What is a 9/80 Work Schedule and How Does it work?

In this article, we'll demystify the 9/80 work schedule, its origins, and mechanics. This guide will highlight the reasons for its implementation and considerations to ponder before adoption.

What is a 9/80 work schedule?

A 9/80 work schedule is an alternative work arrangement that allows employees to work 80 hours over nine days instead of the traditional ten-day, two-week schedule. This setup provides employees with a three-day weekend every other week without reducing their total work hours.

Here’s how it works:

• Employees work nine hours per day from Monday to Thursday.
• On Friday of the first week, they work eight hours (which is split into two four-hour periods for payroll purposes).
• The second week follows the same pattern, but Friday is off.

This schedule helps businesses increase productivity, improve work-life balance, and reduce commuting costs while ensuring a full-time workload.

9/80 work schedule example

The 9/80 work schedule typically spans two weeks, with the work hours divided as follows:

• Week 1: Employees work 44 hours total (40 regular + 4 hours rolling into Week 2).
• Week 2: Employees work 36 hours total (making up the full 80-hour period).

This structured approach helps with overtime compliance and maximizes efficiency while offering employees a well-deserved break every other Friday. Actual start and end times may vary by organization. Always consider local labor laws regarding meal and rest breaks.

Traditional 5-Day Workweek vs. a 9/80 Work Schedule

The traditional 5-day workweek and the 9/80 work schedule both total 80 hours over two weeks, but they differ in how those hours are distributed. Below is a detailed comparison of these two work arrangements:

So which schedule is better?

• The traditional 5-day workweek suits companies with strict customer service needs, shift work, or industries that require constant availability.
• The 9/80 work schedule is ideal for knowledge-based industries, offices, and businesses that can afford scheduling flexibility.

Employers considering the 9/80 schedule should evaluate business needs, compliance with labor laws, and employee preferences before implementation.

Legal considerations for a 9/80 Work Schedule

Implementing a 9/80 work schedule can offer employees greater flexibility and work-life balance, but employers must carefully navigate legal requirements to avoid compliance issues. Labor laws in the U.S. and U.K. have specific regulations regarding work hours, overtime, and payroll, which must be followed when adopting this schedule.

Overtime rules and workweek definition (U.S.)

In the United States, the Fair Labor Standards Act (FLSA) governs overtime pay. Under the FLSA, employees must receive overtime pay (at least 1.5 times their regular hourly rate) for any hours worked over 40 in a defined workweek.

With a 9/80 schedule, proper payroll structuring is critical to avoid unnecessary overtime payments. Employers must redefine the workweek so it begins at the midpoint of the first Friday and ends at the same time the following Friday. This setup helps ensure employees do not exceed 40 hours in a single workweek.

Example of a proper workweek setup

• Monday–Thursday total 9 hours each = 36 hours.
• The first four hours of the first Friday complete the first workweek at 40 hours total.
• The remaining four hours on the first Friday are part of the second workweek.
• The second workweek includes Monday–Thursday (9 hours each) + 4 Friday hours = 36 hours total.

Without this proper workweek split, the 4 extra hours from the first Friday could be considered overtime, resulting in additional payroll costs.

⚠️ Caution: In California, overtime is triggered when an employee works more than 8 hours per day, even if they do not exceed 40 hours per week. This means a 9-hour workday in California could automatically result in daily overtime. Employers operating in states with daily overtime laws must check local regulations before adopting a 9/80 schedule.

Compliance with U.S. state laws

Beyond federal FLSA rules, state laws vary in how they regulate alternative work schedules:

💡 Tip: If your business operates in multiple states, check state-specific labor laws before adopting a 9/80 schedule.

Legal requirements in the United Kingdom

In the UK, work hours are regulated by the Working Time Regulations 1998 and the Employment Rights Act 1996. The UK does not mandate time-and-a-half overtime pay, but employers must follow these key regulations:

Maximum weekly working hours

• The standard legal working hours limit is 48 hours per week, averaged over 17 weeks.
• A 9/80 schedule typically does not exceed this limit, but employers should monitor hours carefully.

Rest breaks and time off

• Daily rest periods: Employees working over 6 hours must get at least a 20-minute break.
• Rest between shifts: Employees must have at least 11 consecutive hours of rest between working days.
• Weekly rest: Employees must have at least one full 24-hour period off per week or two 24-hour periods off per 14 days.

Flexible working rights

• Employees can request flexible working arrangements, including a 9/80 schedule.
• Employers must assess the request fairly and provide a business reason if denying the request.

💡 Note: UK employers should ensure a 9/80 schedule does not interfere with legally mandated breaks and should offer opt-out agreements if employees voluntarily want to work additional hours.

Key considerations for payroll and HR compliance

Accurate payroll processing

• Payroll systems must be set up correctly to reflect the new workweek definition for 9/80 schedules.
• Time tracking software (like Shiftbase) can help employers monitor compliance and prevent payroll errors.

Employment contracts

• Employers must update employment contracts to reflect the change in work schedule.
• Employees should formally agree to a 9/80 arrangement in writing to prevent disputes.

Union agreements and collective bargaining

• If employees are covered by a union or collective agreement, employers must negotiate the 9/80 schedule terms with employee representatives.

Common legal mistakes and how to avoid them

Benefits and Challenges of the 9/80 Work Schedule

Implementing a 9/80 work schedule can provide both employers and employees with significant advantages, but it also comes with potential challenges. Below, we break down the key benefits and challenges to help businesses make an informed decision.

Benefits of a 9/80 work schedule

• Three-day weekend every other week: Employees get a full Friday off every two weeks, improving work-life balance and allowing more time for personal activities, travel, or rest.
• Increased productivity: Longer but fewer days can reduce transitions and distractions, often helping teams complete projects faster.
• Reduced commuting costs and time: One fewer commute every two weeks lowers costs and stress, supporting a more energized workforce.
• Employee satisfaction and retention: The schedule’s flexibility can improve job satisfaction and reduce turnover.
• Better work coverage: With staggered 9/80 schedules, businesses can extend service hours without adding extra shifts.
• Lower operational costs: Offices may reduce energy use on alternate Fridays; hybrid and remote teams can also optimize work patterns.

Challenges of a 9/80 work schedule

• Longer workdays can lead to fatigue: Nine-hour shifts may challenge focus, especially in physically demanding roles.
• Increased overtime risks (U.S.): If the workweek is not redefined correctly, the first Friday’s extra 4 hours may count as overtime, raising labor costs. States with daily overtime (e.g., CA) need extra care.
• Coverage issues on Fridays: If everyone takes the same Friday off, coverage gaps can occur. Staggering is key.
• Scheduling conflicts: Alternating Fridays off can complicate meetings and cross-team work; plan proactively.
• Potential resistance from employees: Some may not prefer longer days due to caregiving or other commitments; consider alternative flexible arrangements.
• Legal and compliance challenges: Define the workweek correctly, update contracts, and handle union requirements where applicable.

Implementation best practices for a 9/80 work schedule

Successfully implementing a 9/80 work schedule requires careful planning, communication, and compliance with labor laws. Below are the best practices employers should follow to ensure a smooth transition and maximize the benefits of this schedule.

Define the workweek properly to avoid overtime costs

In the U.S., the FLSA requires accurate tracking to avoid overtime liabilities. A common mistake is not redefining the workweek, which can lead to unintended overtime payments.

How to properly structure the workweek

• Start the official workweek at the midpoint of the first Friday’s shift (after the first four hours).
• This ends the first workweek at exactly 40 hours and prevents extra Friday hours from triggering overtime.
• The next workweek includes the second Friday off, totaling 36 hours, balancing the two-week period.

✔ Tip: Use time-tracking software (like Shiftbase) to monitor hours and ensure compliance.

Communicate clearly with employees

Change can be challenging, and employees may have concerns about longer workdays or how the schedule will impact their routines. Employers should:

• Hold informational meetings to explain the 9/80 schedule and its benefits.
• Address potential concerns, such as longer hours and scheduling conflicts.
• Provide written documentation outlining the new schedule, expectations, and legal considerations.
• Allow time for employee feedback before finalizing the transition.

💡 Pro Tip: Conduct anonymous surveys to assess employee interest before implementing the change.

Create a trial period before full implementation

To ensure the 9/80 schedule works well for both employees and the company, start with a pilot program.

• Test the schedule with a small group or department first.
• Monitor productivity levels, employee satisfaction, and operational issues.
• Gather feedback from employees and managers.
• Make adjustments before rolling it out company-wide.

✔ Tip: Run the pilot for at least two full months to evaluate long-term effectiveness.

Plan for Friday coverage and business continuity

One of the biggest challenges is ensuring operations don’t suffer on off-Fridays.

• Stagger employee schedules so not everyone is off at the same time.
• Identify critical roles needing Friday coverage and rotate accordingly.
• Maintain customer support and essential functions.

Example staggered schedule: Half the team takes Week A Friday off, the other half takes Week B Friday off.

✔ Tip: Use scheduling software to automate coverage planning.

Adjust HR policies and employment contracts

Update company policies to reflect the new structure.

• Modify employment contracts to include the new work schedule.
• Ensure legal compliance with local and federal labor laws.
• Clearly outline overtime policies and the workweek definition.
• Negotiate with unions or employee representatives where applicable.

✔ Tip: Work with an HR specialist or employment lawyer to ensure proper updates.

Set clear expectations for workload and performance

Longer workdays may impact performance.

• Managers should check in regularly to ensure employees are adapting well.
• Encourage employees to manage workload and avoid burnout.
• Monitor performance metrics to track any productivity impacts.

💡 Pro Tip: Offer flexible start times (e.g., 7–4 or 8–5) to accommodate different needs.

Address employee well-being and work-life balance

Longer workdays can lead to fatigue, especially in high-stress roles. Employers should:

• Encourage regular breaks and lunch hours.
• Provide ergonomic work environments for extended hours.
• Consider hybrid work options for a mix of in-office and remote work.

✔ Tip: Keep an open-door policy so employees can share workload or balance concerns.

Ensure compliance with local labor laws

U.S. Employers:

• Redefine the workweek properly to avoid overtime pay.
• Check state-specific labor laws (e.g., California may require an Alternative Workweek Schedule vote).

UK Employers:

• Comply with Working Time Regulations 1998 (no more than 48 hours per week unless employees opt out).
• Provide mandatory rest breaks and 11-hour daily rest periods.

✔ Tip: Consult a legal expert to avoid costly compliance mistakes.

Use workforce management software for seamless implementation

Time-tracking tools (like Shiftbase) can help:

• Monitor work hours and ensure proper payroll calculations.
• Prevent unauthorized overtime by flagging excessive hours.
• Automate scheduling and shift rotation for better efficiency.

✔ Tip: Use digital workforce planning tools to streamline scheduling and improve accuracy.

Continuously evaluate and optimize

• Conduct quarterly reviews to assess schedule effectiveness.
• Gather feedback from employees and managers.
• Adjust based on real-world experience and company needs.

💡 Pro Tip: Keep an open line of communication with employees to ensure long-term success.

The ultimate solution: Shiftbase

Transitioning to a 9/80 work schedule requires a flexible and effective scheduling system. Try Shiftbase, a state-of-the-art SaaS for employee scheduling and hours registration.

Shiftbase provides clear visibility of schedules, streamlines hours registration, and supports legal compliance—ideal for organizations adapting to new work schedules.

Free 14-day trial: Start your trial and see how easy a 9/80 rollout can be.

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