Few lawyers take the full day off, but the 4-day model still changes everything, says firm head

Even when work spills into the midweek break, Yousefi says that staff value the flexibility to structure their days without pressure.

She adds that some use Wednesdays for errands or personal appointments, others take the morning off and work later, and some come in to handle lighter tasks in a quieter office. The psychological benefit of knowing you can take a breather if needed has helped foster a more relaxed, trusting, and productive workplace culture.

According to the internal survey, most lawyers cite the four-day week as a key reason for staying at the firm. Since introducing the policy, YLaw has had zero unwanted turnover, with departures only tied to significant life events, Yousefi says.

“I think our culture overall is more positive because people feel rested and feel that their employer is treating them well. Happier people are more productive.”

Not a model for everyone

Despite its success, the model isn’t universally suited to all candidates. Yousefi says the firm turns down applicants drawn to YLaw solely for the reduced schedule, particularly those expecting to work less without maintaining the same output.

She emphasizes that the four-day week is not about doing less but about doing the same amount – if not more – in fewer days.

To ensure new hires are the right fit, the firm requires them to work a full five-day schedule during a probationary period. This helps assess their ability to meet expectations before they’re granted the added flexibility.

Yousefi says one of the problems is that YLaw’s approach can send mixed signals, especially to traditional firms that might interpret the model as less rigorous.

The firm’s branding also attracts younger lawyers who may not yet have the skills to meet targets efficiently. In contrast, the model works best for experienced lawyers and support staff who already know how to manage their time and workload effectively.

There’s also a perception challenge with high performers. Some ambitious candidates, particularly those early in their careers, see the four-day week as a sign of lower intensity.

She says the firm has lost out on a few of these lawyers and admits there’s a tension between the policy’s public image and the high-performance culture she strives to maintain.

“To some, it looks like a good place for people who want to work less… and other law firms might think that we don’t take our jobs seriously. Nothing could be further from the truth,” she says.

 A growing firm with no plans to scale back

Since the introduction of the model, YLaw has doubled in size. The firm now employs 26 lawyers and is set to move into a new 8,000-square-foot space in August.

Yousefi says the expansion, which will accommodate up to 35 lawyers, was necessary because the firm has outgrown its current setup, which involves three separate offices in the same building.

YLaw has also added employment law to its practice areas as it physically expands.

Yousefi credits the firm's success to the foundation established when the four-day week was implemented. The original team embraced the change and maintained performance levels.

Despite the challenges that emerged with newer applicants who misunderstood the expectations, she says the four-day week remains at the heart of YLaw’s culture.

Yousefi says the firm has no intention of reverting to a traditional schedule. However, she admits that if the model were ever abandoned, it would be to better attract high-performing candidates who associate excellence with more conventional work habits.

For now, however, the four-day workweek remains a defining feature of YLaw.

“It might be inconvenient to make it work on a larger scale, but we are definitely not at that point. We are not downsizing.”