A comprehensive academic investigation led by researcher Javonson Willock reveals significant structural barriers preventing the immediate adoption of a four-day workweek in the hotel industry. The study, which gathered insights from employees, management, and union representatives, indicates widespread theoretical support for the concept but identifies critical financial, operational, and regulatory challenges that require resolution before implementation.
Hotel employees expressed strong enthusiasm for reduced working hours, citing potential benefits for mental wellness, family time, and overall rejuvenation that could ultimately enhance guest experiences. However, this support remains conditional on comprehensive income protection measures. Workers universally fear that reducing weekly hours from 40 to 32 would diminish wages and service charge earnings—an unacceptable risk given current economic pressures and rising living costs. Many indicated they would need to seek secondary employment without guaranteed full pay, potentially resulting in greater exhaustion than the current system produces.
Management perspectives acknowledge the theoretical advantages of better-rested staff but emphasize substantial operational complexities. Hotel executives caution that the hospitality industry’s 24/7 nature requires continuous coverage that cannot be compromised without affecting service quality. Implementing reduced hours would necessitate increased staffing levels, significantly raising labor costs, and require multi-year operational restructuring. Departments with high labor demands—particularly housekeeping and food services—would face intensified scheduling challenges and potential service standard deterioration.
Union representatives expressed the most substantial reservations, characterizing the four-day workweek as currently impractical without foundational reforms. Labor leaders highlight the industry’s financial fragility, existing understaffing issues, and dependence on service charge systems. Wage protection emerges as an absolute requirement, with unions warning that reduced hours without income guarantees would further destabilize workers already struggling with inadequate earnings. Additionally, union officials note that existing labor regulations and collective bargaining agreements would require substantial amendments to accommodate new working structures.
Despite these challenges, all stakeholder groups support pilot programs at select properties before considering broader implementation. The study concludes that while Antigua could eventually benefit from a condensed workweek, successful adoption would require a carefully phased approach supported by policy reforms, staffing adjustments, and wage protection mechanisms.