While most of the Western world knows the weekend as Saturday and Sunday, in many countries around the world, the weekend doesn’t fall these days. Some countries only have one day which is designated as the “weekend”.
The organization of weekends worldwide is due in large part to religion. Christianity designates Sunday as its day of rest. Whereas in Islam and many Arab countries, Friday is traditionally considered a day of worship. Judaism, on the other hand, observes the Sabbath (from Hebrew Shevat, “to rest”) from sunset on Friday to sunset on Saturday.
If you’re hiring global remote talent, it’s helpful to know what days of weekend rest your new employees expect. That’s where Borderless comes in!
We can help you navigate which days off your remote team is entitled to and help your company remain compliant with the local laws of countries around the world. Let’s get into it!
What is the Definition of a Work Week?
What is a work week?
A work week can be defined as the days or hours that an individual spends working during a single week (seven consecutive days). It is used as a standard unit of time in labor laws, employment contracts, and business operations to define the average amount of time an employee is expected to work.
In many countries, the standard work week consists of five business days, usually Monday through Friday, with Saturday and Sunday designated as the weekend or entitled days off. The specific number of hours constituting a work week can vary depending on local labor laws and industry standards. Many places follow the guideline of an eight-hour workday, but that doesn't mean an eight-hour day is the standard worldwide.
For example, in some countries, the standard work week for full-time workers is typically 40 hours per week, with each work day consisting of eight hours. However, part-time employees may work fewer hours. However, these standards can differ by country. Hence, reviewing local labor laws, such as the Fair Labor Standards Act in the US, and employment contracts or partnering with an experienced Employer of Record (EOR) to navigate local expectations and standards is essential.
Who Invented the Five-Day Workweek?
Now that we’ve defined what a work week is, you may be wondering who invented the 5-day work week. The concept of a five-day work week, with two consecutive days off, is often attributed to labor unions and the workers' rights movements of the late 19th and early 20th centuries.
One of the earliest advocates for shorter working hours was the American labor leader Samuel Gompers, who was the president of the American Federation of Labor. He and his organization played a significant role in advocating for better working conditions, including the idea of an eight-hour workday.
The Ford Motor Company is often credited with playing a major role in popularizing the five-day workweek. In 1926, Henry Ford, the founder of Ford, introduced a 40-hour five-day workweek with two consecutive days off, setting a precedent that was gradually adopted by other companies.
It's important to note that the implementation of a standard five-day week varies by country and industry. It wasn't a uniform change that happened all at once. Different companies, industries, and countries adopted this concept at different times, often in response to labor movements, negotiations, and changes in societal norms.
Overall, the transition to a five-day workweek was a complex process influenced by a combination of labor activism, business decisions, and societal shifts in attitudes toward work-life balance.
When Did the Five Day Workweek Start?
The transition to a five-day work week occurred over a period of time in various countries, industries, and under specific circumstances. It was not a uniform change that happened worldwide on a specific date.
However, one of the significant milestones in the adoption of the five-day work week (as mentioned above) was the Ford Motor Company's decision in 1926 to implement a 40-hour work week, with employees working eight-hour days, five days a week. This was a pioneering move in the United States and had a major impact on labor practices worldwide.
Other companies and industries gradually followed suit. Governments around the world, influenced by labor movements and changing societal norms, introduced labor regulations that standardized the five-day workweek in many countries.
It's worth noting that the process of adopting a standardized five-day workweek has continued throughout the 20th century in certain areas of the world. Even today, variations in work schedules still exist based on factors like industry, location, religious and cultural views, and specific company policies.
Some countries have even begun experimenting with four-day work weeks and are calling for changes to the previously-followed labor laws. Other European countries have adopted the practice of working fewer hours per week, opting to shorten working hours in each work day rather than shortening the work week itself.
The Role of Government and Unions
After the Industrial Revolution, there were no laws or unions in place to govern things like workers’ rights and what days out of the seven-day week would be designated for rest. There were also no rules or guidelines for matters such as if employers should pay overtime if child labor was unethical if all office workers are considered private sector workers, and so on.
In the US, for example, the role of the federal government and labor activists in creating the National Labor Union and American labor law protected by the government was massive. These achievements were pivotal in shaping worker’s rights as we know them today.
Variations in Weekends Around the World
If variations in standard hours and days weren't enough, there are also different days observed as rest days around the world. For countries whose full-time employees are still expected to work 5 days a week, there can be variations in standardized weekends depending on various cultural and religious factors.
Here are a few examples of countries around the world whose weekdays differ from the Western norm:
- Friday & Saturday: Bangladesh, Iraq, Yemen, Syria, Jordan, Libya, Maldives, Oman, Qatar, Saudi Arabia, Malaysia (certain states)
- Thursday & Friday: Afghanistan
- Friday & Sunday: Brunei
- Only Friday: Iran
- Only Saturday: Nepal
- Only Sunday: Mexico, India, Philippines, Colombia
Countries with Friday and Saturday Weekends
Friday and Saturday are the most common weekend days besides Saturday and Sunday. In many Islamic countries (and Jewish countries), Friday afternoon prayers hold significant importance, and it is important that workers have the day off to attend.
However, there is a growing trend amongst Middle Eastern countries to transition to a Saturday and Sunday weekend. This shift is believed to offer substantial economic benefits for those countries when dealing with the US, Canada, Europe, and other international economic powerhouses.
The United Arab Emirates (UAE), for instance, previously followed a Friday and Saturday weekend but transitioned to the more common Saturday and Sunday weekend (with a half day on Friday to accommodate prayer) in 2022.
It's worth noting, however, that many businesses may still observe closures for Friday afternoon prayers, which is likely the case in other Muslim-majority regions that observe Saturday and Sunday as their "official" weekend days.
In Malaysia, most of the country, including Kuala Lumpur, designates Saturday and Sunday as weekend days. Still, a few states, such as Kedah, Kelantan, and Terengganu maintain Friday and Saturday as their official weekend.
Countries With Thursday and Friday Weekends
Thursday and Friday weekends were once commonplace in predominantly Muslim. However, many Muslim-majority Middle Eastern countries have, in recent years, transitioned to a Friday and Saturday weekend. Yemen was the last country in the world to transition from a Thursday and Friday weekend to a Friday and Saturday weekend as of 2013.
Countries with Friday and Sunday Weekends
Brunei Darussalam stands out on this list for its unconventional choice of weekend days, opting for Fridays and Sundays off. This departure from the norm is intentional and is meant to break up the workweek.
Countries with Just One Weekend Day
Some countries officially have just one weekend day per work week. That doesn’t mean that everyone works six days a week, but officially, there is only one formal day off per week.
There are just a handful of countries that celebrate the weekend exclusively on Fridays, Saturdays, or Sundays. These countries are:
- Iran
- Djibouti
- Nepal
- Mexico
- Colombia
- India
- Philippines
Why Does The West Adhere to Saturday and Sunday Weekends?
The widely-recognized Saturday and Sunday weekend developed mainly because of Christianity. During the 19th century in Britain, Sundays were revered as a day of rest, and work was considered inappropriate.
For individuals who were not religious, skipping work on Monday started to become something of a tradition. Thus, the concept of Saint Monday originated. However, productivity began to suffer in factories, so owners decided to make Saturday a half-day instead.
This accounts for three-quarters of the weekend. The full 48-hour weekend came to be thanks to the Jewish Sabbath, a day devoted to God and not work. According to Jewish tradition, the Sabbath (or Shabbat) spans from Friday evening until Saturday evening. Thus, a two-day weekend was allowed so that Jewish staff could observe the Sabbath.
Depending on which religious beliefs are followed in different parts of the world, the opposite may have been true: the weekend originated from the religious concept of the Sabbath and evolved as Christians adopted Sunday as a day of worship and rest.
Over time, workplaces in the West began to accommodate those religious observances until governments officially acknowledged these days as official days of rest. The US, for example, officially adopted the five-day system in 1932.
What Does This Mean for Companies with Remote Employees?
If your company employs remote workers in more than one country, you could have employees taking rest days from Thursday to Sunday. This means you’ll be responsible for tracking which days off your employees are legally entitled to and when during the week you will not be able to contact them.
If this sounds like a lot to handle on top of navigating local hiring laws, employment contracts, income taxes, and more while trying to establish yourself in a new market, consider partnering with a global Employer of Record (EOR).
An established EOR with experience navigating local laws and regulations can assist you in understanding the international employment landscape. Check out some of these articles if you’d like to learn more about EORs!
Other Ways an Employer of Record Can Help
Teaming up with an EOR like Borderless can offer global employers a strategic advantage in efficiently managing international teams. Discover the ways in which Borderless can support you and your company.
International Payroll Expertise
Borderless specializes in international payroll services and has knowledge of evolving payroll regulations and tax laws in multiple countries. By partnering with us, you’ll gain access to a team of professionals who can navigate any alterations to payroll laws in the countries where you operate or employ international staff.
Compliance Oversight
International regulations undergo frequent changes, and non-compliance can lead to legal and financial consequences. Borderless aids employers in staying compliant with the latest regulations by continuously monitoring modifications and ensuring that company operations align with guidelines. This proactive approach minimizes the risk of compliance-related issues.
Adaptability
As your business expands or adjusts its workforce, your payroll and employment requirements may change. Borderless offers adaptable payroll and hiring solutions that can accommodate your shifting needs. This flexibility is crucial for situations involving mergers, acquisitions, or hiring additional employees. It ensures that your business continues to function seamlessly and in accordance with regulations.
Global Workforce Management
For employers with an international workforce, Borderless provides solutions for overseeing payroll and compliance for remote global teams. This becomes particularly important when dealing with alterations in international tax agreements, cross-border regulations, and statutory time off. Borderless assists employers in smoothly navigating these complexities.
Cost-Effectiveness
Managing global teams can be costly, especially when managing individuals who are spread across multiple continents and time zones. Borderless helps employers streamline their operations, potentially reducing costs associated with payroll processing, filing taxes, and administrative matters.
Access to a Global Network
Borderless has connections to a global network of partners and local experts, which can be invaluable when assembling and managing an international team. We tap into this network to ensure that your operations comply with local laws and regulations in all of the countries where you operate or engage remote workers.
Peace of Mind
As an established EOR with experience navigating local laws and regulations in over 170 countries, Borderless is highly knowledgeable in assisting employers navigate the intricacies of managing a global team.
Consider Borderless
Our team at Borderless is equipped with comprehensive knowledge and experience working with companies that manage global teams. Our comprehensive approach to hiring and managing remote workers encompasses tailored localized benefits for each specific country.
With our user-friendly platform, managing teams is a seamless process, and our robust compliance measures ensure you consistently adhere to legal requirements in every country where you operate.
Our all-in-one platform streamlines everything from contracts to payments, and it's accessible via mobile for your convenience. Opt for Borderless for a hassle-free experience in international support.
Disclaimer: Borderless does not provide legal services or legal advice to anyone. This includes customers, contractors, employees, partners, and the general public. We are not lawyers or paralegals. Please read our full disclaimer here.
