The four-day week is coming whatever your thoughts on it. Over 200 UK companies have already signed up to it, employees want it, and industries from finance to tech are making it work. But in the events industry? We still think we’re too ‘always on’ to even consider it.
Refusing to adapt is a losing strategy. The next generation isn’t just asking for better work-life balance, they’re demanding it. And if we don’t figure out a way to make the four-day week work for our industry, we’re going to lose talent to industries that already have.
The good news?
I think there’s a way to do it. We just need to stop thinking in absolutes and start being smarter about how we structure it.
The Biggest Fear: Who Picks Up the Slack?
Most business owners are terrified of a four-day week because they think it means paying people 100% salary for 80% of the work. But that’s the wrong way to look at it. Instead of asking, Can we fit five days of work into four? The better question is, ‘why does this job take five days in the first place?’
It’s not about squeezing the same workload into fewer hours (which actually ends up being compressed hours), it’s about working smarter, not longer. We need to shift our focus from ‘hours worked’ to ‘output delivered.’ If an employee can get their job done in four days, why does it matter whether they’re physically present for five?
How the Events Industry Can Make It Work
Here’s where most companies get stuck: they think a four-day week means shutting down on a Friday for example and just hoping for the best. That’s not how this works. What the events industry needs is a structured, hybrid four-day week – like this:
Rotational Schedule – Not everyone is off at the same time. One team works Monday–Thursday, another Tuesday–Friday. That way, clients always have cover, and deadlines don’t get pushed back just because someone isn’t working that day.
Employer-Determined Day Off – Employees don’t pick their own fifth day off. The company does. If Monday is a dead day for you, that’s when half the team is off. If Wednesday is when nothing happens, that’s the day. This way, you control the schedule, and there are no gaps in coverage.
Structured On-Call System – Here’s where we meet halfway. On their ‘off’ day, employees aren’t working, but they’re contactable up to three times for urgent issues. No emails, no “quick Teams messages”—just a set agreement that if something critical comes up, they answer the phone. This keeps projects moving without making people feel like they’re permanently on call.
Three Office Days, One WFH – For companies worried about collaboration, the model works best if three days are in the office and one is remote. That ensures face-to-face time for creativity and team culture while still giving people flexibility.
Project working instead of hours worked – This is the tough part. Line managers need a whole new way of thinking and planning. Work has to be based on what needs to be done in a timeframe rather than how long someone takes to do it.
Why This Works for Everyone
For employees, this setup means a better work-life balance without losing pay. For employers, it means knowing exactly when staff are available, keeping clients happy, and making sure there’s still a safety net for urgent issues. It’s a structured compromise between the old-school ‘always on’ approach and the modern demand for flexibility.
The Bottom Line? Adapt or Lose Talent
The four-day week isn’t some impossible dream—it’s a reality that’s already happening. The companies that embrace it will be the ones that attract and retain the best people. The ones that resist? They’ll be the ones wondering why they can’t hire and why their competitors are moving ahead.
The events industry can’t afford to bury its head in the sand while other sectors move forward. A hybrid, structured approach keeps clients happy, keeps employees engaged, and stops us losing talent to industries that respect their time. If industry employers don’t start figuring this out now, you’ll be left behind. The choice is ours.
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About the author.
I’m Robert Kenward, Chief Talent Officer and creator of FitabilityⓇ.
I’ve been working in the recruitment, Live Events, Brand Experience, and Experiential Marketing space for over two decades. I’ve been a candidate, a client, and a recruiter.
This makes me well acquainted with the challenges you face and enables me to cover the entire talent spectrum above £60k.
I care deeply about my work and I’m generous with my time.
Get in touch if you’d like a new perspective on solving classic hiring problems.
07710 681980
Or book directly into my diary HERE to see how I can help you attract, select and retain your next senior hire.
