Working less while earning the same still sounds like a fantasy to many Australians. Yet in Tasmania, that idea is quietly becoming reality. One local council is taking a bold step that could reshape how work looks across the public sector.
A Local Council Tests a Radical Shift
The City of Launceston has reached an in-principle agreement that could allow its workforce to move to a four-day work week while keeping full pay and benefits. If approved, around 600 council employees would work roughly 30 hours a week instead of the traditional five-day schedule. The proposal, described by the council as “groundbreaking,” is part of a broader response to rising burnout and retention problems across the workforce, reports Yahoo Finance.
Under the plan, employees would compress their hours into four days without any reduction in salary. The agreement still needs to be formally voted on by staff and approved by the Fair Work Commission, but momentum is clearly building. If ratified, the new arrangement could come into effect by mid-2026.
Burnout Driving Change in the Workplace
Burnout has become a quiet crisis, especially in public sector roles where workloads have steadily grown over the past decade. Council CEO Sam Johnson says the proposal reflects a changing understanding of productivity and wellbeing. According to him, fewer working days do not automatically mean less output. In some cases, it can mean sharper focus, lower absenteeism, and higher morale. That idea might have sounded radical a few years ago. Now, it feels oddly practical.
Workplace experts note that governments are often more willing than private companies to trial flexible arrangements. Christian Miran, a workplace consultant who previously led a four-day week trial at Medibank, says public sector employers are showing unexpected leadership. Private businesses, by contrast, remain cautious, worried about costs and operational complexity.
Why Full Pay Matters
What makes the Launceston proposal stand out is the decision to keep full wages. Many flexible work models reduce hours and pay together. This one does not. Supporters argue that cutting pay would undermine the very wellbeing gains the policy is meant to deliver. Staff retention is another factor. Local governments, especially outside major cities, often struggle to attract skilled workers. A four-day week could change that equation quickly.
Union representatives have also backed the proposal. The Australian Services Union says a strong majority of members support the move, viewing it as a genuine response to long-standing workload pressures rather than a symbolic gesture.
Could This Spread Across Australia?
The bigger question is whether this remains a one-off experiment or becomes a blueprint for others. Australia has already seen scattered four-day week trials, mostly short-term and often in white-collar industries. A permanent agreement at council level carries more weight. If service delivery remains stable, other councils and public agencies may feel pressure to follow.
There are still unknowns. How will emergency services, customer-facing teams, and seasonal workloads be managed? Will productivity gains last beyond the initial adjustment period? These are fair questions, and even supporters admit the model won’t suit every role.
Still, something is shifting. The Launceston deal suggests that the conversation about work is no longer just about hours and output. It’s about sustainability, retention, and how long people can realistically keep going at the current pace.
