The COVID-19 pandemic has changed the way we work, with many employees working from home and a hybrid model combining in-person and remote work becoming the new norm. With this shift, there has been much discussion about reducing working hours and implementing a four-day workweek. While this may appear to be a novel concept, it is not. In fact, the International Labour Organisation adopted the Reduction of Hours of Work Recommendation (No. 116) in 1962, with the goal of indicating practical measures for the progressive reduction of hours of work without reducing workers’ wages.
This idea has been met with scepticism in South Africa, where many industries, such as mining, agriculture, and manufacturing, have highly regulated working hours. However, the Department of Employment and Labour has stated that there is “room” for further research on working hours in South Africa, with the Employment Conditions Commission conducting the most recent investigation in 2014. The Department has also stated that a special emphasis should be placed on sectors that pay the minimum wage.
Working-hour reductions are already part of the proposals being discussed by the National Economic Development and Labour Council’s Labour Law Reform Task Team. The Congress of South African Trade Unions has proposed a 40-hour work week, emphasising the need to reduce working hours without lowering wages.
The challenge is in implementing such a model, particularly in highly unionised environments where negotiations on basic employment conditions can be complex. However, the topic of reduced working hours without pay loss may make its way to the bargaining tables, radically altering the labour space for a time.
The COVID-19 pandemic has increased the demand for more flexible work arrangements, such as shorter work hours. While working hours reduction has the potential to increase employee productivity and job satisfaction, it also poses challenges to employers in terms of the potential impact on business operations and the need for additional staff. Employers must consider the financial consequences of reducing working hours, such as the need to pay overtime, hire additional staff, or raise wages to compensate for the lost work hours.
One of the potential benefits of reducing working hours is that it can lead to better work-life balance, with employees having more time to pursue personal interests, spend time with their families, and engage in other leisure activities. This can result in improved mental and physical health, as well as increased job satisfaction.
However, reducing working hours may have unintended consequences, such as decreased productivity or increased absenteeism. Employers must ensure that their business operations continue to run smoothly despite the reduced working hours and that employees are adequately trained to perform their jobs within the new schedule.
Finally, the reduction of working hours without a loss of pay is a topic being debated in South Africa, with the Department of Employment and Labour advising that more research is needed. While reducing working hours has the potential to increase employee satisfaction and improve work-life balance, it poses challenges to employers in terms of the potential impact on business operations and the need for additional staff. Employers must carefully consider the financial implications of reducing working hours while also ensuring that their business operations continue to run smoothly.
