Nearly 100 years ago, the 40-hour work week was considered revolutionary.
Today? It’s starting to feel a little… outdated.
When Henry Ford made headlines for introducing a five-day, 40-hour week in 1926, it was a bold step towards a better balance between work and life — for the times.
Back then, most households had one breadwinner (usually male), one homemaker (usually female), and no smartphones, emails or back-to-back Zoom meetings to navigate.
But fast forward to 2025 — where technology, dual-income families, and shifting social expectations have completely redefined what ‘life’ looks like — and somehow, the same work structure remains firmly in place.
The question is: why?
And more importantly: who is it really serving anymore?
Our Work “Origin Stories” Still Shape Us
Listening to the latest episode of This Working Life, one point really stood out:
We don’t just inherit hair colour and height from our parents — we inherit invisible beliefs about what work should look like too.
Professor Lyndall Strazdins and Jono Nicholas discuss how the work patterns we saw growing up — whether it was a parent clocking long hours or struggling with flexibility — still influence how we view “good work” today.
Without even realising it, we can end up replicating outdated expectations because it’s what feels normal.
It’s a powerful reminder: if we want to build a better future of work, we need to challenge the stories we’ve been handed down.
It’s Time to Serve All Parents — Not Just Mothers
One of the most refreshing shifts highlighted in the podcast was the changing role of men — especially younger fathers.
There’s a growing desire among younger males to play an active, hands-on role in raising their children.
This isn’t just anecdotal.
It’s showing up across research and workplace trends.
Yet despite this, flexibility and caring responsibilities are still too often treated as “women’s issues” in workplace conversations.
The problem?
When flexibility is gendered, it marginalises men who want to be present at home and penalises women by reinforcing outdated biases about who should be doing the caring.
If we’re serious about modernising work, we need to design systems that support all parents — and, frankly, anyone with caring responsibilities — without stigma, judgment, or career penalties.
Because modern work isn’t just about gender equity.
It’s about human equity.
What the Research Tells Us
This isn’t just a “nice to have” conversation.
The evidence is stacking up.
Research led by Ben Hamer from ThinkerTank and AHRI shows:
🔹 85% of employees would prefer a four-day work week
🔹 Flexibility, autonomy, and wellbeing are now stronger drivers of loyalty than salary alone
🔹 Companies that embrace flexibility and progressive work design are seeing higher engagement, retention, and productivity
(And if you’re wondering — yes, Australia is dragging its feet compared to global peers.)
In a world facing widespread skills shortages and rising burnout rates, clinging to a century-old work model isn’t just lazy — it’s risky.
It’s Not About Working Less. It’s About Working Smarter.
Modern work is not about slashing hours and hoping for the best.
It’s about redesigning work based on outcomes, trust, and human needs.
Think:
✔️ Output over hours
✔️ Flexibility by default, not negotiation
✔️ Support for carers of all genders
✔️ Wellbeing designed into work, not added as a token extra
And there’s another force reshaping the future of work that we can’t ignore: AI.
While it’s a conversation in itself (and one we need to have), the short version is this —
AI is already automating routine tasks, augmenting decision-making, and fundamentally shifting the skills humans need to thrive at work.
In a world where technology can take on more “doing,” the value of human work lies increasingly in creativity, problem-solving, and emotional intelligence — not clocking 40 rigid hours a week.
Final Thoughts
We don’t live the way we did in 1926.
We don’t parent the way we did in 1926.
So why are we still working like it’s 1926?
The businesses that are willing to rethink, reimagine, and redesign work aren’t just future-proofing their success.
They’re building workplaces where people want to stay, contribute, and thrive.
The 40-hour work week had a good run.
But it’s time to build something better — for all of us.
The future isn’t coming.
It’s already here.
And it’s giving us the perfect excuse to rewrite the rules — if we’re brave enough to pick up the pen.