Think about completing your whole work week in only four days. Your weekends become a permanent extension, providing three whole days to recharge, take care of tasks, or spend with family—all while still getting your full-time wage. For thousands of UK employees, this is not a fantasy. One of the most used flexible working solutions now available, compressed hours, makes this reality conceivable. 

Compressed hours have evolved from a niche perk to a standard working arrangement since the Employment Rights Act 2025 was introduced to increase employees’ right to seek flexible working beginning on first employment. Still, what really are they? How do they vary from part-time jobs? And, more significantly, how do you properly compute them to guarantee fairness and adherence? 

Helping employers and staff members to confidently negotiate compressed work hours, this comprehensive guide addresses all the above questions and much more. 

What Are Compressed Hours in the UK?

A flexible working system whereby an employee works their whole contracted hours over fewer working days than the typical schedule is called compressed hours, also known as compressed working hours or compressed workweek.

Instead of working 9 am–5 pm Monday through Friday (a typical 35-40 hour week), an employee might work:

• Four longer days, from Monday to Thursday, from 8 a.m. to 6 p.m., and Friday off
• Nine-day fortnight, working somewhat longer hours across nine days with one extra day off every two weeks
• Four and a half days, squeezing the same weekly hours into a reduced workweek

The basic idea is that total hours stay consistent. The employee logs the same number of hours as a full-time coworker. They just organise them into a different weekly pattern. This differentiates compressed hours from part-time hours, when total weekly hours are cut.

Under UK law, compressed hours—along with job sharing, flexitime, and hybrid work—fall under the umbrella of flexible working. Employees have the right to seek flexible working from their first day of employment, thanks to the Employment Rights Act 2025; employers must fairly evaluate such requests. 

Compressed Hours vs Part-Time Hours: Key Differences

One of the most common sources of confusion is the distinction between compressed hours and part-time work. While both involve different working patterns, they are fundamentally different arrangements.

In simple terms, compressed hours condense the same work into fewer days; part-time hours reduce the total amount of work.

How to Calculate Compressed Hours

Calculating compressed hours correctly is essential for maintaining compliance with working time regulations and ensuring employees receive accurate pay and leave entitlements. 

Step 1: Determine Standard Full-Time Hours

First, establish the normal full-time working hours for comparable roles in your organisation. For example, if standard full-time is 37.5 hours over 5 days, this is your baseline. 

Step 2: Decide the Compressed Pattern

Choose the compressed pattern that suits your business and employees. Common options include: 

• 4-day week: Work 5 days’ worth of hours over 4 days 
• 9-day fortnight: Work 10 days’ hours over 9 days with one extra day off every two weeks 
• 4.5-day week: Work 5 days’ hours over 4.5 days

Step 3: Calculate Daily Hours

Divide total weekly hours by the number of working days in the compressed pattern. 

Example 1: 4-Day Week

• Standard weekly hours: 37.5 
• Compressed working days: 4 
• Daily hours: 37.5 ÷ 4 = 9.375 hours (9 hours 22.5 minutes) per day 

Example 2: 9-Day Fortnight

• Fortnightly hours: 75 (37.5 x 2) 
• Working days: 9 
• Daily hours: 75 ÷ 9 = 8.33 hours (8 hours 20 minutes) per day 
• One extra day off every two weeks

Step 4: Check Working Time Compliance 

Ensure the compressed schedule complies with the Working Time Regulations 1998: 

• Maximum average 48-hour week over 17 weeks (employees can opt out)
• 11 consecutive hours rest in every 24-hour period
• 20-minute rest break for shifts exceeding 6 hours
• 24 hours uninterrupted rest in every 7-day period (or 48 hours over 14 days)

For a 4-day work week with 9.5-hour shifts, employees would typically finish at 7 pm rather than 5 pm, still allowing 11 hours rest before the next 8 am start. However, managers must ensure shifts are spaced to maintain legal compliance.

Benefits of Compressed Hours for Employees

Here are the key benefits of compressed hours for employees: 

1. Improved Work-Life Balance 

The most frequently cited benefit is the extended block of time off. The three-day weekend together with a regular extra day off enables people to take time for rest and their interests and family time and personal duties without needing to use their annual leave.  

2. Reduced Commuting Costs and Time 

Employees need to spend less time at work because they need to make less travel to their job. The program helps employees who face both lengthy commutes and high travel costs by saving them hundreds of pounds every year and giving back time which they spent on their trips.  

3. Better Focus and Productivity 

Employees show better concentration results when they work compressed hours which extend their shifts. The workweek shows better productivity results through reduced start-up times and wind-down times which enhance work continuity.  

4. Enhanced Well-Being 

Extended recovery time between working blocks enables employees to reduce their burnout levels while they enhance their mental health. A regular day off schedule creates predictable times which enable people to plan their medical appointments and childcare needs without experiencing stress. 

5. Enhanced Career Development Opportunities 

The common belief that flexible workers receive less attention than others is incorrect because compressed work hours provide employees with new chances for professional growth. Employees who use their extended time off for professional growth often return to work with renewed energy and fresh perspectives. 

Benefits of Compressed Hours for Employers 

Now, let’s discuss the advantages of compressed hours for employers:

1. Increased Employee Retention and Attraction

The practice of providing compressed work hours serves as an effective recruitment method that helps organizations maintain their workforce. Top candidates select employers based on their available flexible work options which serve as the final choice between competing companies in the current job market. 

2. Extended Operational Coverage

The operational hours of your business can expand through longer daily shifts, which permit your organization to run operations outside of regular staff numbers. A retail store can extend its operating hours while a security team can have shift overlaps during times of increased customer activity.

3. Reduced Absenteeism

Employees who achieve better work-life balance tend to have a reduced rate of unplanned sick leave. Employees can avoid scheduling work time absenteeism because they can handle personal commitments during their scheduled days off.

4. Higher Productivity and Engagement

Research results demonstrate that employees who control their work schedules show better engagement and productivity levels. The implementation of compressed work hours results in heightened staff motivation and enhanced work concentration.

5. Environmental and CSR Benefits

Your organization achieves its environmental sustainability targets through reduced commuting days, which directly decrease your company’s carbon emissions. 

Real-World Examples of Compressed Hours 

• The council administrator at Local Government Office A works 37 hours per week from Monday to Thursday through four 9.25-hour workdays. She enjoys three-day weekends because she spends Fridays completing appointments and errands, while her longer work shifts help her concentrate better. The office operates until 6:30 pm on four days each week, which provides extended service hours for its customers.
• The security company establishes a 9-day work schedule that requires control room operators to work every other weekend. The staff members complete their work according to extended shifts that last nine days, which results in them receiving one additional day of rest time every two weeks. The system includes scheduled work periods that allow for continuous operations during peak work hours while reducing employee burnout.
• The hospital administrative team establishes compressed work hours, which enable parents to work during school terms while being present for their children during school breaks. The staff members at this school will work longer hours during academic sessions, yet they will receive additional time with their children during school breaks, which protects their work schedule and pay. 

How to Request Compressed Hours

Under UK law, employees can request compressed hours as a form of flexible working. Here’s an example of a formal request:

To: [Manager’s Name] From: [Your Name] Date: [Date] Subject: Flexible Working Request – Compressed Hours

Dear [Manager’s Name],

I am writing to formally request a change to my working pattern under the statutory right to request flexible working. 

• Current Working Pattern: 37.5 hours per week, Monday to Friday, 9:00 am – 5:00 pm
• Proposed Working Pattern: Compressed hours – 37.5 hours over 4 days per week, working Monday to Thursday, 8:00 am – 6:00 pm (including one hour unpaid break each day). This would give me Friday off each week. 
• Reason for Request: This arrangement would allow me to better manage childcare responsibilities while maintaining my full-time commitment to my role. I believe it will also reduce my commuting time and costs, enabling me to focus more effectively during working hours. 
• Impact on Business: I have considered how this change might affect my team and the organisation. I am happy to discuss how we can ensure full coverage during my absence on Fridays, and I am open to a trial period to assess the arrangement’s effectiveness. 

I would welcome the opportunity to discuss this request further. Thank you for your consideration. 

Yours sincerely, [Your Name] 

Employers must respond to flexible working requests within three months, including any appeal process. They can only refuse on one of eight statutory grounds, such as the burden of cost, detrimental impact on performance, or inability to reorganise work. 

Challenges and Considerations

While compressed hours offer significant benefits, they also present challenges that require careful management: 

For Employees:

• Longer shifts can be physically and mentally demanding 
• Reduced daily flexibility for appointments or family needs on working days 
• Potential for fatigue if shifts are not properly spaced 
• May feel disconnected if the day off falls mid-week and team activities occur then 

For Employers:

• Ensuring adequate coverage across all working days 
• Managing communication with absent colleagues on their day off 
• Potential for resentment among staff who cannot or do not want to compress hours 
• Compliance with working time regulations, particularly rest breaks 
• Fair distribution of unpopular shifts or days off 

These challenges are manageable with clear policies, open communication, and robust scheduling tools that ensure compliance and fairness. 

Final Thoughts

The successful implementation of compressed work hours needs careful planning because it delivers advantages to both employers and employees. Employees gain precious time for life outside work without sacrificing income, which results in better work performance from employees who show greater dedication to their jobs. 

The key to success lies in clear communication, fair policies, and robust systems to manage the complexity of non-standard schedules. Employers who embrace this shift—and support it with the right technology—will position themselves as employers of choice in an increasingly competitive talent market. 

Smart Workforce enables organizations to create efficient working schedules that enhance scheduling processes.

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