The shift towards a four-day workweek is a concept that gained renewed attention during the Covid-19 pandemic, with countries exploring innovative strategies to manage economic and social challenges.

In Sri Lanka, the Government introduced a four-day workweek for public sector employees in 2022 as a temporary measure to address the dual crises of economic instability and food insecurity. The initiative aimed to reduce commuting costs for workers while encouraging them to use the additional day to cultivate home gardens. 

While the measure was specific to the extraordinary circumstances of that period, it highlighted the potential of shorter workweeks to address both economic and personal well-being. 

Speaking to Department of Labour Labour Relations Officer Kushlani Jayasooriya, however, The Sunday Morning Brunch learnt that these efforts by Sri Lanka had been made exclusively for the Covid-19 period and were owed to its special circumstances, with there being no considerations at present for the Sri Lankan State sector to make this shift despite global inclinations. 

The case for the four-day workweek 

The four-day workweek has gained momentum worldwide as organisations and governments seek innovative ways to enhance workplace efficiency and employee satisfaction. 

One of the primary drivers behind this movement is the potential to improve work-life balance. By having an extra day off, employees can dedicate more time to personal pursuits, family commitments, and mental rejuvenation, reducing stress and contributing to overall well-being.

Additionally, reduced working hours have been linked to increased productivity. Studies reveal that employees often perform better when they work fewer days, as they can maintain focus and efficiency during condensed work periods. This has led to measurable gains in output without the need for extended work hours. 

Furthermore, organisations offering flexible work schedules often experience improved employee morale, which translates to higher job satisfaction and lower turnover rates. These benefits make the four-day workweek an attractive proposition for companies aiming to remain competitive in a rapidly evolving workforce.

However, transitioning to a four-day workweek is not without challenges. One significant concern is the potential for extended workdays. To make up for the reduced number of workdays, employees may be required to work longer hours, which can lead to physical and mental fatigue. This poses a risk of diminishing the well-being benefits that the shorter workweek is intended to promote.

Operational disruptions also present a hurdle, especially for businesses that require round-the-clock service. Companies must reorganise workflows, reschedule client interactions, and ensure that productivity levels are maintained. This often involves rethinking traditional models of operation, which can be resource-intensive and time-consuming.

Moreover, industry-specific constraints make the four-day workweek impractical for certain sectors, such as healthcare, manufacturing, and retail, where continuous operations are critical. Balancing reduced hours with the demands of such industries requires tailored approaches that may not always align with the overarching goal of shorter workweeks.

The four-day workweek in the Lankan context

The concept of a four-day workweek is gaining traction globally, but its implementation in Sri Lanka raises unique concerns tied to the country’s work culture and structural inefficiencies. 

Speaking to Brunch, Diversity and Solidarity Trust (DAST) Sri Lanka Executive Director Roshan De Silva, who manages projects across the island, highlighted the challenges specific to the Sri Lankan context. 

“The issue with a four-day workweek is everything around work culture, particularly if you take the State sector in Sri Lanka. When this was briefly implemented, issues arose because there is a lack of efficiency in the system,” he explained. 

“If you make it a four-day workweek, then there has to be a holistic approach, particularly with regard to efficiency, but not only that; there are other elements that contribute to delays in the workday.”

De Silva also raised concerns about the potential for inefficiency to persist in a shortened workweek. “If the findings indicate that the last day of the week is a wasted day when not a lot of work gets done, then I fear that if we move into a four-day workweek, it will only be the same again, with less days at work but the same inefficiency,” he noted. 

His perspective underscores the need for systemic reforms to support a four-day workweek, especially in the public sector.

Training and workforce development also emerged as critical factors in the discussion. 

“What we need is better training and skilled workers. Better-trained, better-skilled workers can definitely do the work in four days. 

“However, as things stand right now – with the system not yet digitalised and a lot of unskilled workers fresh out of degrees such as history getting appointed to administrative jobs without any experience or preparation – we already see a lot of delays in Government work,” De Silva added. 

His comments highlight the structural issues that must be addressed before a four-day workweek can be viable in Sri Lanka, particularly in the State sector.

De Silva’s insights reflect a broader challenge faced by nations considering this transition: aligning workplace culture, operational efficiency, and workforce readiness with the goals of a shortened workweek. 

While the potential benefits are evident, particularly in terms of employee well-being and productivity, successful implementation in Sri Lanka would require significant investment in training, digital infrastructure, and a cultural shift towards more efficient work practices.

Need for infrastructure improvements 

The conversation around a four-day workweek in Sri Lanka has brought forward diverse perspectives on the structural challenges and cultural factors influencing its feasibility. 

Maheesha Perera, who recently stepped into a management role in the corporate sector, shared her views on the logistical difficulties faced by many workers. 

Reflecting on the State sector, she noted: “A significant issue lies in transport and travel, particularly for State workers who come from out of town. Many travel long distances to Colombo, and by the time they arrive on Monday morning, a significant portion of the day is already lost – first to have breakfast and recover from the journey, and then to depart early to catch the last train services by 6 p.m.”

Perera highlighted how these challenges affected productivity and the overall efficiency of the workday. “Workers are often too tired to focus in the morning, and in the afternoon, they’re preoccupied with leaving on time to avoid transport issues. As a result, very little actual work gets done,” she explained. 

Her observations underline the need for a systemic overhaul of work assignments and infrastructure to support any potential transition to a four-day workweek.

She further emphasised the importance of regional appointments and transport reform. “If you’re hiring people for State work, they should be appointed to offices in their areas, rather than having them spend hours commuting to Colombo,” she suggested. 

Perera also drew attention to Colombo’s notorious congestion and its impact on worker efficiency. “The transport system has to be super efficient to ensure workers don’t spend excessive hours on the road and aren’t exhausted by the time they reach their offices. Without these changes, we will continue to see delays and inefficiencies.”

She stressed on the necessity of reevaluating how work is structured geographically and logistically in Sri Lanka. 

For a four-day workweek to be effective, it must be accompanied by substantial improvements in infrastructure, transport, and the decentralisation of administrative operations. Addressing these foundational issues is crucial to maximising productivity and ensuring that the shift does not simply replicate existing inefficiencies in a condensed time frame.

Enabling a better work-life balance 

Interestingly, while some expressed skepticism about the feasibility of a four-day workweek in Sri Lanka, others approached the concept from a more human-centred perspective. 

Feminist Action Now Programme Manager Shavindi Warnapura offered a compelling case for the change. “I strongly support the idea of a four-day workweek. It won’t affect work efficiency, as a well-rested team often performs better. Work isn’t everything – having more time for personal life helps people recharge and stay motivated,” she shared.

Warnapura emphasised the importance of prioritising work-life balance, suggesting that the traditional five-day workweek often resulted in wasted or unproductive time. “The time we spend working is largely filled with dead time – time that could be better spent on leisure or personal pursuits,” she explained. 

From her perspective, reducing workdays would allow employees to focus more effectively on their tasks during working hours while granting them the time they need to relax and engage with their personal lives.

She also highlighted the broader benefits such a shift could bring to team dynamics and organisational creativity. “This change will create a better work-life balance, leading to happier, more productive individuals and a stronger, more creative team overall,” Warnapura noted. 

Her insights align with global findings that well-rested employees often bring renewed energy and innovative ideas to the workplace.

Her perspective underscores the argument that a four-day workweek isn’t just about efficiency – it’s about recognising the human need for rest, leisure, and a fulfilling personal life. Advocates such as Warnapura believe that this shift could foster a healthier, more motivated workforce, driving long-term success for both individuals and organisations.

Rethinking the workweek 

The debate around adopting a four-day workweek in Sri Lanka reflects a diverse array of perspectives, highlighting both opportunities and challenges. While concerns about inefficiency, logistical barriers, and entrenched work culture remain significant, there is also a compelling case for rethinking the way we approach work. 

Advocates emphasise the potential for improved work-life balance, better mental health, and enhanced productivity when employees have more time to rest and recharge. However, to realise these benefits, systemic reforms are necessary, ranging from digitalising administrative processes and improving transport infrastructure to fostering a culture of efficiency and skill development. 

As Sri Lanka continues to grapple with questions of modernisation and economic recovery, the four-day workweek offers an intriguing opportunity to prioritise not just work but the well-being and potential of its workforce as well.