As the UK workforce evolves, the idea of a four-day working week is becoming a serious consideration across many sectors. With mounting pressure from a persistent skills shortage, changing candidate expectations, and a fierce war for talent, employers are looking for innovative ways to stand out. In this article, we explore whether the four-day week could work in pensions, and how it links to broader recruitment trends and talent retention strategies.
Why the Four-Day Week Is Gaining Momentum
The UK has seen several successful pilots of the four-day week, with participants reporting improved productivity, lower burnout, and better retention rates. In a recent national survey, 58% of workers said they would prefer a four-day week over a pay rise.
At the same time, pensions firms are grappling with increasing workloads — from dashboard compliance to data cleansing — and struggling to attract enough talent. This mismatch between capacity and demand makes it an ideal moment to consider more flexible working patterns.
Addressing the Skills Shortage Through Flexibility
The pensions sector faces a critical shortage of skilled professionals, particularly in DB scheme management, actuarial support, and technical administration. As older staff retire and fewer young professionals enter the industry, recruitment has become more competitive than ever.
A four-day week could help:
- Attract passive candidates who value work-life balance.
- Increase appeal for career switchers or returners looking for reduced hours.
- Improve staff retention, especially for mid-career professionals at risk of burnout.
Offering this level of flexibility is no longer a “nice to have” — it’s emerging as a key hiring advantage.
Pensions Operations: Can a Four-Day Week Really Work?
The biggest concern is operational: How do you maintain service continuity in a client-focused, regulation-heavy sector?
It is possible — and some early adopters are showing how:
- Staggered schedules ensure five-day coverage without increasing workloads.
- Job sharing and cross-training boost team flexibility.
- AI in recruitment and administration automates repetitive tasks, allowing people to focus on higher-value work.
Firms already investing in digital tools and agile workflows will find transitioning smoother.
Boosting Employer Branding and Candidate Experience
In a candidate-driven market, employer branding plays a pivotal role in recruitment. Job seekers now place greater emphasis on employee benefits, values alignment, and culture than ever before.
A four-day week signals:
- A forward-thinking and people-centric culture.
- Commitment to employee wellbeing.
- Strong internal communication and trust.
Pensions firms that publicly adopt flexibility as part of their employer branding strategy are already reporting increased engagement on job boards and LinkedIn.
The Four-Day Week as a Recruitment Differentiator
With top pensions professionals receiving multiple offers, flexible working is becoming a deciding factor — especially among younger talent and experienced consultants seeking better work-life balance. By highlighting flexible working (including a potential four-day model) in your job listings, careers pages, and interviews, you can improve both visibility and application quality.
Tips for success:
- Mention flexibility early in job descriptions.
- Tailor roles with hybrid or remote options.
- Ensure recruitment processes reflect your brand values — from first contact to offer.
Considerations Before Making the Shift
Before rolling out a four-day week, pensions firms should:
- Survey staff to understand preferences and concerns.
- Pilot the model in non-client-facing teams first.
- Track outcomes like productivity, engagement, and client feedback.
Not every firm can make the leap overnight — but even signaling an openness to flexibility can improve candidate perception.
Conclusion
The four-day week may not be standard practice yet, but for forward-looking employers, it offers a chance to stand out in a challenging recruitment market. Offering genuine flexibility could be the difference between hiring top-tier talent — or losing them to a more progressive competitor.
If you’re looking to hire in today’s tight market, it’s time to ask: Can your business afford not to consider the four-day week?
