Is the Four-Day Workweek Becoming a Reality in NYC?

The four-day workweek in NYC is gaining attention through city pilots, state bills, and private company trials. However, New York does not require private firms to adopt shorter workweeks. Most employers can still set their own work schedules. They must follow existing wage and labor laws.

Several new proposals may change how businesses plan their workweeks. Some aim to cut work hours, while others focus on flexible schedules. This guide covers the current rules, private company examples, and key benefits and risks for employers.

What Does a Four-Day Workweek Mean, and How Does It Work?

Before coming to the four-day workweek in NYC, let’s quickly see how it works. A four-day workweek lets staff complete their work across four days instead of five. However, the number of hours and pay depend on the model. Some firms cut weekly hours but keep the same pay. Others fit 40 hours into four longer days.

Here are three common ways to set up a four-day workweek:

Model	How it works
Reduced-hours model	Staff work 32 hours over four days, with full pay.
Compressed model	Staff work 40 hours over four longer days.
Results-only model	Staff focus on goals and deadlines, not set hours.

The reduced-hours model often follows the 100-80-100 rule. Staff get 100% of their pay, work 80% of their usual hours, and aim for 100% productivity. This idea comes from the global 4 Day Week Campaign, an advocacy group established in 2019.

Employers must choose a model that fits their work. A four-day schedule does not always mean fewer hours.

What is the Current Status of the Four-Day Workweek in NYC?

New York has taken steps toward shorter workweeks through a city pilot and state bills. However, these plans have different goals. None creates a general rule for private firms to adopt a four-day schedule.

1. New York City’s Compressed Workweek Pilot

In January 2024, New York City Mayor Eric Adams and District Council 37 (DC 37) announced a compressed workweek pilot. It aimed to give more city workers flexible schedules. The plan focused on staff who could not work from home but had some room to change their hours.

The pilot gave city agencies two schedule options:

• Four-day schedule: Staff work their usual hours across four longer days.
• Alternating schedule: Staff work four days one week and five days the next.

Both options keep the same total work hours over two weeks. Staff do not lose pay or hours under this plan.

The plan focused on union workers whose jobs required them to be at a work site. It did not cover every city worker by default. Each agency had to decide if the new schedule would suit its work and public service needs.

The city announced the pilot on January 17, 2024. It was set to run through May 2025, with an option to renew for one more year. The goal was to give staff more control over their time. The city also hoped to improve staff retention and attract new workers.

It is important to note that this was not a 32-hour workweek. It was a four-day workweek in NYC, but staff still had to complete their usual hours.

2. New York State Legislative Proposals

New York lawmakers have proposed plans to test shorter workweeks. Three bills to watch are Assembly Bills A5423 and A5454, and Senate Bill S9443.

Assembly Bill A5423 and Senate Bill S9443

These bills propose a four-day workweek pilot for state workers. They ask state agencies to find roles where shorter schedules may work well.

The state Division of the Budget and Department of Civil Service would help review the plan. At least 60% of workers in an agency or job group must benefit from the change.

The bills also set out key rules:

• Staff must not lose pay or benefits due to the change.
• Weekly work hours must not fall below 36 hours.
• State agencies must talk with unions before changing schedules for union staff.
• The state must report on costs, job openings, and the results of the pilot by October 1, 2030.

Assembly Bill A5423 went to the Assembly Governmental Employees Committee. Senate Bill S9443 went to the Senate Civil Service and Pensions Committee in March 2026.

Assembly Bill A5454: The New York Smart Work Week Pilot

Assembly Bill A5454 takes a wider approach. It seeks to help private firms test shorter workweeks without cutting staff pay.

The bill defines a four-day workweek in NYC as a real cut in work hours, with no cut in total pay. It also sets rules for firms that want to join the pilot.

Key points include:

• Firms must operate in New York State and apply to join.
• Each plan must cover at least 30 staff members.
• Firms must submit a plan for the change.
• Staff pay, benefits, and job status must stay the same.
• Firms must share reports or survey results with the state.

The bill also proposes tax credits for firms that take part. These may include a credit of up to $250,000 per firm or up to $5,000 per worker, based on the rules.

Firms must take part for at least one year and submit a report to qualify.

As of October 2026, A5454 remains in the Assembly Labor Committee. It is still a proposal, not an active tax credit or grant. Employers should track its progress before making plans based on these credits.

3. Federal Proposal: The Thirty-Two Hour Workweek Act

The Thirty-Two Hour Workweek Act seeks to cut the standard federal workweek from 40 hours to 32 hours. This means an actual four-day workweek in NYC with fewer hours. It would also change when staff qualify for overtime pay.

In 2026, the proposal has been filed in both chambers of Congress. House Bill H.R. 10323 went to the House Committee on Education and Workforce in September. Senate Bill S. 5384 went to the Senate Committee on Health, Education, Labor, and Pensions.

Neither bill has become law. NYC employers must still follow current federal and state rules on wages and overtime.

How are Private Companies Adopting Four-Day Workweek in NYC?

Some NYC firms have tested four-day workweeks on their own. These trials show how firms can change work schedules while still meeting business needs.

Here are four examples:

The Mixx: The NYC creative agency started a four-day workweek trial in summer 2022. It aimed to ease staff stress and burnout while giving teams more time to rest. It was a success, as workers reported being happy and revenue also went up.

Praytell: The Brooklyn-based PR firm moved staff to a Monday-through-Thursday schedule, with an on-call shift on Friday. The trial received positive feedback from employees and clients. Sanji Moore, SVP of People & Operations, told NY1, “We haven’t seen any change in the quality of the work being done.”

Elephant Ventures: The New York software firm tested four 10-hour days in 2020. Staff worked from Monday to Thursday. Staff returned from three-day weekends with renewed energy and focus, which ultimately boosted efficiency and cut down project timelines. The model became a permanent fixture for the company.

These firms used different ways to implement a four-day workweek in NYC. They either cut or shifted work hours. Some kept the same weekly hours, while others changed the number of workdays.

For employers, the main lesson is to test a new schedule before making it permanent. Check staff needs, customer demand, work quality, and daily costs first.

What are the Benefits and Challenges of a Four-Day Workweek for Employers?

A shorter workweek may help firms keep staff and attract new talent. It may also improve focus and reduce burnout. But the change brings risks, too. Employers must plan staff hours, customer cover, and workloads with care.

Key benefits for employers

• Better staff retention: An extra day off may help reduce stress and improve job satisfaction. In a UK trial, staff turnover fell by 57% across participating firms.
• Easier hiring: Flexible hours can help firms stand out when they seek skilled staff.
• Better focus: Fewer workdays may push teams to cut needless meetings and focus on key tasks.
• Lower running costs: Firms may spend less on office power, supplies, and other daily costs.
• Better work-life balance: Staff gain more time for family, rest, and personal needs.

Key challenges to consider

• Customer cover: Firms that serve clients all week need enough staff to keep service running.
• Long workdays: A compressed schedule may cause fatigue and reduce focus.
• Workload issues: Teams may find it hard to finish the same tasks in fewer hours.
• Unequal access: Office staff may have more schedule options than shop, care, or service staff.
• Extra costs: Research by the Parliament of Australia shows that additional staffing and hiring costs are among the challenges of a four-day workweek.

A short trial can help firms judge if the change works. Track output, customer wait times, staff feedback, sick days, and costs. Use these results to decide whether to keep, change, or end the new schedule.

Conclusion

The four-day workweek in NYC is still taking shape. City pilots and proposed laws show growing interest, while private firms are testing what works in practice. For employers, the decision comes down to more than giving staff an extra day off. It requires a schedule that protects service quality, keeps workloads fair, and supports business goals. Review your team’s needs before choosing a model.

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