Is Singapore ready for a four-day workweek?

As global conversations around flexible work arrangements intensify, Singapore is approaching the four-day workweek with caution. While optimism among employees is high—32% believe it will become the norm in the next five years, according to ADP—employers remain hesitant. A survey by the Singapore National Employers Federation (SNEF) found that 79% of employers are not considering it, with just 5% ready to take the leap.

Employers cite challenges such as the inability to sustain productivity, the need for 24/7 operations, and higher manpower costs. However, the global success stories, such as New Zealand’s Perpetual Guardian, suggested the four-day workweek is not just a dream.

Commenting on the global evidence, Dave Cairns, Future of Work Strategist at Kadence, told HRM Asia, “New Zealand-based organisation Perpetual Guardian piloted a four-day workweek, and they found clients didn’t notice any change in service levels. Employees adapted and even reported feeling more committed to delivering high-quality work.”

Cairns also pointed to the broader benefits seen in trials by 4 Day Week Global, a non-profit organisation. These trials have shown that reducing work hours can boost both productivity and employee wellbeing, with employees tackling tasks with renewed focus and energy.

Singapore faces hurdles that make adopting a four-day workweek particularly complex. High-stakes industries like finance and manufacturing depend on in-person, high-output environments. Coupled with an ageing population and limited workforce, employers worry about productivity dips and the financial strain of hiring extra manpower.

“It’s fair for employers in Singapore to be cautious,” Cairns noted. “Organisations worry about needing extra hires to cover a shorter workweek, which could be tough on SMEs. But there’s mounting global evidence that a four-day workweek can enhance productivity, improve employee wellbeing, and lower turnover.”

“Productivity today is less about strict hours and more about how adaptable organisations can be to different work styles,” – Dave Cairns, Future of Work Strategist at Kadence

For the four-day work to succeed in Singapore, Cairns believes the conversation must shift from rigid schedules to results-oriented approaches. “The key isn’t about the number of workdays—it’s about providing the option for flexibility. Productivity today is less about strict hours and more about how adaptable organisations can be to different work styles,” he explained.

Cairns advocates for moving beyond “one-size-fits-all” policies, focusing instead on team agreements and individual autonomy. He suggested frameworks that empower employees to manage their time effectively while meeting team goals. “Organisations that build in flexibility—whether it’s in work hours, locations, or job structures—consistently outperform those with rigid schedules,” he added.

Although widespread adoption seems distant, some forward-thinking employers in industries like IT and finance are exploring the concept. These pioneers see it to strengthen their employee value proposition and enhance job satisfaction.

READ MORE: Four-day or six-day workweek? Why flexibility goes beyond just numbers

“By fostering flexibility, a four-day workweek could thrive in Asia’s unique and varied landscape,” Cairns said, emphasising the importance of creating environments that align with diverse needs and industries.

While challenges remain, the four-day workweek is more than a passing trend. Global trials and early adopters have shown its potential to reshape workplaces for the better. For Singapore, it may just be a matter of time—and a shift in mindset—before the idea gains traction.

As Cairns concluded, “Focus on outcomes, not workdays—judge success by results, not by how long someone sits at their desk. It’s about what they achieve, not where they are.”