The Netherlands has seen a quiet but significant shift, with many embracing a four-day working week. This article explores the impact of this trend and questions its long-term viability.
“Your children are only young once,” states Gavin Arm, co-founder of Amsterdam-based Positivity Branding. He reflects on the common entrepreneurial drive to work extensively, often for family benefit, yet acknowledges the potential regret of missing significant life moments. Arm expresses a desire to avoid this outcome for himself and his team.
Arm shared these insights from his company’s office in De Pijp, a vibrant Amsterdam neighborhood known for its lively markets and affluent gentrification. Positivity Branding, co-founded with Bert de Wit, specializes in advising companies on brand identity and packaging.
Seven years ago, Arm and de Wit transitioned themselves and their staff to a four-day work week. This change did not involve a salary reduction for employees, nor did it necessitate longer hours on the remaining four days. Instead, weekly hours were set at 32, averaging eight per day.
“Work-life balance was the core motivation,” explained de Wit. He countered the notion that employees were doing less work for the same pay, attributing their output to a strategy of “working smarter, not harder.” De Wit highlighted that cultural and mindset shifts represent the most significant hurdles. “In other countries, people might spend many hours at work, but that doesn’t equate to high productivity. The real challenge lies in transforming culture and mindset.”
The four-day work week is now a well-established practice in the Netherlands, adopted even by its largest corporations. The nation’s primary union, FNV, actively advocates for government endorsement of this model. Furthermore, Dutch employees already possess the legal right to request reduced working hours.
“We value the mental space that comes with free time. My best ideas often emerge during my dog walks,” shared Marieke Pepers, chief people officer at the Dutch software firm Nmbrs. Pepers has Fridays off weekly, finding that this dedicated personal time allows for inspiration and improved well-being, benefiting both her and the company.
Pepers noted a positive impact on company metrics since the switch, including a reduction in staff sickness and an increase in employee retention. However, she admitted that the initial adoption of the four-day week was challenging. “We had to convince investors. Our own staff were initially skeptical, with some expressing concern about completing their workload within fewer days. There was some perceived pressure, but we responded by implementing strict prioritization and reducing the number of meetings.”
Economic Implications and Productivity
The Netherlands’ measured adoption of the four-day week has garnered international notice. Dutch employees average 32.1 working hours per week, the lowest in the European Union and significantly below the EU average of 36 hours. Concurrently, the country maintains some of the highest per capita economic output (GDP) in Europe and ranks near the top among OECD developed economies. This stands in contrast to the assumption that extensive working hours are essential for national competitiveness.
However, a critical examination questions whether the Dutch model’s economic success aligns with its public image. Daniela Glocker, an economist specializing in the Netherlands at the OECD, commented: “While the Netherlands exhibits high productivity and fewer working hours, we have observed stagnant productivity growth over the past fifteen years. To sustain their quality of life, the Dutch must either boost productivity or increase their labor supply.”
Increasing labor supply, according to Glocker, involves either enhancing the output of existing workers or integrating more individuals into the job market, potentially through immigration.
The Netherlands has the highest proportion of part-time workers within the OECD, with nearly half of its workforce employed less than full-time. The combination of relatively high wages and progressive taxation, which significantly impacts middle-income earners, makes additional working hours less appealing, prompting families to prioritize time over income.
Government data indicates that three out of four women and one out of four men work fewer than 35 hours per week. Unions advocate that a reduced work week can enhance employee energy, productivity, and societal well-being, potentially retaining individuals in the workforce who might otherwise leave.
Yet, the OECD voices concerns regarding the mounting pressures accompanying this trend. Like many nations, the Netherlands faces an aging population, leading to a shrinking workforce as more individuals retire. Nicolas Gonne, an economist at the OECD, poses the question: “The Dutch are prosperous and work less – but how sustainable is this? There are limits to what can be achieved with a smaller workforce. We observe the Netherlands encountering constraints across the board; expanding the labor supply is the proposed solution.”
Addressing Labor Supply and Gender Equality
One avenue for increasing the labor supply lies in encouraging more Dutch women to pursue full-time employment. Despite a high overall female employment rate, more than half of Dutch women work part-time, a figure approximately three times the OECD average. Barriers such as the availability of affordable childcare, coupled with high income taxes and complex benefit structures, can deter individuals, particularly secondary earners, from increasing their working hours.
Peter Hein van Mulligen from the Dutch Statistics Office (CBS) points to “institutionalized conservatism” deeply embedded in Dutch society, which impedes women’s workforce participation. A 2024 study indicated that one in three individuals in the Netherlands believes mothers with very young children (aged three or younger) should work no more than one day a week, with nearly 80% considering three days a week as the maximum. These figures contrast sharply with those for fathers, where the respective percentages are 5% and 29%.
“That’s a significant difference,” van Mulligen observed.
Yvette Becker of the FNV union believes the four-day working week can contribute to closing the gender gap, noting that “productivity increases with less absenteeism.”
Returning to Positivity Branding, de Wit asserts that the four-day week makes employment “more attractive,” particularly for sectors experiencing labor shortages, such as education and healthcare. “It could be a strategy to make these professions significantly more appealing and boost overall productivity.”
His co-founder, Arm, summarized his perspective on the four-day week by focusing on personal well-being: “Are you happier? Are you enjoying your life more? That’s truly what it’s all about.”