Four-day work week for Aussies: Council becomes the first in the country to trial new roster
A council in New South Wales, Australia, has become the first local authority in the country to trial a four-day working week, allowing staff to work compressed rosters without a loss of pay. The move reflects growing global interest in shorter working weeks as employers seek to improve staff wellbeing and retention while maintaining productivity, and could set a precedent for other Australian public bodies considering similar reforms.
Murrumbidgee Council will run the trial to test whether condensing standard hours into four days, rather than five, benefits both employees and service delivery. The scheme forms part of a wider push by some employers and unions to modernise working patterns, following similar pilots overseas that have reported improvements in staff morale and efficiency without harming output.
- Murrumbidgee Council is first in Australia to trial a four-day week
- Staff will work compressed rosters without losing pay
- Part of a wider global trend toward flexible working arrangements
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Murrumbidgee Council, in rural New South Wales, is one of many local authorities in Australia that run everyday services such as roads, waste collection, libraries and community facilities. It is now trialling a four-day working week, letting staff compress their usual hours into four longer days rather than the standard five, without any cut to their pay.
The idea of a shorter working week has been gaining attention internationally, with various companies and organisations overseas already testing it. Supporters say it can improve staff wellbeing and help employers keep hold of workers, while still getting the same amount of work done, though results can vary depending on the type of job involved.
This trial matters because Murrumbidgee Council is the first in Australia to attempt it, meaning its experience will be watched closely by other councils and public sector bodies considering whether a similar approach could work for them.
Both sides, in good faith
The strongest fair case each way — we don't pick a winner.
The case for
Advocates argue that compressing hours into four days can improve staff wellbeing, reduce burnout and lower turnover, while overseas pilots suggest productivity and service quality need not suffer if workflows are redesigned sensibly. For a council seeking to attract and retain staff in a competitive public-sector labour market, offering a more attractive working pattern at no extra cost in pay could be a low-risk way to test meaningful reform. Supporters also see it as part of a broader, evidence-based rethink of outdated assumptions about how working hours relate to output.
The case against
Sceptics worry that a four-day week funded by ratepayers risks reduced availability of council services, longer waits for residents needing permits, planning decisions or support, and added strain on staff covering compressed rosters. They caution that positive results from private-sector or overseas trials may not translate cleanly to local government, where continuity of public-facing services is essential and mistakes are costly to reverse. There is also concern that setting this precedent could create pressure on other councils to follow suit before the model is properly proven, potentially straining budgets already under scrutiny.