4-Day Workweek in the Blue-Collar Sector

The growing labor shortage is forcing companies to fundamentally rethink their working conditions to stay competitive in attracting new talent. This pressure is especially high in the blue-collar sector, where innovative approaches are needed to increase employer attractiveness while maintaining productivity and efficiency. One solution that is gaining increasing attention is the 4-day workweek. Studies in various industries have demonstrated positive effects of this model, even in blue-collar jobs where physical workload has led to repeated calls for its implementation. 

4-Day Workweek: Flexibility and Work Models in Demand 

According to a 2024 Bertelsmann Foundation study, employees increasingly value self-determined and flexible work schedules. The 4-day workweek provides exactly that flexibility by giving employees more time for recovery and personal needs, without drastically reducing total working hours. 

The 2021 Deutschlandreport also highlighted that reduced working hours have long been a desire for many employees. Over half of the respondents wanted shorter working hours, averaging 34.3 hours per week. 

When asked specifically about the 4-day workweek, two main models emerged: 

1. Unchanged total working hours: Weekly hours remain the same but are spread over four days instead of five. This results in longer workdays, such as 10 hours per day for a 40-hour week. 

2. Reduced working hours: The total weekly hours are reduced, often without salary cuts or with minimal losses, resulting in shorter hours overall and an extra day off. 

International Models and Study Results: Pros and Cons of the 4-Day Workweek 

Successful pilot projects have already been implemented internationally: 

• Belgium: Since 2022, employees can choose to distribute their weekly hours over four days without reducing their salary. 

• Iceland: Pilot projects since 2015 have led to 90% of workers reducing their working hours or adopting adjusted schedules. (Source: Iceland Report) 

• Additional trials are underway in the UK, Australia, Ireland, Spain, and Portugal. 

According to Statista, 63% of employees would prefer a 4-day workweek if they retained their full salary. However, only 14% would accept this model with a salary cut, while 17% fundamentally reject the idea.

In Germany, the University of Münster conducted a comprehensive study in 2024 testing the 4-day workweek in practice. Companies of various sizes, including SMEs and large corporations across different industries—both blue-collar and white-collar sectors—participated. The study showed: 

• Health benefits and recovery: Participants reported improved work-life balance and fewer stress-related absences. 

• Productivity and efficiency: Contrary to assumptions, productivity remained stable despite fewer working days, thanks to increased focus and efficient workflows. 

• Employer attractiveness: In a competitive labor market, the 4-day workweek helps companies stand out, reduce turnover, and strengthen employee retention. 

Challenges of the 4-Day Workweek in the Blue-Collar Sector 

Not all industries can adopt this model without challenges. Sectors like healthcare or hospitality face significant staffing shortages, which necessitate excellent organizational planning and, in some cases, longer shifts. According to a survey, 46% of employers view the limited availability of workers as the biggest obstacle to implementing the 4-day week (F2507-3). 

While the service and knowledge sectors can integrate the model more easily, craftsmanship and industrial roles require time flexibility to meet production demands. 

Targeted international recruitment could address this concern. In many countries, the supply of job-seeking support and service workers exceeds demand. German companies offering attractive conditions, such as the 4-day workweek, can become more competitive in recruiting international employees. Successful examples in the industrial and craft sectors prove that involving employees in planning and adopting flexible shift models can align shorter workweeks with business needs. 

4-Day Workweek in the Steel Industry: A Practical Example 

In 2023, IG Metall advocated for introducing a 32-hour, 4-day workweek with no salary reductions in the steel industry. At the time, 37% of steelworkers already worked fewer than 35 hours per week through individual agreements, often without salary retention. IG Metall aimed to standardize flexible work schedules for all employees. 

Advantages for the steel industry: 

• Relief for workers in physically demanding shift operations. 

• Long-term job security for employees. 

• Increased attractiveness of the steel industry for skilled workers. 

Although there are no official mentions of a 4-day week for the 2024 tariff negotiations in the metal and electrical industries, discussions around improved working conditions and fair wages remain central. Studies confirm that introducing the 4-day week can also make sense in blue-collar sectors. 

Is the 4-Day Workweek Feasible in Blue-Collar Jobs? 

The 4-day workweek offers a promising solution to the growing pressures in the blue-collar sector. Both international and national studies demonstrate positive effects on health, productivity, and employee retention. 

Challenges, such as staffing shortages and organizational hurdles, can be addressed through measures like flexible shift models, technological innovations, and proactive workforce planning. While the pros and cons apply across industries, the key benefit of the 4-day workweek in Germany remains clear: Companies can enhance their employer attractiveness—a critical factor in today’s competitive labor market.