Tetris-ing Work Schedules: A Partial Solution to Workplace Burnout?

by Jon Scaccia February 3, 2025

Imagine having an extra day off every week—more time to catch up on sleep, pursue hobbies, or spend with family. Sounds like a dream, right? This growing trend, known as compressed work schedules, promises longer weekends in exchange for longer daily work hours. As enticing as it sounds, can such schedules truly combat burnout, improve workplace well-being, and give workers the respite they need?

A recent study at IKEA Belgium explored these questions, revealing fascinating insights into the benefits—and limitations—of compressed workweeks. While these schedules offer certain perks, their capacity to address the root causes of burnout may not be as robust as some advocates hope.

What Are Compressed Work Schedules?

Compressed work schedules condense a standard workweek into fewer days. For example, employees might work four 10-hour days instead of five 8-hour days, gaining an extra day off. This arrangement has gained traction globally, with advocates touting benefits such as improved work-life balance, greater flexibility, and even increased productivity.

In 2022, Belgium passed a labor reform enabling employees to request compressed schedules, aiming to enhance workplace well-being and reduce burnout. IKEA Belgium was one of the first major employers to adopt the policy, offering workers the option to trial compressed schedules starting in March 2024. Researchers at Ghent University partnered with IKEA to examine how the new schedule impacted employee well-being, focusing on three key areas: psychological detachment from work, work-related exhaustion, and burnout risk.

The Promise of Psychological Detachment

One of the most consistent findings from the study was that workers in compressed schedules reported increased psychological detachment from work. This concept, rooted in the Effort-Recovery Model, refers to the ability to mentally disconnect from work-related thoughts during non-working hours. Detachment is crucial for replenishing energy and preventing chronic stress.

By giving employees additional uninterrupted days off, compressed schedules function similarly to mini-vacations, allowing workers to fully disengage from the workplace. Participants in the study overwhelmingly cited this as a primary motivation for choosing the arrangement. The data supported their expectations: three months into the trial, employees in compressed schedules experienced a significant increase in psychological detachment compared to their peers on traditional schedules.

However, this benefit seemed to fade over time. By the six-month mark, both groups reported similar levels of detachment, possibly due to the summer season, when extended breaks and holidays are common for all workers. This raises an important question: Are compressed schedules genuinely transformative, or do their effects diminish over time?

Burnout and Exhaustion: A Stubborn Challenge

While compressed schedules improved psychological detachment, they fell short in reducing two critical indicators of workplace stress: work-related exhaustion and burnout risk. Burnout, characterized by emotional exhaustion, cynicism, and reduced professional efficacy, has become a pressing issue in modern workplaces. Surprisingly, the study found no meaningful decrease in burnout risk among employees who adopted compressed schedules.

Why didn’t this extra time off make a bigger impact? According to the Effort-Recovery Model, true recovery requires not only time away from work but also a reduction in overall demands. Compressed schedules, while offering longer breaks, often lead to longer and more intense workdays. This shift may negate some of the benefits of additional time off, as workers return to their jobs still grappling with the same stressors.

Interestingly, the study also found that how employees spent their extra days off—whether on leisure activities, household chores, or caregiving—did not significantly influence their levels of detachment, exhaustion, or burnout risk. This suggests that compressed schedules alone may not be sufficient to counteract the cumulative effects of workplace stress.

The Bigger Picture

The findings from IKEA Belgium align with broader research on compressed schedules, which consistently challenges the notion that they are a silver bullet for burnout. For instance, part-time workers, who naturally have more time off, experience burnout at similar rates to their full-time counterparts. This underscores a crucial point: addressing burnout requires tackling systemic issues within the workplace, not just providing temporary relief.

Employers implementing compressed schedules should also consider potential spillover effects. For example, colleagues covering for workers on compressed schedules may face increased workloads, potentially exacerbating stress across the organization. While the study did not specifically examine this dynamic, it remains a critical area for future research.

What’s Next?

Compressed work schedules represent a step forward in reimagining the traditional workweek, but their limitations highlight the need for a more holistic approach to workplace well-being. Employers should view these schedules as one piece of the puzzle rather than a standalone solution. Addressing burnout effectively requires systemic changes, including:

1. Workload Management: Reducing excessive demands and creating sustainable work environments.
2. Supportive Policies: Offering access to mental health resources, flexible work arrangements, and clear boundaries between work and personal time.
3. Culture Shifts: Promoting a workplace culture that values employee well-being as much as productivity.

For researchers, the IKEA study opens the door to deeper exploration. Longitudinal studies spanning multiple organizations, industries, and years could shed light on the long-term effects of compressed schedules. Additionally, investigating the psychological and organizational mechanisms driving detachment and burnout could provide actionable insights for policymakers and employers alike.

Join the Conversation

What do you think about compressed work schedules? Would you trade longer days for an extra day off? How should employers balance flexibility with the need to address workplace stressors? Share your thoughts in the comments or join the discussion on social media using #WorkplaceWellbeing. Let’s explore how to create healthier, more sustainable workplaces together.

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