Managing the Four-day Workweek - Recorded Webinar

You’ve likely seen the headlines – ‘Organization Switches to a Four-day Workweek and Employees Love It’. In fact, an increasing number of organizations in Canada are considering switching from a five to four-day workweek to remain competitive and attractive to talent. However, organizations should know that it comes with some complexities.

There are two options for a shorter workweek:

1. Compressed week – Employees work the same number of hours (e.g. 40 hrs) across 4 days (e.g. 10 hrs/day) with no change in salary.
2. Reduced hours – Employees work 32 hours instead of their regular 40 hours, with no change in pay.

A third option may also arise, consisting of extending the number of workdays to 6 or 7. Employees would be working their regular number of hours (e.g. 40) but would work in shorter bursts over those days.

Before you decide to implement such a policy, do you know how to assess the impact on employees and ensure you are following the legal and regulatory compliance of your new policy? Failing to do this correctly could hurt the chances of a new workweek being accepted by employees and could lead to fines and penalties.

Join us as our team of experts guides you through this new trend, including the impacts of it, legal ramifications, and how it affects payroll.

Note: Continuing Professional Education (CPE) hours will be applied to your current cycle at the time of registration.

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