The discussion about a four-day workweek is no longer just a utopia. In Slovakia and surrounding EU countries, the first companies are beginning to test a reduced working time model while maintaining original salaries. While employees welcome this trend, it represents a massive logistical challenge for HR departments and operations managers.
The biggest obstacle: How to cover shifts?
While in administration it is often enough to streamline processes and reschedule meetings, in manufacturing, retail, or hospitality, operations simply cannot stop on the fifth day. Customers are still buying, and production lines must run. This is where the need for advanced shift planning comes in.
- The math is strictly logical: If every employee works one day less, you must either hire new people or completely rebuild the rotation system.
- Complex working time funds: Tracking legal breaks, overtime, and surcharges during asymmetrical, e.g., 10-hour shifts, becomes a nightmare in Excel.
"Transitioning to a 4-day workweek requires a 100% overview of capacities. Without accurate data and an automated shift planner, you risk chaos and operational collapse."
Data instead of feelings
The foundation of success for this model is knowing how to measure whether the reduction in time actually affected your productivity. Thanks to the integration of the Attendance and Projects modules in the ENEXI system, you can accurately evaluate how much time your teams dedicate to real client work versus internal tasks.
Management instantly sees profitability, and the payroll department receives flawless data, regardless of whether a person worked 4 or 5 days. If you are considering transitioning to a modern, flexible working model, the first essential step is top-tier digitalization of HR processes.
