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Yeni Bir İstihdam Biçimi Olarak Dört Günlük Çalışma Haftası

The Four-Day Work Week as a New Form of Employment

Uygar Öztürk(BİTLİS EREN ÜNİVERSİTESİ)0000-0003-2267-0497
Sayfa
1–20
Yayın Tarihi
2025-10-03
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⚡ TL;DR(1 Cümlede Hızlı Çıkarım)

Bu çalışmanın amacı sosyal politika açısından dört günlük çalışma haftasının, yeni esnek çalışma biçimleri arasında sosyal hakları korumaya yakın bir alternatif çalışma modeli olup olmadığını analiz etmektir.

📌 3 Maddede Bu Makale

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Amaç & Hipotez:İşgücü piyasası ve istihdam günümüzde bir dönüşüm içindedir.
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Temel Bulgular & Veri:Onlarca senedir sessizliğe bürünmüş olan dört günlük çalışma haftası modeli Covid 19 sonrası tekrar gündeme gelmiş ve tartışılmaya başlanmıştır.
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Sonuç & Katkı:Bu çalışmanın amacı sosyal politika açısından dört günlük çalışma haftasının, yeni esnek çalışma biçimleri arasında sosyal hakları korumaya yakın bir alternatif çalışma modeli olup olmadığını analiz etmektir.
🔬Tür:Literatür & Derleme Çalışması
📍Kapsam:Genişletilmiş Akademik Örneklem
⚙️Değişkenler:Dört günlük çalışma haftası · esnek çalışma · yeni istihdam biçimleri

Özet

İşgücü piyasası ve istihdam günümüzde bir dönüşüm içindedir. Bu dönüşüm kapsamında birçok yeni istihdam biçimi ortaya çıkmıştır. Dört günlük çalışma haftası son yıllarda akademik araştırmalara ve uygulamalara konu olmuş bir istihdam biçimidir. Onlarca senedir sessizliğe bürünmüş olan dört günlük çalışma haftası modeli Covid 19 sonrası tekrar gündeme gelmiş ve tartışılmaya başlanmıştır. Dört günlük çalışma haftasının modern versiyonu günde sekiz saat, haftanın dört günü çalışma olarak şekillenmiştir. Literatürde, dört günlük çalışma haftası 4/32 olarak da ifade edilmektedir. Bu kapsamda dört günlük çalışma haftasının, kavram, tanım, tarihsel gelişimi ve Dünya’daki uygulama ve sonuçları kapsamlı bir şekilde açıklanmıştır. Sonrasında ise dört günlük çalışma haftasının merkez ve çevre işgücüne etkileri, sektörlere ve işletmelere etkileri, çevreye ve toplumsal cinsiyete etkilerine değinilmiştir. Bu çalışma, dört günlük çalışma haftası uygulamasını kavramsal ve tarihsel bağlamda ele alan nitel bir yaklaşımla ve kapsamlı literatür taraması yoluyla yürütülmüştür. Bu çalışmanın amacı sosyal politika açısından dört günlük çalışma haftasının, yeni esnek çalışma biçimleri arasında sosyal hakları korumaya yakın bir alternatif çalışma modeli olup olmadığını analiz etmektir.

Abstract

The labor market and employment structures are undergoing a significant transformation. Within the scope of this transformation, various new forms of employment have emerged. One of these is the four-day workweek, which has become a subject of growing interest in both academic research and practical implementation in recent years. Having remained largely dormant for decades, the fourday workweek model resurfaced in the aftermath of the COVID-19 pandemic and has since been widely discussed. The modern version of this model is structured as working eight hours per day over four days a week, and is commonly referred to in the literature as the “4/32 model.” This study provides a comprehensive examination of the concept, definition, historical evolution, and global implementations and outcomes of the four-day workweek. Subsequently, the study discusses its implications for core and peripheral labor markets, its sectoral and organizational impacts, as well as its environmental and gender-related dimensions. The study is based on a qualitative and descriptive research approach, utilizing extensive literature review and conceptual analysis. The primary objective of this research is to analyze whether the four-day workweek can be considered a viable alternative model that is more likely to protect social rights among the new flexible forms of employment from a social policy perspective.

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Bu Makaleye Atıf Yap

Öztürk, U. (2025). Yeni Bir İstihdam Biçimi Olarak Dört Günlük Çalışma Haftası. SOSYAL GÜVENLİK DERGİSİ, Cilt: 15 Sayı: 1, 1–20. https://doi.org/10.32331/sgd.1788761

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