Both the Group Delivery and Private Delivery options cover the same core 4 Day Week Global Design Framework. The difference lies in the format and depth of customization. Group Delivery is ideal for small organizations (up to 50 staff) that value the lower cost and peer learning , while Private Delivery is a tailored 4-8 week engagement for medium to larger organizations, offering custom coaching.

Yes, many clients choose this progression to lower initial investment and risk. You might start with the Group Delivery to build the foundation, then scale with Private Delivery or transition to Consulting for an organization-wide rollout. We support progressive change through alumni pricing and credit toward larger engagements.

Some companies may decide quickly but implement slowly. Piloting in stages builds clarity, internal champions, and lessons to scale effectively.

Yes, but not by reducing output. The goal isn’t to do less work; it’s to redesign how work is done. During the planning phase, most companies identify inefficiencies that naturally create the space for shorter weeks without sacrificing performance. Your implementation plan becomes the framework for smarter, leaner, and more sustainable work.

There are 3 common approaches to part time:

1. Don't include them (cultural challenges may occur)

2. Part timers reduce their hours proportionately (as per full timers for example, if full time reduces from 40 hours to 32 hours then part timers should be reduced by the same percentage ie 20%). 

3. Leadership may negotiate 1:1 for a worker to maintain current hours but their pay to be increased (for eample, a 4 day worker may increase their pay to 5 days but not change their hours. ) Key to this is, their workload also needs to increase to the full time hours.

Important to note: in all cases, the output needs to be the same as what they are contracted/employed to deliver.

Many organisations maintain full client coverage by rotating teams, staggering schedules, or adjusting rosters, the key is clear communication and planning.

And importantly, we show you exactly how to design this coverage model as part of the program, so your teams can maintain service levels while transitioning to a 4-day work week.

Not if done correctly. A 4-day work week isn’t about squeezing the same workload into fewer hours, it’s about redesigning the way work gets done.

We help you rethink meetings, emails, workflows, priorities, and collaboration patterns so that high-value work rises to the top. When teams redesign their work first, they often feel less stressed and happier, because their priorities and expectations become clearer, not heavier.

You’ll track a tailored set of metrics such as output, absenteeism, wellbeing, turnover, and customer satisfaction agreed before you begin the trial, as well as any additional measures specific to your organisation.

We also guide you through scenario planning around these metrics so you have clear actions and responses if anything starts to go off track. This ensures you always know what to monitor, how to assess progress, and how to course-correct with confidence.