Welcome to your weekly newsletter by the Employee Experience Magazine, and this week we’re celebrating wins and keeping things positive in our very first good news edition.

Around 2.7 million people in the UK now work a four-day week, roughly one in nine of the workforce, and we lift the lid on 5 companies enjoying solid ROI from their EX investments, as well as the companies doing Return to Office right and actually getting great results from their varying approaches.

It can be very challenging in our space to prove ROI, so where companies succeed to get concrete numbers, we should share them and shout about them, and use them for our own businesses cases.

The 4-Day Work Week: Who Has Stuck With It and Who Reverted

One in nine UK workers is now on a four-day week, which makes it one of the few workplace changes of the past decade to move from pilot to ordinary practice with no legislation pushing it along. The companies that ran the early trials have several years behind them now, so we can now see what the true ROI is after the novelty wore off. Of all those early adopters, most kept it going, and the minority who went back to five days had all made the same mistake with the lost day, which is also the mistake most organisations make when considering a 4 day week.

Read the full article.

Read the full article.

Every boardroom conversation eventually lands on return-to-office mandates. But four companies took a different path. Superhuman scrapped its mandate and saw attendance rise 57%. Shawmut doubled revenue with zero mandates. C.H. Robinson built trust 10 points above industry benchmarks. Synchrony became #1 on Great Place to Work by listening. The common thread? They stopped enforcing and started removing friction.

Read the full article.

Stay current with key headlines and announcements from across the industry.

You've heard every company say they want to promote from within. The difference this year is that a handful of them actually built the systems to do it. Jack Henry went from 16% to 30% internal hire rate in three years. Siemens removed CVs from hiring entirely and saw applications jump 500%. Standard Chartered uses an AI-powered talent marketplace. The common thread: they stopped treating internal mobility as a policy and started treating it as a system.