The way we work has changed, but the way we measure work hasn’t. The eight-hour day is still standard practice, even though very few of us are doing eight hours of focused, productive work. We’re not clocking in at a factory or manning the phones in a 1990s sales office anymore. Most of us are working smarter, not longer and it’s time our hours reflected that.
I’ve been hearing more and more about the six-hour day lately. Not just in theory, but from people trying it. And for some people it makes a lot of sense. In an industry that claims to be all about people, it’s worth asking: are we really structuring work in a way that supports the lives people are actually living?
Take working parents. I don’t book meetings before 9:30am, because that’s when I’m in the garden with my boys, kicking a ball around and getting them off to school. It’s not wasted time, it sets me up for the day, and it really matters to me and my family. It’s the same for thousands of others juggling work and family, trying to do both well without burning out or spending half their salary on childcare. My wife works 9-3 and gets to spend quality time with the boys knowing her employer trusts her to complete her tasks within an allotted timeframe, rather than tie her to a desk.
I hear the push back loud and clear from the employers who refuse to even contemplate a four-day week but if employers offered a six-hour day instead, employees would still get the work done. Probably faster. Probably better. Because people tend to crack on when they’ve got a hard stop because they don’t want to log back on at night to finish off what could’ve been done by four.
Technology has changed the way we work. Automation, AI tools, collaborative platforms, they’re all designed to make us more efficient. So, the question is: when tech helps us do our jobs quicker, are we using that saved time to cram in more work that could wait until the following day, or could we use it to give people some of their day back? Just because we can do more hours, doesn’t mean we always should. Sometimes the most productive thing you can do is let people log off early and come back tomorrow with a clearer head.
The events industry is deadline driven. We know when things need to be done, and we are great at planning so I think that makes us well placed to experiment with shorter working days without compromising delivery.
We can’t afford to ignore this. Other industries are offering four-day weeks or reduced hours as standard. If we want our industry to remain an attractive option for talent – especially people with families or caring responsibilities – we’ve got to get our heads around flexibility. Whether that’s a six-hour day or a four-day week, doing nothing isn’t sustainable. The world is moving on and we are haemorrhaging talent to other industries because “we’ve always done it this way” is not a strategic thought process.
You can’t say you care about wellbeing, or equity, or inclusion and then expect everyone to fit into a rigid, traditional working pattern that doesn’t reflect real life anymore. If we want more women in senior roles, more diverse leadership, more people coming from other transferable sectors and more people staying in our industry long term, then shorter working hours must be part of the conversation.
This isn’t about doing less. It’s about doing better – more focused work, healthier teams, and a more sustainable way to build a career in events.
The six-hour day might not work for everyone, everywhere. But it’s definitely worth talking about.
What I can promise you, is those progressive employers who embrace change will reap the rewards.
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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.
