Freedom Companies Group, a privately-owned insurance coverage organisation comprising of a gaggle of award-winning motor-based insurance coverage companies, has right now introduced it’s rolling out a 4-day work week scheme, main the way in which as one of many first insurance coverage teams to take action.
The pilot will see Freedom provide its 190 staff the chance to maneuver to a 4-day week. For full-time staff this implies lowering to 34 hours over 4 days which equates to eight.5 hours from Monday to Thursday. Half-time staff can have the chance to scale back their hours by the equal pro-rata quantity.
The scheme is obtainable on a voluntary foundation and staff are given the selection of opting in or out each quarter. 75% of staff have opted in for the scheme up to now.
In January 2022, Freedom’s Worker Engagement survey revealed a need for extra versatile working fashions that allowed a greater work-life stability. In response, a gaggle made up of seven staff have been introduced collectively to look at the feasibility of a 4-day week. Collectively, they made suggestions which have been used to develop a blueprint for the scheme to make sure a clean transition into the 4-day working week from the first of July.
Chantel Emilius, Government Director of Tradition and Engagement at Freedom Companies Group feedback: “Implementing the 4-day week is a part of an total technique to extend ranges of engagement and efficiency throughout the Group and is aligned with our core values. We consider that this initiative will show useful to our staff’ happiness and wellbeing which in flip can have an equally constructive influence on enterprise productiveness, buyer expertise, and recruitment and retention methods.”
The 4-day week pilot has been promoted at interview stage as an incentive for Freedom’s current recruitment campaigns which has seen 24 new starters be a part of since April 2022.
To make sure the longevity of the scheme, the 4-day week will see incremental adjustments by Freedom’s operation to help the adoption throughout the entire organisation in addition to measure the impacts of the decreased hours. This contains particular person growth plans with measurable targets for workers complemented by the implementation of office administration and engagement instruments reminiscent of SageHR and Reward Gateway.
Chantel explains: “Implementation of a 4-day working week doesn’t occur in a single day. As a way to do that initiative appropriately, we wanted to make sure that not solely do we’ve got the buy-in of our workers at each stage however we additionally had the operational processes and instruments that help the transition.”