4-Day Work Week and Its Impact on Full-Time and Part-Time Workers in the US

There is often confusion surrounding the impact of a 4-day work week on full-time and part-time worker classifications in the United States. Whether a worker becomes full-time or part-time, and if they are eligible for company benefits, is primarily determined by the number of hours they work in a week, rather than the number of days they work. This article explores the current regulations and potential changes that could affect these classifications.

Current Regulations and Definitions

In the United States, the definition of a full-time employee is culturally and legally rooted in working approximately 40 hours per week. The Department of Labor (DOL) stipulates that employers must provide overtime pay for any hours worked in excess of 40 in a week. However, this definition is not federally mandated in most cases. The Affordable Care Act (ACA) defines a full-time employee as someone who works at least 30 hours per week or 130 hours per month, which can impact eligibility for health care benefits.

Could a 4-Day Work Week Mandate Change Classifications?

Many discussions around a 4-day work week focus on potential changes to how people work. Some suggest that if a 4-day work week were mandated, it could mean that workers would either need to work longer hours on the days they are scheduled to work or that their pay would decrease due to fewer weekly hours. However, this is not the case. The critical aspect is the total number of hours worked.

Impact on Full-Time Workers

Full-time workers typically work around 40 hours per week. If a 4-day work week were implemented, the workday would likely be extended to 10 hours instead of the current 8. This would allow workers to complete their 40-hour workweek over the course of four days. It is important to note that this change would not classified workers as part-time as the total work hours remain the same.

Part-Time Workers

Part-time workers would not be affected in the same way. They are typically defined as working less than 35-40 hours per week, depending on the company and their contract terms. A 4-day work week would not change their part-time status unless their work hours decreased below the part-time threshold.

Government Regulations and the Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act (FLSA) is the primary federal law governing most aspects of work, including overtime requirements, minimum wage, and recordkeeping. Under the FLSA, workers who classify as non-exempt (which includes hourly and hourly-equivalent salaried workers earning less than $844 per week) are eligible for overtime pay if they work more than 40 hours in a week. Salaried workers earning less than $844 per week are automatically considered non-exempt and eligible for overtime pay.

Exempt workers, typically professionals and managers, are not entitled to overtime pay under the FLSA, even if they work more than 40 hours. Many individuals already work three or four-day weeks, but this generally means they still perform the same number of hours (typically 40) spread over fewer days.

Conclusion

Implementing a 4-day work week in the United States would not change the classification of full-time and part-time workers based on the number of hours worked. Full-time workers would simply spread their 40-hour workweek over four days, while part-time workers would continue to work their defined hours. The focus should be on the total number of hours worked, not the number of days.

Understanding these regulations and their impact on work schedules can help employers and workers navigate the changing landscape of the modern workforce. While a 4-day work week may offer benefits like improved work-life balance, it is important to consider how it aligns with current labor laws and worker classifications.