What Is A 9/80 Work Schedule? Pros & Cons (2024)

What Is a 9/80 Work Schedule?

The 9/80 work schedule is an alternative to the typical 40-hour week schedule. Typically, employees work an extra hour each day and then get every other Friday or Monday off. The focus is on employees putting in a total of 80 hours every two weeks rather than an even 40 hours each week.

For example, an employee working a 9/80 schedule over two weeks would work 8 a.m. to 5 p.m. Monday through Thursday on the first week, with an 8 a.m. to 4 p.m. schedule that Friday. Then on week two, they’d work from 8 a.m. to 5 p.m. Monday through Thursday and have Friday off. So in total, they would work eight nine-hour days and one eight-hour day with one day off to equal 80 hours in a two-week period.

How a 9/80 Schedule Works

The basic idea of a 9/80 work schedule is that longer workdays will allow for a day off every other week, but there are many ways to structure this type of schedule. A typical 9/80 work schedule will cycle between one full week and a 4-day week. During the full 5-day week, employees work a total of 44 hours. On the second week, they’d work 36 hours. The longer workdays make up for the time skipped on the day off.

Some companies may opt for having Fridays off, while others may want to skip Mondays. The schedule also allows for one eight-hour day to reach an even 80 hours, which could be any day during the two-week period.

Here’s an example of a typical 9/80 work schedule with alternating Fridays off.

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How Payroll Works For a 9/80 Work Schedule

No matter how the 9/80 work schedule is set up, it means you’ll need to track hours on a two-week basis for payroll. Otherwise, employees would be recorded as working 44 hours every other week, which could be calculated as 4 hours of overtime. Even if employees aren’t working even 40-hour weeks, it’s easiest to run payroll by splitting the two-week period into two even 40-hour segments. For example, you end the first week at 1 p.m. on the first Friday of each two-week period, to shift the four extra hours that would otherwise be calculated as overtime. This could look something like:

• Week 1: Include the nine-hour days on Monday, Tuesday, Wednesday and Thursday, and the first four hours on Friday (from 9 a.m. to 1 p.m., for example), for a total of 40 hours.
• Week 2: Include the last four hours of the previous Friday, plus the nine-hour days on Monday, Tuesday, Wednesday and Thursday, for a total of 40 hours.

These changes can be easy enough to make depending on the payroll system you use, but it’s important to keep overtime pay in mind.

Pros and Cons of the 9/80 Work Schedule

Since a 9/80 work schedule can be a big adjustment compared to a typical workweek, there are plenty of pros and cons to consider.

Pros

Improved Work-Life Balance

With alternating three-day weekends, employees can enjoy this schedule as another way to maintain a better work-life balance. Adding an extra day to every other weekend can boost employee morale and help team members avoid burnout without using vacation days or sick leave.

Plus, starting the work day an hour early or ending an hour later can help in-office employees spend less time commuting. Longer workdays can also make for more flexibility in scheduling meetings across time zones. All of these factors contribute to a better work environment, which can be a major perk for new employees. This in turn can help with retention and overall employee morale.

Increased Employee Productivity

It’s proven that time away from work makes employees more productive overall. Alternative schedules can be a great way to help employees stay motivated and avoid burnout. With a better work-life balance comes increased productivity, making it easier for employees to get work done while feeling like their schedule works for them.

Balancing Workdays with Workweeks

While a four-day workweek might make workdays extend to 10 hours or more, a 9/80 work schedule balances the amount of time employees spend at work daily, while still offering alternating short weeks. This is just another perk that can be incredibly impactful for recruiting and retaining employees who don’t find a traditional workweek ideal.

Cons

Longer Workdays Aren’t For Everyone

A nine-hour workday could make some employees feel fatigued on a day-to-day level, defeating the purpose of having a day off every other week. This is mainly dependent on employee preference and work styles. For some, the day off might be worth it, while others may prefer to have a shorter workday.

Less Flexibility in Working Hours

For a 9/80 schedule to work, employees must stick to a fairly rigid schedule every two weeks, which can lead to less flexibility if schedules need to change. Lifestyle factors, such as working with childcare hours, may make a 9/80 schedule difficult or even impossible. Additionally, business owners may run into issues with staffing or overtime if work extends past regular hours on five-day weeks rather than four-day weeks. Small businesses may find this to be no problem, but mid-size to large companies may need to take more time to coordinate employee schedules.

Impact on Meetings and Customer Service

For businesses that constantly interact with customers or partners, it may not be feasible to take off every other Friday or to deviate from the typical workweek schedule at all. Meeting cadences, time zones and employee availability are all important factors in determining if an alternative schedule is possible.

Who a 9/80 Work Schedule Is Best For

If your employees would benefit from longer work days and alternating long weekends, the 9/80 schedule could be a good option. An alternative schedule can help you attract top talent and retain your team members.

Employees with longer commutes may find that longer workdays make sense, allowing them to get more done in the office and save time on commuting every other week. Those with caregiving roles or other responsibilities outside of work may also find the three-day weekend useful to balance those responsibilities with time to rest and recharge.

Customer-facing businesses like retail, hospitality or customer service may not benefit as much from this schedule. A traditional schedule can keep businesses running during key hours throughout the week without complicating shift coverage, payroll or time tracking. Additionally, companies that need to consistently meet with partners, particularly those in other time zones, may find a 9/80 work schedule difficult to pull off.

Alternatives to the 9/80 Work Schedule

The 9/80 work schedule isn’t the only option when it comes to alternative work schedules. Depending on what you’re hoping to achieve with a different schedule, consider shorter weeks, flexible schedules or remote and hybrid work options.

The 4/10 Schedule: Four-Day Workweeks

The 4/10 schedule is made up of four 10-hour workdays every week. This means every weekend is a three-day weekend (typically after a Monday-Thursday workweek), but workdays could span from 8 a.m to 6 p.m.. Pilot programs of the four-day workweek have been successful for many businesses, but the longer workdays may not work for every company.

Flex Schedules

Flex schedules allow employees to decide their day-to-day working hours, with a required number of hours required every week. For example, a business could have their full-time employees still put in 40 hours of work each week while allowing them to decide their arrival and departure times.

Companies that adopt a flexible work schedule can determine core hours during which employees must be available. This makes sure employees can still meet and collaborate. For example, employees might be required to work the core hours from 10 a.m. to 2 p.m., but they have the freedom to decide when they work the remaining hours of their 40-hour workweek.

This model would work best for businesses using a remote or hybrid work model, or employees who mostly work independently. Small businesses with tight-knit teams may also find this doable.

Remote Work Options

Remote work has opened up many opportunities for businesses in the last few years alone. Many companies have been able to maintain a traditional work schedule while allowing their employees more flexibility in where they work rather than when they work. This leads to less commuting, better work-life balance and better employee morale.

However, allowing employees to work from anywhere can also make it easier to adopt alternative or flexible schedules. Employees who work remotely might find it easier to work the longer workdays required by schedules like 9/80 or 4/10, without feeling fatigue or burnout.

How To Implement 9/80 Schedule

Putting a 9/80 schedule into practice takes some time and planning. Before rolling out a brand new schedule, it’s important to get a sense for how it could impact your business. An alternative work schedule can impact day-to-day workflows, so it’s a good idea to make sure it’s worthwhile and test it out before fully committing.

Determine Employee Interest

How do your teams feel about their current work schedule? Would they be willing to take on longer work days for alternating long weekends? Consider the impacts on employees going into office locations compared to remote employees. Introduce the concept of the 9/80 schedule to your teams and survey employee interest to see how employees feel about current schedules and a potential change.

Calculate Costs And Savings

Consider how a new schedule impacts costs in the office and otherwise. Determine if an alternative work schedule could help you save on any overhead costs or if there might be costs involved in these changes, particularly for businesses that have hourly employees.

Stage a Trial Run

If your employees seem interested and a 9/80 work schedule seems worthwhile, choose two weeks to pilot the new schedule. Starting with one two-week period allows you to try out new ways of running payroll, tracking time and other logistical tasks that come with a schedule change. Ask employees to give feedback once the trial run is over and determine if keeping the new schedule going forward makes sense.

The Bottom Line

The 9/80 work schedule can be a great option to improve work-life balance for employees while keeping up productive business operations. Take the time to weigh your employees’ preferences and your goals. The key to a successful shift to a 9/80 schedule is to make sure your teams are on board and prepared for the transition.

Consider a trial run before committing to a new work schedule and consult state labor laws to confirm what’s possible. Having all your key stakeholders on board is essential to ensuring a new schedule works for your team members.

Frequently Asked Questions About the 9/80 Work Schedule

What is a compressed workweek?

A compressed work schedule comprises longer workdays to allow for a shorter workweek. For example, the 9/80 work schedule involves mostly nine-hour days but allows for a four-day workweek every other week. The compressed work schedule makes every other week a four-day workweek.

Is working longer hours less productive?

This depends on the company and individual employees. Some team members might find that longer days are fine considering the extra time off during a compressed workweek. Others might find it difficult to maintain focus and energy during longer days, even if the workweek is shorter.

Productivity can also depend on how an alternative work schedule is implemented. A 9/80 two-week schedule is built around the days of the week that a business has off. Teams might be more productive having alternating Mondays away from work, rather than alternating Fridays.

Do you get a lunch break on a 9/80 work schedule?

Businesses don’t need to sacrifice lunch breaks to adopt a 9/80 work schedule. Depending on the type of business and the requirements set by law, approaches to breaks can vary. Some companies may offer a one-hour lunch break, while others may offer 30 minutes. For hourly employees, paid and unpaid lunch breaks may differ as well.