Context
The municipality of Gerasdorf bei Wien in Austria is piloting a four-day work week programme in its town hall and service facilities. This initiative is led by Municipal Services Director Gerda Hirschhofer and was implemented collaboratively by the municipal administration, Mayor Alexander Vojta and the staff representative. The project is a response to the changing needs of the workforce, particularly younger generations who value work–life balance.
Objectives
The four-day work week pilot programme in Gerasdorf bei Wien aims to achieve several key goals. First and foremost, the project seeks to improve employee work–life balance by offering an extra day off each week. This extended break aims to reduce stress and improve overall well-being, ultimately leading to a more productive and satisfied workforce. Secondly, the municipality hopes to leverage the four-day week as a way to attract and retain skilled workers in a competitive job market. By offering a more flexible and desirable work schedule, Gerasdorf bei Wien aims to become a more attractive employer. Finally, the project has environmental sustainability objectives. With the town hall and service facilities closed on Fridays, the municipality anticipates a decrease in energy consumption and commuter traffic, contributing to a positive environmental impact.
Implementation
To implement the four-day work week, the municipality adjusted working hours from the traditional 8-hour, five-day schedule to a 10-hour, four-day schedule. This maintains the same total working hours per week but distributes them across four days. The project team worked closely with department heads, staff representatives and the company doctor to ensure a smooth transition and address any concerns.
The new working hours are documented through an electronic time recording system. Employees have some flexibility in setting their start and end times within a framework, as long as they meet core working hours and take a designated lunch break. Departments have also developed different approaches to staffing long days on Tuesdays and Thursdays to ensure the town hall remains open.
A key aspect of the project is employee empowerment. Staff have the autonomy to determine their working hours within departmental guidelines, allowing them to better manage their work–life balance. Additionally, there is the option for one home office afternoon per week, providing further flexibility.