This story is part of our July 2025 Young Professionals issue, photographed at Bradford Animal Shelter. To learn more about adopting at Bradford, click here.

I have a fairly small business (around 75) providing professional B2B services. In addition to senior-level consultants, we hire a few new college grads each year. So even though we’re small, I have about 12 employees under 25. Right now, they are fixated on switching to a four-day workweek. They send me articles about Scandinavian companies and work-life balance. They bring it up constantly. We cannot be competitive and switch to a four-day model. And the older employees are fine with the standard 40-hour workweek. What do I say to get them to stop asking?

While a four-day workweek isn’t ubiquitous in Scandinavia (or exclusive to those countries, as some California businesses are experimenting with this model), you don’t have to switch your business schedule or even consider switching to make your employees happy. But you do have to let them discuss it amongst themselves.

So be careful that you don’t say, “Do not mention a four-day workweek again.” That could violate the National Labor Relations Act, which allows non-management employees the ability to discuss working conditions. You can’t say it’s a forbidden subject.

What you can say is, “I will not discuss this any further.” Or, “You are free to discuss this with your coworkers, but right now we are addressing this other project.”

Won’t the employees feel unheard?

They might. If this were their first request, and you said, “Do not bring this up anymore!” that would likely be an unwelcoming environment. But you must distinguish between hearing your employees and agreeing with your employees. You’ve heard them. You disagree with them.

One of the mistakes many companies make is asking employees their opinions on subjects (for instance, in a survey) and then not responding or addressing the issues. This makes employees feel devalued.

In this case, if it were the first time an employee brought up the idea of a four-day workweek, I’d say, “Oh, that sounds amazing. It won’t work for our industry, though, because A, B and C.” I’d give them those explanations. I’d even attempt to listen with an open mind. (I say “attempt” because everyone approaches these topics with hard-wired biases.) Maybe there is a way to do this that will benefit everyone!

But the important thing is not dismissing them the first time. In your case, you’ve been down this road, and they won’t drop it.

It’s time to play hardball

There are a few options here, some of which you’ve undoubtedly already tried. I suspect more than once you’ve said, “We can’t switch because our clients operate Monday through Friday, and we need to be working when they are.”

And I suspect your bright-eyed young employees respond, “The company can operate five days a week. Half will take Monday off, and half will take Friday off!”

Or you’ve said, “We can’t move to a four-day a week model because we have enough work for everyone to work 40 hours a week.”

And your employees respond, “Then let’s work four 10-hour days.”

The problem is when you give a reason, it invites people to search for a solution. You hear yourself saying, “No,” and they hear you saying, “I’d really like to, but I can’t because of X.” So all they have to do is find a solution to X, and the problem is solved.

So the real solution is no explanation.

Gen Z employees: “We want a four-day workweek!”

You: “I’m sorry, that won’t be possible.”

Gen Z employees: “But in Denmark many companies work this way!”

You: “I’m sorry, but that doesn’t work for our company.”

Lather, rinse, repeat. If you don’t give a reason, they can’t find a solution.

Remember, your employees have options

If working a four-day workweek is a priority, they can find another job. There is no indentured servitude here, and employment is at will. They can find a new job and quit at any time, or they can just quit without a job.

I have been known to tell employees who will not let an issue drop, like someone who wants an unreasonable pay raise, that I cannot meet their needs, and I suggest they go out and find a new job. Often, the employee goes out and looks and realizes the grass isn’t greener at the competing company. In your case, if a five-day workweek is the industry standard, they will be unlikely to find a company that will do what they want.

They may find (or you may want to offer) a company that will let them work for 80 percent of their current salary four days a week. That is also an option, which may work for everyone. Some people genuinely do value time over money and will be willing to make that swap.

Most people, however, would not like to take 80 percent of their current paycheck in exchange for a shorter workweek.

At the end of all this, it’s your business. A four-day workweek is not on the table, and that’s final. And it’s okay to say that.

Have a dilemma for the Evil HR Lady? Send questions to evilhrlady@gmail.com.

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