Starting in December 2025 a groundbreaking trial has launched across South Africa’s main economic areas including Gauteng KwaZulu-Natal & the Western Cape. More than 150 companies and government departments have committed to testing a 4-day work week model to boost productivity and improve employee wellness & work-life balance. This major reform has support from the Department of Labour and the Productivity Commission and represents a notable change in how South Africans will approach work going forward.
What Is the 4-Day Work Week Pilot?
The 4-day week model lets employees work four days each week while keeping the same pay benefits and performance standards. South Africa is following countries like the UK, Belgium & Iceland that have achieved strong results with similar programs. The December 2025 pilot program is optional and includes workers from government agencies and private companies in three provinces. Employees will work between 32 and 36 hours per week with Friday typically serving as the day off.
Why These Provinces Were Selected
– Industrial Diversity & Workforce Access The region benefits from a wide range of industries that span from financial services to manufacturing operations.
– This variety creates a stable economic foundation that can withstand sector-specific downturns.
– Companies operating here can tap into both urban & rural labor markets.
– Urban centers provide access to specialized professionals and service workers while rural areas offer manufacturing and agricultural workforce options.
– This dual access gives businesses flexibility in their hiring strategies & operational planning.
Benefits Employees and Employers Expect
This trial aims to reshape work-life balance and corporate culture rather than simply provide extra rest time. Research from other countries has demonstrated improvements in productivity alongside reductions in burnout & higher rates of employee retention. Workers can expect several advantages from this change. They will have additional time to spend with their families & participate in community activities. Mental health challenges and burnout are likely to decrease. Expenses related to commuting & childcare should drop. Employees may also experience greater motivation and increased energy throughout their workdays. Companies stand to gain multiple benefits as well. Employee loyalty should strengthen while turnover rates decline. Workers tend to accomplish more during each hour when they have better balance. Operational expenses decrease through reduced utility costs and fewer absences. Organizations may also find their reputation enhanced and their ability to attract new talent improved.
Companies Participating in the Trial
| Organisation / Department | Province | Industry Sector | Employees Participating | Pilot Period | Designated Weekly Off-Day |
|---|---|---|---|---|---|
| Standard Bank | Gauteng | Financial Services | 1,200 | 6 Months | Friday |
| KZN Education Department | KwaZulu-Natal | Public Education | 850 | 6 Months | Friday |
| Woolworths Head Office | Western Cape | Retail Administration | 600 | 6 Months | Monday |
| Discovery Health | Gauteng | Health Insurance | 1,000 | 6 Months | Friday |
| eThekwini Municipality | KwaZulu-Natal | Public Administration | 900 | 6 Months | Friday |
| Naspers | Western Cape | Technology & Media | 750 | 6 Months | Wednesday |
| MTN South Africa | Gauteng | Telecommunications | 1,100 | 6 Months | Friday |
| Cape Town Transport Department | Western Cape | Government Transport | 720 | 6 Months | Monday |
How the Work Hours Are Adjusted
Most companies are not making the daily work schedule much longer. Instead they are making meetings more efficient and removing unnecessary administrative tasks. They also use digital tools and hybrid work models to help employees concentrate better during their workday.
| Work Schedule Model | Earlier Working Hours | Revised 4-Day Week Hours | Key Adjustments Introduced |
|---|---|---|---|
| Standard Office (9–5) | 40 hours per week | 32–36 hours per week | Meeting time reduced, streamlined break periods |
| Shift-Based Roles | Rotational shifts | Fixed four-day shifts | Optimised shift planning and coverage |
| Hybrid Work Arrangement | 3 days onsite + 2 days WFH | 2 days onsite + 2 days WFH | Friday designated as a full off-day |
| Government Administration | 8:00 AM – 4:00 PM (5 days) | 8:00 AM – 5:00 PM (4 days) | Daily hours extended to compress workweek |
Possible Challenges and Criticisms
While the benefits are well documented in global trials not everyone is optimistic. Some small businesses and labour unions are concerned about unequal access for informal or hourly workers. They also worry about potential overwork during the remaining four days. Difficulty adapting systems for customer-facing services presents another challenge. Productivity measuring inconsistencies add to the list of concerns. These issues highlight that the four-day work week may not suit every industry or workplace. Workers in retail or hospitality often cannot reduce their hours without affecting service quality. Hourly employees might see reduced income rather than maintained pay. Small businesses with tight margins may struggle to reorganize their operations effectively. The transition requires careful planning and consideration of different work environments. What works for office-based companies may not translate well to sectors that depend on continuous customer interaction. Each organization must evaluate whether this model aligns with their operational needs & workforce structure.
