The UK government has withdrawn its formal objection to South Cambridgeshire District Council’s implementation of a four-day work week, which could set a precedent for other councils to follow.
The local government secretary, Angela Rayner, criticized the previous Conservative administration for “micromanaging” local policies, marking a departure from the previous stance that had raised concerns over the potential impact on service delivery.
The council introduced the four-day working arrangement in 2023 and continued beyond its trial period in March 2024 as it awaited a response from ministers. While the government has clarified that it does not officially support a four-day workweek nationwide, it has now acknowledged the autonomy of local councils in managing their workforce structures.
Council Gains Independence
In a letter sent to South Cambridgeshire District Council, the Ministry of Housing, Communities, and Local Government stated: “Although it is not government policy to support a general move to a four-day working week for five days’ worth of pay, we recognize that local authorities are independent employers who are rightly responsible for the management and organization of their own workforces.”
The letter emphasized the importance of ongoing communication with staff and trade unions over any adjustments to working patterns and stated that local voters should assess the effectiveness of council services.
This marked a significant shift from the approach of Conservative ministers, who had repeatedly issued Best Value Notices to the council in 2023 and 2024. These notices highlighted concerns that reduced working hours could hinder the council’s capacity to fulfill its obligations and continuously improve services.
However, a recent communication from the ministry confirmed that such notices would no longer be reissued.
Positive Results Amid Ongoing Discussions
Councillor Bridget Smith, leader of South Cambridgeshire District Council, expressed satisfaction with the government’s decision. She revealed that the council had submitted “around 200 pieces of raw data to the government every single week” in response to the initial notices but received no feedback.
“The results from our four-day week trial painted a really positive picture, with many of our services improving. This was along with the hundreds of thousands of pounds of taxpayer money we saved, improved recruitment and retention plus incredibly significant positives around health and wellbeing.”
Bridget Smith
Under the council’s arrangement, staff are expected to complete their full workload within approximately 80% of their contracted hours, while still receiving full pay. The authority confirmed that public-facing services maintained their standard operating hours.
Although Labour has not formally backed the idea of a four-day work week as a nationwide policy, Angela Rayner recently told the Commons that the concept posed “no threat to the economy.” This statement aligns with the broader Labour commitment to enhance workers’ rights through flexible work policies.
Wider Implications for Other Sectors
This development comes as Transport for London (TfL) is reportedly exploring changes to working patterns for its Tube drivers. According to sources, TfL is set to present an initial proposal in January for an average four-day working week.
However, it has assured stakeholders that there would be no reduction in contractual hours. A spokesperson for TfL confirmed: “As with any proposal, there are still details that need to be worked through and any changes would need to be mutually beneficial, preserving or improving the reliability of our service for our customers and improving efficiency.”
The government, meanwhile, reiterated its stance through a spokesperson: “We are committed to strengthening workers’ rights, and our landmark Employment Rights Bill will make flexible working the default. A four-day work week for five days’ pay is not government policy or something we are considering.”
The shift in policy from outright opposition to recognition of local autonomy represents a step towards greater flexibility in work structures. Whether other councils and sectors will follow South Cambridgeshire’s lead remains to be seen.
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