threat to the company – problems with recruitment or retention, for example.
One example is Situra Inc. a small roofing and construction company in the Toronto area. The company, which has just 20 employees, first instituted the idea of a 32-hour workweek in April of last year. The move was directly correlated to employee burnout, according to Situra marketing director Chauntelle Facey. “We did a survey to see how people felt about it and it turned out that most of us wanted more family time and time to pursue hobbies,” she told The Globe.
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