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Survey: 89% of American workforce prefer 4-day workweeks, remote work or hybrid work

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When COVID-19 lockdowns shuttered the majority of U.S. offices, full-time workers got a taste of flexibility and work-from-home life. While not everyone enjoyed working in their sweatpants, remote and hybrid work are now here to stay.

An overwhelming majority (89 percent) of the U.S. adult workforce, defined as those who work full-time or are seeking full-time work, support a four-day workweek, remote work or hybrid work, according to a new Bankrate study. What’s more, full-time workers are willing to make big changes for that flexibility: 51 percent of those looking for a four-day week, remote work or hybrid work would switch jobs or even industries to have at least one of those options.

Though the U.S. job market is cooling, it’s remained stable, as of a July 2023 Bankrate Economic Indicator poll, giving Americans more choices at work. With the workforce’s preferences changing, it’s up to employers to decide the next move.

Whether currently working or aspiring to work, now that people have seen or experienced changes forced by the pandemic, there’s no putting that proverbial genie back in the bottle. At the same time, employers must adapt to these shifts while striving for success and greater productivity. Otherwise, many of their employees are going to seek work elsewhere. — Mark Hamrick, Bankrate Senior Economic Analyst

Bankrate’s key 4-day workweek and remote work insights

• A four-day workweek is more popular among full-time workers than remote and hybrid work. 81% of the full-time workforce support a four-day workweek. 64% prefer fully remote work and 68% prefer hybrid work, as opposed to fully in-person work.
• Flexible work is more popular among women and younger generations. 92% of women in the full-time workforce support at least one flexible work option (four-day workweek, remote work and hybrid work) compared to 87% of men. 93% of Gen Zers (ages 18-26), 91% of millennials (ages 27-42), 87% of Gen Xers (ages 43-58) and 87% of baby boomers (ages 59-77) in the full-time workforce support at least one flexible work option.
• The majority of full-time workers would sacrifice something for a shorter workweek. 89% of full-time workers who support a four-day workweek would sacrifice something at work in exchange: 54% would work longer hours, 37% would change jobs or industries, 27% would work in the office more and 10% would take a pay cut.
• Over two in five full-time workers would change jobs for remote work. 78% of full-time workforce members who support working remotely would sacrifice something in exchange: 42% would change jobs or industries; 35% would work off-peak hours, such as during the evenings or weekends; 28% would work a job they are less passionate about or find less interesting; and 15% would take a pay cut.
• Fewer full-time workers would sacrifice for a hybrid schedule. 73% of full-time workforce members who support a hybrid schedule would sacrifice something in exchange: 37% would change jobs or industries; 28% would work off-peak hours, such as in the evenings or weekends; and 10% would take a pay cut.

89% of full-time workers support a 4-day workweek, hybrid work or remote work

Over four in five (81 percent) people in the workforce would support a four-day workweek, a far higher percentage than those who support hybrid (68 percent) or remote work (64 percent):

Source: Bankrate survey, July 20-24, 2023

Note: Of people in the workforce, 4 percent somewhat oppose and 3 percent strongly oppose a 4-day workweek instead of a traditional 5-day workweek.

“With the swift, remarkable, almost revolutionary changes in work emerging during the early and desperate days of the COVID-19 pandemic, the majority of those currently employed as well as those looking for work are prioritizing shorter work weeks and greater flexibility in terms of hybrid and fully remote employment opportunities,” Bankrate Senior Economic Analyst Mark Hamrick says.

Flexible schedules are especially popular with women: 92 percent support at least one option between a four-day workweek, hybrid or remote work, compared to 87 percent of men.

Bankrate’s take: Though shorter workweeks, hybrid work and remote work are widely popular, they're especially popular among young and female full-time workers.

Additionally, support for a four-day workweek, hybrid work or remote work is nearly universal among Gen Zers (93 percent) and millennials (91 percent). More than half of those younger Americans who prefer a flexible work schedule would change jobs or industries in order to get it:

*Among U.S. Adults who are working full-time or looking for full-time employment

Though 87 percent of baby boomers support a four-day workweek, hybrid work or remote work, only 36 percent would change jobs or industries for the chance to work their preferred schedule — the lowest percentage of any generation.

About 4 in 5 full-time workers would prefer a 4-day workweek

A four-day workweek is picking up steam among the American workforce. In initial company trials as seen in Europe and the U.S., the model typically consists of 32 hours of work per week for full-time pay or 10 hours of work a day for four days. Around four in five (81 percent) of full-time workers support a four-day workweek, while 7 percent oppose it and 13 percent neither support nor oppose it.

Support for a four-day workweek is high among all genders and generations, but women tend to support it more than men: 85 percent of women support a four-day workweek, compared to 77 percent of men.

Gen Xers stand apart as the generation far less likely to support a four-day workweek than Gen Zers, millennials and baby boomers, who all support it roughly equally:

• Gen Z: 83 percent
• Millennials: 83 percent
• Gen X: 77 percent
• Baby boomers: 82 percent

“The world is changing rapidly and in many ways. Among these shifts are generational differences in what workers aspire to while trying to optimize working conditions within the context of their everyday lives,” Hamrick says. “Given the continued high number of job openings in the U.S., employers who have the flexibility to accommodate evolving preferences for working conditions may gain competitive advances in attracting and retaining talent, particularly among younger and female workers.”

The vast majority of full-time workers who support a 4-day workweek would sacrifice to get it

The majority (89 percent) of the U.S. workforce who support a four-day workweek would sacrifice something at work to make it happen. Most commonly, 54 percent of those who support a four-day workweek would work longer on those four days:

*Of U.S. Adults who are working full-time or looking for full-time employment and support a 4-day work week instead of 5

Those who support a four-day workweek would also change jobs or industries (37 percent), work in the office more often (27 percent) or take a pay cut (10 percent).

Gen Zers and millennials (92 percent, each), as well as Gen Xers (89 percent), would overwhelmingly sacrifice something for their preferred four-day workweek, compared to the 80 percent of baby boomers who would sacrifice something. Gen Zers and millennials were more likely than older generations to say they would change jobs or industries, or accept pay cuts.

68% of full-time workers support hybrid instead of fully in-office work

Over two in three (68 percent) full-time workers support a hybrid work schedule, working at least one day a week remotely and the other days in an office. Only 10 percent oppose it and 23 percent said they neither support nor oppose it.

Like those in favor of a four-day workweek, those in favor of hybrid work tend to be younger people and women. Three in four (75 percent) women support a hybrid work schedule, compared to 62 percent of men. Around three in four Gen Zers and millennials also support hybrid work:

• Gen Z: 75 percent
• Millennials: 74 percent
• Gen X: 63 percent
• Baby boomers: 54 percent

Hybrid work preference by U.S. region and education level

By education level, almost 3 in 4 who support a hybrid work schedule would sacrifice to do it.

Just under three-fourths (73 percent) of full-time workers who support a hybrid work schedule would sacrifice something at their job to do it. Most commonly, 37 percent of those who support hybrid work say they would change jobs or industries for a role where they can hybrid work:

*Of U.S. Adults who are working full-time or looking for full-time employment and support a hybrid work schedule instead of being fully in-person

People also said they would work off-peak hours, such as evenings and weekends (28 percent), or take a pay cut (10 percent).

The majority of Gen Zers (85 percent) who want hybrid work would make sacrifices; 19 percent would take pay cuts. Additionally, 77 percent of millennials who want hybrid work would make sacrifices, as would 62 percent of baby boomers.

64% of full-time workers support fully remote schedules over being in the office

Just under two in three (64 percent) U.S. adults in the workforce support a fully remote schedule instead of going into the office every day. Another 22 percent have no preference and 14 percent oppose it. Though the majority of the workforce still supports a fully remote schedule, more people oppose fully remote work than any other scheduling option. It’s the least popular schedule overall.

Women once again support fully remote work most frequently (70 percent, compared to 59 percent of men). While the majority of Gen Zers and millennials also tend to support fully remote work, Gen X comes in a close third:

• Gen Z: 68 percent
• Millennials: 69 percent
• Gen X: 62 percent
• Baby boomers: 50 percent

Remote work preference by U.S. region and education level

78% of those who want a remote work schedule would sacrifice to do it.

More than three-quarters (78 percent) of those who support a fully remote schedule instead of an in-office schedule would sacrifice something to do it. Most commonly, 42 percent would be willing to change jobs, employers or even industries:

*Of U.S. Adults who are working full-time or looking for full-time employment and support a fully remote work schedule instead of fully in-person

More than one in three of those who support working remotely (35 percent) said they would work off-peak hours, like in the evenings or weekends; 28 percent said they would take a less interesting job or one they’re less passionate about; and 15 percent said they would take a pay cut.

Among generations, 83 percent of millennials and 81 percent of Gen Zers would sacrifice something at work — 21 percent of Gen Z would take a pay cut. Additionally, 76 percent of Gen X and 58 percent of baby boomers would sacrifice something.

4 things to remember when making a financial trade-off for a flexible schedule

If you’re dreaming of a longer weekend or working from the comfort of your own home, you may be prepared to sacrifice other benefits to get it. Consider these factors when looking for your next remote or hybrid role.

1. Check if a company offers remote or hybrid work

When applying to a new role, check the job listing to see if it’s in-office, hybrid or remote. If the listing doesn’t specify, ask about the company’s remote work policy during the interview process. Some companies offer remote work for some positions or departments, but not others. Even if a company doesn’t offer remote work for your role, consider negotiating for a hybrid schedule or the flexibility to work remotely on days you’re sick or running errands.

2. Think about salary requirements.

If you’re open to a pay cut in exchange for remote or hybrid work, it’s important to examine your budget first to see if you can afford a smaller paycheck. But don’t just accept any lower-paying role because it’s remote or hybrid. Set a competitive salary range for yourself that will allow you to pay your bills, save and enjoy the extra free time in your remote role. Additionally, while remote work can lead to better work-life balance or the chance to move to a more affordable location , if you plan to move states, check beforehand if the company adjusts pay due to location.

3. Compare benefits.

Remote roles are unlikely to offer the same catered lunches or commuting allowance as in-office jobs, which can affect your food and transportation budget. If comparing in-person and remote work at a company, ask about benefits and check to see if its remote benefits fit your needs. Companies often offer benefits specifically for remote workers, such as equipment stipends, co-working stipends, fitness discounts and other perks.

4. Think long-term.

Before making a big change for a remote role, consider your future salary and career goals. Remote work is a great way to find work-life balance, but, depending on the company, working in an office can make it easier to connect with colleagues. Both are valid priorities, but make sure you know which one is right for you. If you prefer remote work but still want to stand out in your career, try scheduling more one-on-one meetings with co-workers and attending local, in-person networking events. Additionally, keep an eye on a competitive salary range for your role to make sure your salary increases fairly, even if you work remotely.

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Surf Zone Fatalities in the United States in 2023: 92

Preliminary data on fatalities which occurred in the surf zones across National Weather Service areas of forecast responsibility through  December 6 2023 . This data is preliminary and locations of fatalities are approximate. Click on the location of a drowning for additional information. The GIS map below can also be found here . Data can be download here .  A GIS Dashboard is also available which shows drownings based upon user selected parameters.

2023 Preliminary Surf Zone Fatalities

Click on Column Header in Table Below To Sort

Accurately tracking these types of fatalities is difficult because so many go unreported and undocumented. Due to the difficult nature of tracking surf zone fatalities; these data may not match other sources.

• Surf Zone: area of water between the high tide level on the beach and the seaward side of the breaking waves. The NWS officially categorizes surf zone fatalities caused by three types of hazards; Rip Current, High Surf and Sneaker Wave (see definitions below).
• Rip Current : A relatively small-scale surf-zone current moving away from the beach. Rip currents form as waves disperse along the beach causing water to become trapped between the beach and a sandbar or other underwater feature. The water converges into a narrow, river-like channel moving away from the shore at high speed.
• High Surf: Large waves breaking on or near the shore resulting from swells spawned by a distant storm.
• Sneaker Wave: Large wave that suddenly swamps a beach/coast and takes people by surprise sweeping them into the water.

Occasionally, there are surf zone fatalities caused by other hazards such as unusual waves and currents. These hazards fall in the “Other” category. “Other” is not an official category defined by the NWS. Rip Currents cause a large of percentage of the surf zone fatalities in the United States. Typically, a victim of a surf zone hazard is a male between the ages of 10-29. Most of the fatalities occur during the months of June and July and in the NWS Southern Region.

• See rip current statistics for the United States at Natural Hazards Statistics

US Dept of Commerce National Oceanic and Atmospheric Administration National Weather Service Safety 1325 East West Highway Silver Spring, MD 20910 Comments? Questions? Please Contact Us.

The Economic Times daily newspaper is available online now.

Sebi study suggests 89% retail traders in equity f&o suffered losses in fy22.

Interestingly, individual traders belonging to the age group 30-40 years had the highest share in participation (39 per cent) across all age groups. For younger individual traders (20-30 years), the percentage share of participation went up significantly from 11 per cent during FY19 to 36 per cent during FY22.

Friday, 08 Dec, 2023

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India continues to be the fastest-growing major economy, with all sectors contributing significantly, finance minister Nirmala Sitharaman said Thursday. She flagged India’s manufacturing growth, citing India’s mobile phone and passenger vehicle exports.

India Inc is tapping the low-cost private placement route to raise funds like never before.Fund mobilization through corporate bonds that are privately placed has hit a record ₹8.97 lakh crore in 2023, with three weeks left in the year.

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When Vacations Aren’t Enough: New Visier...

When vacations aren’t enough: new visier survey finds 70% of burnt out employees would leave current job.

New study finds that 89% of employees have experienced burnout the past year. 70% of them said they would leave their jobs because of it.

Burnout is the buzzword of summer 2021. After more than a year of higher workloads due to layoffs, hiring freezes, and  The Great Resignation , employees are feeling the strain. That’s not to mention juggling added pressures, like managing at-home childcare and e-learning, with the requirements of a full-time job, and distressing world events including protests and climate disasters. 

In recent months, burnout has gotten so bad, some organizations have mandated their workers take time off.  LinkedIn, Hootsuite, and Bumble  all shuttered their doors for a week to give employees time to decompress and recuperate from chronic work-induced fatigue. Yet these efforts may be too few and far between:  Resignation rates are spiking .

To better understand this alarming trend,  we surveyed 1,000 full-time employees across the U.S.  about their experiences with workplace burnout. Our findings revealed that burnout has become an epidemic in the U.S., with the vast majority (89%) of employees reporting they’ve experienced it over the past year. The report dives in further on the top 10 factors contributing to employees’ feelings of burnout and what employees say would alleviate this stress:

By uncovering the root causes of burnout, employers can better support their employees, reduce voluntary turnover, and improve employee engagement.

The Burnout Epidemic

The World Health Organization defines burnout as a syndrome resulting from chronic workplace stress that has not been successfully managed. It is characterized by: 

Feelings of energy depletion or exhaustion

Increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job

Reduced professional efficacy

A whopping 89% of employees said they’ve experienced occupational burnout over the past year. Of those, more than a quarter (27%) said they experience burnout “all of the time.” Beyond this being an issue of productivity and workplace wellness, it can be a significant driver of resignations.  More than two-thirds (70%) of employees would consider leaving their current company for a different one that offered comprehensive resources, benefits, support, and/or policies intended to reduce burnout.

Younger generations in particular are taking on the brunt of higher workloads. Higher-ups may view employees newer to the workforce as needing to “earn their keep” and therefore, pile more work on their plates. Additionally, younger workers without dependents may have had to pick up the slack for older coworkers stuck juggling work and at-home childcare. Not surprisingly, younger generations report higher experiences of occupational burnout. 

Vacations alone aren’t enough to alleviate employee burnout

Time off work, often seen as the best way to recharge, isn’t enough to alleviate the chronic burnout the majority of employees are experiencing. While more than half (54%) of employees anticipate taking more time off this year compared to last year, one-third report they’re expected to check in on work while on vacation. Additionally, nearly half (49%) of employees said PTO only temporarily relieves their burnout. 

Employee sentiment toward PTO and burnout :

Taking time off alleviates my feelings of burnout for a significant period of time: 42%

Taking time off alleviates my feelings of burnout temporarily, but the prep work and catch-up work required to do so takes a toll: 49%

Taking time off does not alleviate my feelings of burnout: 10%

Supporting overworked and overwhelmed employees 

While giving employees a week off to recharge is a step in the right direction, addressing the burnout epidemic requires a more strategic, holistic approach.  Our data indicates  almost all employees struggle with burnout from time to time, so it’s crucial to have the right policies, processes, and technologies in place to support them. 

By engaging employees in conversations about their burnout and using workplace tools to gauge their stress levels, managers can help their direct reports cope and develop action plans for alleviating work-related fatigue. Most importantly, these strategies ensure employees don’t feel solely responsible for addressing a problem that is, in many instances, triggered by their work—not their own shortcomings. 

Alleviating burnout isn’t just good for your people, it’s good for your business. Organizations that don’t address burnout will see top talent leave for companies with better benefits and support, driving up turnover and recruitment costs. To learn more about the state of the burnout epidemic, including why employees aren’t comfortable talking to their manager about burnout and how to use people analytics to address employee burnout,  download the report today.

Continue reading about employee burnout:

Burnt Out Britain

Diagnosing and Preventing Nurse Burnout Using People Analytics

The Holiday PTO Trap: Use This Scientific Method to Avoid Employee Burnout

On the Outsmart blog, we write about workforce-related topics like what  makes a good manager , how to reduce  employee turnover , and  employee burnout . We also report on trending topics like the  Great Resignation  and  preparing for a recession , and advise on HR best practices like  how to present headcount data to your CEO ,  metrics every CHRO should track , and  connecting people data to business data . But if you really want to know the bread and butter of Visier, read our post about the  benefits of people analytics. 

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