The standard nine-to-five, 40-hour workweek doesn’t work as well as it used to. More and more employees are seeking flexible schedules that adapt to their lifestyles. In fact, a survey from Zoom found that
75% of respondents ranked flexible hours among their top five most important benefits.
The 9/80 work schedule is one of the most popular ways to give employees the flexibility they value. Teams operating under the 9/80 model follow a compressed work schedule that gives them one day off every two weeks without reducing their total work hours. The program offers significant benefits, such as increased productivity and morale, while reducing burnout and sick days.
Here’s what companies need to know to determine whether a 9/80 schedule is worth it.
What is a 9/80 work schedule?
Employees following a 9/80 schedule work longer days so they can take one day off every two weeks while still logging 80 hours. Workweeks alternate between four and five days long, typically granting two long weekends per month. This compressed workweek system is called 9/80 because employees work nine days — not the traditional 10 — per 80 hours.
How does a 9/80 work schedule work?
A 9/80 operates on a two-week loop, during which the employer schedules eight nine-hour workdays and one eight-hour workday. The compressed workweek results in a day off every other week, allowing employees to run errands, attend appointments, or rest.
Here’s a sample schedule for an office setting. Week 1 includes 44 hours of work, while Week 2 totals 36 hours.
Monday | Tuesday | Wednesday | Thursday | Friday | Monday | Tuesday | Wednesday | Thursday | Friday |
8 a.m.–5 p.m. | 8 a.m.–5 p.m. | 8 a.m.–5 p.m. | 8 a.m.–5 p.m. | 8 a.m.–4 p.m. | 8 a.m.–5 p.m. | 8 a.m.–5 p.m. | 8 a.m.–5 p.m. | 8 a.m.–5 p.m. | OFF |
Employers can adjust these hours and working days to better suit business priorities and employees’ needs. For example, customer service roles may structure their schedules around peak hours or busy weekends. As long as employees’
biweekly work hours comprise four nine-hour days, one eight-hour day, and one day off, it’s considered a 9/80 work schedule.
U.S. labor law requires employers to pay overtime rates
to nonexempt workers who work more than 40 hours per workweek. However, they can carefully divide workweeks to avoid additional expenses under a 9/80 structure. In the example above, the company could end the first workweek at noon on Friday, counting the hours from noon to 4 p.m. as part of the second week.
Pros of the 9/80 work schedule
A compressed workweek provides significant advantages for employers and employees.
1. Enhanced work-life balance
A scheduled day off every other week gives employees reliable free time to care for themselves and meet family commitments. A healthy work-life balance improves employees’ mental well-being, reducing the incidence of burnout and minimizing sick days.
2. Increased productivity
The 9/80 work schedule increases productivity in multiple ways. Employees have more time each day to complete tasks, and fewer of their workdays are interrupted to attend appointments. In addition, long weekends every two weeks allow time to recharge, improving people’s problem-solving, creativity, and efficiency.
3. Improved recruitment
If an employer wishes to remain competitive in the job market, they should consider adding flexible work schedules to their employee incentives. A global study found that
45% of potential employees would reject a job offer that doesn’t provide accommodating work hours. That number
jumps to 50% among candidates aged 18 to 24.
4. Better morale
When employers offer flexible schedules, they show trust in their team and respect for their time. These are essential contributors to high workplace engagement and morale.
5. Fewer commutes
An extra day off means reduced commuting. Employees save time and money they would otherwise spend on the road and at the gas station. In addition, they’ll experience less stress from rush hour traffic.
Cons of the 9/80 work schedule
Although the 9/80 work schedule delivers compelling benefits, it may not be right for everyone. Here are a few considerations to keep in mind.
1. Lengthy workday
Some people find that working longer hours leaves little time to decompress at the end of the day. As a result, their job satisfaction and morale may decrease while stress and the risk of burnout rise.
2. Shift coverage difficulties
Smaller companies may struggle to cover staffing gaps caused by the 9/80 work schedule. This structure may also cause scheduling headaches for teams that require consistent coverage or handle irregular workloads (e.g. customer service or sales).
3. Payroll complications
The 9/80 schedule involves 36-hour and 44-hour workweeks, meaning employers must be careful to avoid paying overtime to nonexempt employees. Fortunately, the Fair Labor Standards Act allows employers to designate an official workweek that differs from the calendar week.
However, this option doesn’t work in every state. For example, California requires employers to pay employees overtime for any workday that exceeds eight hours. Leaders should consult their HR department to create scheduling policies that comply with state and federal overtime regulations for s
alaried employees.4. Sick leave and PTO adjustments
When an employee working a 9/80 schedule takes a day off, their employer may lose nine hours of work instead of the usual eight. Companies should adjust sick leave and paid time off policies to accommodate the switch.
5. Availability challenges
A flexible work schedule could impact productivity, efficiency, and sales in some industries. Contract workers, clients, and business partners who follow a standard five-day workweek may find it challenging to coordinate with teams on a 9/80 schedule when their availability doesn’t align.
Is a 9/80 work schedule right for your business?
A 9/80 work schedule requires many adjustments that may not support every company’s business needs. Before making the switch, an organization should consider the following factors.
Business operations. Employers should evaluate their workforce size, weekly staffing requirements, and daily operations to determine whether they can adapt to the 9/80 work schedule and still operate consistently.
Public-facing vs. internal work. Employees who work internally, such as accountants, programmers, or designers, are more suited to the 9/80 workweek. Retail, hospitality, and other customer-centric roles may struggle to structure a 9/80 schedule around customer needs.
Employee feedback. Management should consult their team before implementing any schedule changes, as longer hours can impact morale and productivity. If an employer decides to adopt a 9/80 schedule, it should incorporate employee preferences, answer questions, and help people navigate the new system.
Regional regulations. In specific states and countries, labor laws may require employers to pay overtime if they use this compressed workweek schedule. Four hours of overtime pay every two weeks adds up quickly.
How to implement a 9/80 work schedule
Companies can take the following steps to smoothly transition to a 9/80 work schedule.
Establish policies. Before enacting the new schedule, HR should establish and document clear policies governing sick leave, overtime, and PTO.
Update payroll system. Management must review payroll policies and record-keeping systems to ensure they accommodate the changeover.
Educate. Before rolling this out, employers should inform employees about the new system, its benefits, and common concerns. They may also benefit from time management training.
Pilot. Some organizations run a trial with a small team or department to identify and address problems before a company-wide rollout.
Collect feedback. Throughout the pilot program and adoption, leaders should collect employee feedback so they can refine the process as needed.
Monitor morale. Management should monitor their team for signs of stress and burnout. HR can also help by implementing
wellness resources to support employees’ work-life balance.
Stay flexible. Instead of insisting on a Friday off every two weeks, the employer may consider letting employees structure their work schedule to suit their needs.
Assess and adjust. Management should track productivity, efficiency, and engagement metrics to gauge the 9/80 work schedule’s effectiveness and adjust the program as needed.
Help Improve well-being beyond the workday with EarnIn
In the right circumstances, a 9/80 work schedule benefits employees and employers alike. A day off every other week is a desirable perk that contributes to greater productivity while supporting well-being at work and at home.
However, it isn’t the only way to promote employee well-being. Pairing flexible schedules with financial wellness benefits helps create a more comprehensive support system — one that addresses both time and financial stress, two of the biggest factors affecting employee satisfaction. For example, EarnIn’s
Earned Wage Access solution allows employees to access their pay before payday to manage everyday costs and unexpected expenses. Employees can get up to $150 per day, with a max of $750 per pay period
in minutes, starting at just $2.99 per transfer.
In addition to EWA, EarnIn offers a full suite of financial wellness tools that help employees plan, budget, and save, empowering them to feel more confident about their finances. Best of all, EarnIn is available to employers at no cost and requires no integration, making it easy to offer meaningful support without added complexity.
Please note, the material collected in this post is for informational purposes only and is not intended to be relied upon as or construed as advice regarding any specific circumstances. Nor is it an endorsement of any organization or services.
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