The Pioneering Trial at University of Sunderland in London

The University of Sunderland in London (UoSiL) has emerged as a trailblazer in UK higher education by extending its four-day work week trial, initially launched in March 2024. This innovative approach reduces the standard weekly working hours from 35 to 32, spread over four days, while maintaining full salaries for approximately 200 professional services staff. To ensure seamless operations, staff days off are staggered, keeping the campus fully accessible from Monday to Friday without any disruption to students.

Ilona Lewicka, Head of HR at the university, highlighted that student experience was the paramount priority throughout the planning. The goal was clear: implement the change so effectively that students would remain oblivious to the staff's adjusted schedules. This student-centric philosophy underscores the trial's design, balancing innovative staff benefits with unwavering commitment to educational delivery.

Overwhelming Staff Support and Key Results

Upon concluding the initial phase in December 2024, an astonishing 96 percent of participating staff expressed their desire for the four-day work week to continue—a resounding endorsement that prompted the extension. Productivity metrics further bolster the case: 64 percent of staff reported feeling more productive, with 35 percent noting no change, indicating sustained or enhanced output despite fewer hours.

Wellbeing improvements were equally compelling. Sickness absences dropped by 5.2 percent, and staff engagement scores surged from 71 percent in 2023 to 81 percent in 2025. These gains reflect a holistic uplift in mental and physical health, aligning with broader research on reduced-hour models.

Financial Savings and Retention Advantages

Beyond qualitative benefits, the trial delivered tangible financial relief. UoSiL saved £72,000 in recruitment costs alone, attributed to improved staff retention and reduced turnover. In a sector grappling with talent shortages, this represents a strategic win, demonstrating how work-life balance initiatives can yield cost efficiencies.

Read the full Times Higher Education analysis for in-depth coverage of these outcomes.

Personal Stories from Sunderland Staff

Staff testimonials paint a vivid picture of transformation. One employee shared, "It motivates me to work more productively," while another rejoiced, "I never feel burnout any more." Practical life enhancements abounded: more time for exercise, meal preparation, gardening, and even ironing emerged as common themes. These anecdotes illustrate how the four-day structure fosters not just professional efficiency but personal fulfillment, contributing to weight loss and heightened motivation in one case.

Photo by Graphic Node on Unsplash

• Reduced burnout and stress levels
• Increased time for health-focused activities
• Enhanced motivation and productivity
• Better work-life integration

Sector Skepticism: Valid Concerns in UK Higher Education

Despite UoSiL's success, adoption remains tepid across UK universities. Gregor Gall, visiting professor at the University of Leeds and University of Glasgow, cautions of potential downsides: compressed workloads could heighten stress and exhaustion, while scheduling conflicts—especially demand for Monday or Friday off-days—pose logistical hurdles. Hot-desking, trialed elsewhere, often discomforts staff, exacerbating issues without alleviating office space costs.

Financial deficits, widespread job cuts, and a 24/7 academic culture further fuel hesitation. Many institutions contemplated shorter weeks post-Covid but retreated amid economic pressures.

Emerging Campaigns at Other Institutions

The University of Bristol exemplifies growing momentum, where professional services staff, supported by Unison union and the 4 Day Week Foundation, launched a petition garnering over 500 signatures. Advocates argue it could cut costs via optimized desk usage and enhance institutional reputation amid staffing crises. Internationally, the University of Melbourne's staff have incorporated similar demands into bargaining.

James Reeves, campaign manager at the 4 Day Week Foundation, positions higher education as ideally suited: "Universities value innovation... The University of Sunderland in London is already leading the way. We urge others to do the same."

Insights from National Four-Day Week Trials

UoSiL's results echo larger UK pilots. The 2022 Autonomy Institute study of 61 companies and 2,900 workers found sustained productivity, reduced burnout, and 71 percent less staff turnover. Public sector trials in 2025 reported productivity rises and wellbeing boosts, with nearly 1,000 workers adopting permanently by mid-year. Access the full UK pilot results for comprehensive data.

These precedents suggest higher education could leverage similar gains, particularly for administrative roles strained by workload crises.

Implications for Work-Life Balance in Academia

In UK universities, where stress and burnout plague staff, the four-day model offers a pathway to sustainability. By prioritizing wellbeing, institutions like Sunderland not only retain talent but also model adaptive practices. Challenges persist—equity across academic and professional roles, integration with teaching schedules—but staggered implementation mitigates many.

Explore UKRI's analysis of trial benefits for deeper evidence.

Photo by Roman Kraft on Unsplash

Future Outlook and Strategic Recommendations

As UoSiL's extension signals, four-day work weeks could reshape UK higher education. Institutions should pilot small-scale, measure rigorously, and address skepticism head-on. Unions, foundations, and leaders must collaborate for sector-wide pilots. For staff eyeing opportunities at innovative campuses, Sunderland exemplifies forward-thinking environments.

• Conduct baseline wellbeing audits pre-trial
• Stagger days off for coverage
• Monitor productivity via clear KPIs
• Involve stakeholders in design
• Scale based on data