4-Day Workweeks vs. 80% Travel Jobs: Are We Living in Two Different Realities?

When I moved to the U.S., I began casually browsing job openings in my field—not to jump back in, but to stay connected and see how the market was evolving.

What I found was… honestly, discouraging.

Two Futures, One Workforce? 

On one side, we see a movement toward balance: Companies and even entire countries piloting 4-day workweeks with amazing results—higher productivity, better mental health, and improved retention. On the other side, certain industries seem to be doubling down on high-travel roles, blurring the lines between “remote” and “relentlessly mobile.” These two models could not be more different—and they raise some urgent questions.

Countries like Iceland, Belgium, and the UK have tested shorter workweeks and seen increased productivity and efficiency, reduced burnout and mental fatigue, higher satisfaction and retention and more sustainable relationship with work.

For many knowledge workers, this feels like the future. But in other industries, “evolution” looks very different.

In fields like sales, tech support, and consulting, “remote” often means hotel lobbies, rental cars, and TSA lines. These professionals are constantly traveling—often for companies reporting record profits—yet the cost of that lifestyle falls squarely on the individual:

• Mental and physical strain (jet lag, poor sleep, burnout)

• Family challenges (home becomes a layover, not a haven)

• Social disconnection (relationships suffer, community erodes)

• Career growth measured in miles, not meaning

Let’s be real—seasoned professionals with options usually don’t choose this life. These roles often attract early-career professionals lured by the glamor of travel and loyalty points. But once the shine wears off, many are left chasing purpose in a life lived out of a suitcase.

This contrast between work models reveals something deeper:

• Are we building a two-tier workforce—one optimized for well-being, the other for burnout?

• Are we listening to the human need for balance—or just chasing KPIs?

• If companies are thriving, why aren’t employees?

So, What’s Next: Balance or Burnout? It’s time to rethink what success actually looks like.

A shorter workweek might not be possible in every role—but balance should never be off the table. We need work models that combine efficiency with empathy, structure with flexibility, and ambition with boundaries.

Because no one dreams of a career that leaves no room for a life.