Why I Run a 4 Day Work Week With 5 to 6 Weeks of PTO and Why More Businesses Should Too
For years, I have intentionally structured my work life in a way that most Americans still see as unconventional.
My schedule is simple.
Monday through Thursday, 9AM to 5PM.
Friday, Saturday, and Sunday off.
On top of that, I believe strongly in taking 5 to 6 weeks of paid time off every year.
Not someday. Not as a reward for burnout. Every year.
This is not about working less for the sake of it. It is about working better, thinking clearer, and building a sustainable career that does not consume your entire life.
This approach has made me sharper, healthier, more consistent, and ultimately better at what I do.
The American work problem nobody wants to admit
In the United States, we still measure commitment by hours instead of outcomes. Long weeks are praised. Vacations are postponed. PTO is treated like something you earn only after proving you are exhausted enough to deserve it.
That mindset creates a dangerous loop.
People stay busy instead of effective.
Burnout becomes normal.
Creativity disappears.
Mistakes increase.
And eventually, people either disengage or leave entirely.
Working more hours does not equal producing better results. Especially in knowledge based work, leadership roles, IT, consulting, and decision heavy careers.
Why I chose reduced hours instead of compressed days
There is a huge difference between working four long days and working fewer total hours.
Compressed schedules still drain people. They just rearrange the exhaustion.
Reduced hours changes behavior.
When you know your time is limited, you eliminate distractions. Meetings get shorter. Priorities become clearer. Low value tasks stop surviving just because there is extra time to fill.
I did not lose productivity by working fewer hours. I gained focus.
Why the 3 day weekend actually works
The real advantage of a 4 day work week is not Friday off. It is the three day recovery window.
Two days is not enough to fully reset. One day disappears to errands. The other is spent preparing mentally for Monday.
Three days gives space for real recovery.
Appointments. Family time. Exercise. Sleep. Creativity. Travel. Doing nothing. All of it matters.
When people are not constantly trying to squeeze life into evenings and weekends, they stop bleeding personal stress into work hours.
Ironically, giving people more time away from work often makes their work time cleaner and more productive.
Now add 5 to 6 weeks of PTO and everything changes
This is where most companies stop short.
A shorter work week helps, but extended PTO is what prevents long term burnout.
Five to six weeks of paid time off per year does something powerful.
It gives people permission to fully disconnect.
It allows real vacations, not just long weekends.
It creates mental distance that leads to better perspective.
It keeps resentment from building quietly over time.
Time away is not lost productivity. It is an investment in clarity and longevity.
Some of my best ideas, decisions, and breakthroughs have come after stepping away from work entirely.
Why this model makes me better at what I do
This schedule forces discipline.
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I prioritize outcomes instead of busywork
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I protect deep focus during business hours
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I make decisions faster because I am not mentally exhausted
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I come back rested instead of already behind
By Thursday afternoon, I am still sharp. By Monday morning, I am ready to work again.
That matters. Especially when clients rely on clear thinking and calm decision making.
Why employees thrive under this approach
From an employee perspective, the benefits are immediate and human.
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Less burnout and stress
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Better physical and mental health
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Fewer sick days
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Higher morale and loyalty
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A feeling of trust instead of constant monitoring
People do not need to escape their jobs when their jobs respect their lives.
Why businesses benefit more than they expect
This is where many owners get it wrong. They assume reduced hours and generous PTO lower standards.
In reality, it raises them.
To make this model work, businesses naturally improve systems.
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Clear documentation replaces chaos
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Automation replaces repetitive tasks
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Meetings become intentional instead of habitual
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Expectations become realistic instead of reactive
In IT and managed services especially, systems matter more than heroics. A rested professional with strong processes will always outperform an exhausted one running on adrenaline.
The trust factor most companies overlook
A 4 day work week paired with meaningful PTO sends a powerful message.
“I trust you to manage your time and deliver results.”
That trust changes behavior. People stop trying to look busy. They stop hoarding time off. They start protecting quality and outcomes.
Respect creates ownership. Ownership creates better work.
Why more Americans still resist this idea
The resistance is rarely about data. It is about fear.
Fear of falling behind
Fear of customer expectations
Fear of being different
Fear of losing control
But being always on does not make a business competitive. Being effective does.
Why I am not going back
This is not a perk. It is a strategic choice.
I do better work.
I make better decisions.
I enjoy my career more.
And I still deliver at a high level for the people who rely on me.
That is the point.
Final thought
The future of work is not about squeezing more hours out of people. It is about designing work that respects human limits and rewards real output.
A 4 day work week with reduced hours and 5 to 6 weeks of PTO is not lazy.
It is efficient.
It is sustainable.
And for many businesses, it is a competitive advantage hiding in plain sight.