What is a 9/80 Work Schedule? Pros & Cons

A 9/80 work schedule may be the solution to recruiting the best talent and long-term employee retention. A 9/80 scheduling system works differently from the traditional work week—rather than employees coming in 5 days per week for 8-hour days, they have the option of working longer each day to have an extra day off bi-weekly. 

Sound complicated? We’ll simplify this type of structure as we delve further into the question of what is a 9/80 work schedule, how it may work for your business, and the benefits and challenges of incorporating this unique system into your company.

Key Takeaways

• A 9/80 workweek is a work schedule that allows employees to have a 4-day workweek, every other week.
• Employees report that a 9/80 schedule provides a better work-life balance, and offering this benefit may attract new talent while retaining existing employees.
• A 9/80 scheduling system does not work for every business, especially those that need consistent staffing every day of the week.
• It’s recommended to consult an employment lawyer regarding payroll and overtime laws in your area before implementing a new 9/80 schedule.
• The best way to know whether a 9/80 work schedule is right for your business is through a trial run with ongoing employee feedback.

Table of Contents:

• What Is a 9/80 Work Schedule?
• How Does a 9/80 Workweek Schedule Work?
• Example of a 9/80 Schedule
• How Do You Run Payroll for a 9/80 Workweek?
• Pros of a 9/80 Work Schedule
• Cons of a 9/80 Work Schedule
• Would a 9/80 Work Schedule Work for Your Business?
• How to Implement a 9/80 Work Schedule in Your Organization
• Conclusion
• Frequently Asked Questions

What Is a 9/80 Work Schedule?

A 9/80 work schedule is a 2-week, 80-hour schedule for employees that’s modified to fit into 9 days rather than 10. The employees work more hours each day, but the total hours worked still equals 40 hours per week over the 2-week periods and employees receive an extra day off every 2 weeks.

This schedule is put into place to increase your employee productivity, and efficiency while rewarding them with an extended weekend (or midweek day off). The schedule commonly has employees working 8 9-hour days, an 8-hour shift, and a day off. At some companies, employees have additional flexibility with the way their hours are arranged, like including half-days each week.

How Does a 9/80 Workweek Schedule Work?

A 9/80 work schedule may sound complex, but can be quite simple to implement. The schedule is broken down into 2-week intervals, with employees working a total of 8 9-hour days and an 8-hour day over the 2 weeks to get an extra day off. 

For example, if your company works on a Monday-to-Friday schedule, your employees would have a 2-day weekend as usual. But they would also get the following Friday off for a 3-day weekend.

It’s worth noting that the 8-hour day consists of 2 separate 4-hour periods. The first week of the 2-week schedule ends after the first 4-hour period on Friday. The second week of the schedule starts at the beginning of the second 4-hour time period on the same Friday.

Employers benefit from this arrangement as they will have happier, better-rested, and more engaged employees. Employees benefit as well, with a better work-life balance, more time to pursue interests outside of work, and more time to spend with their family. 

Example of a 9/80 Schedule

Because the 9/80 work schedule operates on a 2-week timetable, with small differences between week 1 and week 2, we have created an example of how a typical 9/80 schedule might look. In this example, the employee has agreed to work 9-hour days, alternating between having every second Friday off or working 8 hours. 

	Mon	Tues	Wed	Thurs	Fri	Sat	Sun	Total Hours
Week 1	9 hours	9 hours	9 hours	9 hours	8 hours	Day off	Day off	44
Week 2	9 hours	9 hours	9 hours	9 hours	Day off	Day off	Day off	36
Total								80

	Mon	Tues	Wed	Thurs	Fri	Sat	Sun	Total Hours
Week 1	7 am–5 pm*	7 am–5 pm*	7 am–5 pm*	7 am–5 pm*	7 –11 am, 12–4 pm*	Day off	Day off	44
Week 2	7 am–5 pm*	7 am–5 pm*	7 am–5 pm*	7 am–5 pm*	Day off	Day off	Day off	36
Total								80

*Includes a 1-hour lunch

How Do You Run Payroll for a 9/80 Workweek?

Payroll becomes more complex when implementing a 9/80 work schedule as the first week will have 44 hours, while the second will have 36 hours. 

To avoid paying overtime in the first week while allowing your employees to take every second Friday off, you may be able to run your pay periods on a 2-week schedule, splitting the full 80 hours evenly in the computer system. 

If your employees choose a custom schedule, you may have to develop a customized payroll system. All of this, of course, must be legal according to local employment laws. If you’re unsure, ask a legal professional before implementing a 9/80 workweek into your company. 

If you’re looking for a way to take the pain out of doing payroll, consider FreshBooks Payroll Software. FreshBooks makes it easy to complete direct deposits, payroll tax filing, W-2 forms, and more. Try FreshBooks for free, or talk to an accountant about how FreshBooks can make running your business easier.

Pros of a 9/80 Work Schedule

Like any system, there are pros and cons to the 9/80 work schedule. These are some of the biggest benefits you’ll see by implementing this schedule into your company. 

1. Improved Work-Life Balance

Employees who have an additional day off every other week may have a better work-life balance. Because the extra day off is on a weekday, they have more flexibility to take care of personal matters without needing to schedule time off work, potentially leading to less stress in their day-to-day lives. 

Employees on this schedule are also able to pursue their hobbies, exercise more, and plan longer weekend getaways. This results in a happier employee pool with more dedicated employees who truly care about their place of work. 

2. Increased Employee Productivity

Happier employees are more productive, and having an extra day off every second week will likely lead to less in-office wasted time. There will also be fewer interruptions due to personal issues as employees will have more time to take care of personal matters on their day off. Employees working longer hours often commute outside of rush hour, reducing lateness. 

Being in-office for a longer day will also give workers more uninterrupted time to focus on a project, so they can complete more in a day rather than leaving the remainder of their work for the next day.

3. Greater Flexibility and Trust

Having a flexible work schedule can build a respectful culture between employees, management, and business owners and can help cultivate trust between team members.

Within many businesses that offer the 9/80 schedule, employees can choose the day they want to take off. 

A 9/80 work schedule can make a big difference for those with younger children in childcare, those who have frequent medical appointments, and those who have hobbies or other activities that take place on the same weekday. For some, a Wednesday off is more convenient than a Friday, for example. 

4. Reduced Commuting Times

During the COVID-19 pandemic, companies all over the world had to pivot with “new normal” in-house vs. work-from-home expectations. Employees who now need to be back in the office will appreciate that having an extra day off of work will save time and money on their commute. These savings can add up quickly, and they can spend more quality time with their friends and loved ones, with more cash in hand.

5. Higher Employee Recruitment and Retention

Offering a more flexible schedule is a top method to get the best quality employees to work for your company, ranking almost as high as salary and benefits in many people’s preferences. 

When it comes to employee retention, those who leave their jobs will often do so because they don’t feel appreciated. Incorporating perks like a 9/80 schedule may result in better long-term employee retention, with workers who want to stay and put their best effort into their work.

Cons of a 9/80 Work Schedule

While there are many benefits to the 9/80 schedule, it is not right for every business. These are some of the drawbacks you may face in implementing a 9/80 schedule. 

1. Longer Workdays

Having a longer workday may be the biggest drawback for employees, especially if they are expected to maintain the same level of productivity throughout the day. Some staff members may not be affected by a longer day, but for others, it could lead to burnout or lack of productivity due to longer working hours. 

Longer work days tend to be especially bothersome in places where long winter months cause employees to commute both ways in the dark. Even in the best of weather, a 10-hour day can be tiring. Employees working these long hours will have fewer after-work hours to spend with their families, go shopping, and get all of their daily tasks done before the day is over. 

2. Potential Scheduling Problems

There are businesses in which it is essential to have employees present all week long, meaning the days off must be staggered. This can lead to disputes due to scheduling, as Mondays and Fridays will be seen as more desirable for most people, and it can also be difficult to ensure that the people who must work together are working on the same days. Depending on what your business does, and how it is run, a 9/80 schedule may not work within the necessary scheduling parameters. 

3. Payroll and Overtime

Before committing to a 9/80 work schedule for your employees, you must speak with experts about the legal ramifications regarding pay and overtime. This is because technically, employees will be working more than 40 hours 2 weeks out of each month and could entitle them to be paid overtime. 

For some, tracking the workweek in 2-week increments is okay, while others may start their company’s “work week” in the middle of the day on Friday (instead of the usual Monday through Sunday schedule). This way, employees are paid the 80 hours they have worked over the 2 weeks, as they would in a traditional job schedule. 

4. Paid Time Off (PTO) Challenges

Paid time off (PTO), public holidays, sick leave, and vacation days must be approached differently in a 9/80 schedule than they would in a 40-hour work week, because missing 1 day causes the employee to miss 9 hours of work, instead of 8. 

The way to track work hours and handle this issue depends on your state’s employment laws, but it is important to be very clear with employees regarding the rules you put into place, so there is no confusion when they need to call in sick or when their vacation time rolls around. 

5. Unavailable Customers and Business Partners

What your business does and who you interact with daily will also determine whether a 9/80 schedule is appropriate. Some companies don’t have work that can be done once their customers or business partners go home for the day. Others, like a retail environment, may thrive by staying open later than their competitors. You will have to look realistically at whether it will benefit your business or cost you money to have staff working longer hours. 

Would a 9/80 Work Schedule Work for Your Business?

The only way to know for sure whether 9/80 work schedules will work for your business is by assessing the pros and cons. The following are some ways to determine whether or not a 9/80 schedule will be a good fit for your business.

1. Assess Business Operations

Not every business is built to be able to have its employees away every 10th day. Depending on the staff size and requirements of your company, your customer base needs, and the type of work your company does, a 9/80 work schedule may simply not make sense. Be realistic in your assessment and have the right legal payroll systems in place before trying to implement the scheduling change. 

2. Consider Business Industry Dynamics

Certain industries like hospitality, trades, and retail require consistent staffing on-site or in-store every day for the business to run effectively, while others, like graphic designers or accountants, may be able to be more flexible. 

If you are considering a company-wide day off every second Friday, you will need to determine how this will affect the bottom line. Will you lose income or opportunities for growth by being absent on that day, or will you reap the benefits of having a well-rested workforce? 

3. Gather Employee Feedback

Each company is unique, with its own culture and your employees will play a big part in determining whether an altered schedule will work. If the majority are unwilling to stay late due to family obligations or because the nature of the job makes it too difficult to maintain productivity for that long, it can lead to low employee morale, frustration, and burnout.

Survey your team, learn their concerns, and collaborate with employees to find a solution that will work for everybody. Otherwise, productivity can wane and you may begin to lose key team members. 

4. Evaluate Resources and Services Availability

If you choose to implement a new work schedule like the 9/80, make sure you’re ready before announcing it to employees. This means having a proper payroll system in place, updated written communication explaining the new company policies, and HR business partners or someone available to explain all new procedures to employees when questions inevitably arise. Think out every possible scenario related to scheduling, sick days, overtime work, etc. beforehand, so you will have an answer ready when your employees’ questions come. 

5. Run a Thoughtful Trial Period

The best way to work out the kinks of a new system is to run a trial system. This will not only introduce your employees to the longer workday temporarily but will also allow you to evaluate how things are going and get real-time feedback from your workers. From there, you can resolve any issues and determine whether it is something you want to continue in the future.

How to Implement a 9/80 Work Schedule in Your Organization

It is important to be thoughtful when implementing a 9/80 schedule into your business. Consider all the angles and consult with others before moving forward to ensure your success. 

1. Analyze Suitability and Discuss With Employees

9/80 work schedules aren’t suitable for all workplaces, and you must consider all the ways closing the business during peak hours or altering staff hours could impact productivity and job satisfaction. Brainstorming with employees will give you different perspectives on the issue and they may raise important points or concerns you might not have considered otherwise. 

2. Gain Organizational Buy-In

Not every employee will be excited to learn about longer workdays and alternative schedules. Expect questions and be flexible as you work to accommodate employee needs. Some people may need flexibility due to family obligations, while others may have health concerns or other reasons why they cannot maintain focus for over 8 hours. The quicker you address any issues affected employees may have and gain organizational buy-in, the easier it will be to make the change.

3. Establish a Fixed Day Off

Establishing a fixed day off for the entire company will make it easier to keep payroll above board without triggering overtime pay and ensure everybody stays on the same page when it comes to planning for increased productivity. Giving everybody the same day off will also reduce infighting about who is allowed to take the more coveted days off (typically Mondays or Fridays) while others are forced to take their day off in the middle of the week.

Another bonus to having an empty office building for 1 day every other week is the utility savings. If you keep the lights off and the heat down when you’re not there, you can save on infrastructure costs. 

4. Implement Trial Schemes with a Template

A trial period with any alternative schedules is imperative, as you will soon find any flaws or complications in the system as issues arise. You may wish to do a trial period with just 1 department to see how everything runs on a smaller scale before bringing it to the wider organization. Once you have addressed the biggest concerns, then you may consider making it official.

5. Incorporate Feedback and Formalize in Policies

Ask your employees for feedback often. You want to find out how this change will impact their morale, their productivity, and their overall happiness in the workplace. Team leaders and management are especially useful in this phase as they can assist in answering questions and handling employee concerns.

Once you have determined that the 9/80 work schedule is right for your organization, you must write it into the official company policies with firm rules surrounding its implementation. The policies have to address all potential issues, including which days employees will be away, the hours that must be worked, how payroll will handle the change, the way time off will vary depending on the day employees are absent, how sick days will be handled, etc.

Employees must be made aware, in writing, about the expectations that will be placed upon them and all of the new policies that are in play. 

Conclusion

After assessing your company’s needs and reviewing how your company operates, you will likely have an idea as to whether it would be possible to implement a 9/80 work schedule for your employees. 

In many businesses across the world, this schedule has become a revolutionary way to increase productivity and worker happiness through a greater work-life balance. Employees enjoy the extra day to spend as they please, while you reap the benefits of a workforce with higher morale and better productivity. 

FAQs About a 9/80 Work Schedule

To learn more about what a 9/80 work schedule is, how it works, and whether you should implement it into your own business, please see the following frequently asked questions. 

Is a 9/80 schedule worth it for employees?

Yes, in many cases employees benefit from a 9/80 schedule. They can spend more time with family, take fewer days off for appointments and chores, and have longer weekends, allowing them to pursue a hobby or plan for out-of-town trips.

What is an alternative 9/80 work schedule?

When compared to a traditional 5/40 work schedule (working 5 days, with 40 hours worked per week), an alternative 9/80 schedule compresses the same amount of work into longer days, with one extra day off biweekly. You would work the same 80 hours in only 9 days.

How do you handle holidays on a 9/80 schedule?

Handling holidays on a 9/80 schedule can be complicated. You may have to give holidays and sick pay out hourly instead of by the day. Your specific method will be determined by the state employment laws in your location. 

What is the difference between 9/80 and 4/10?

The difference between 9/80 and 4/10 is that with the 9/80 employees only work 9 hours/day, with 1 day off every 2 weeks, while a 4/10 would be a 10-hour workday, with employees consistently working 4 days on and 3 off. 

Is 4/10-hour shifts better?

Whether 4 10-hour shifts are better than any other scheduling process depends on the individual. Some people like to get work “over with” and take more time off on the weekends, while others may find themselves burning out and unproductive without enough time to themselves during the work week.

What is a 9/80 compressed work schedule?

Companies that use the 9/80 compressed, flexible work schedules have employees working longer 9-hour days and then give them 1 extra day off every 2 weeks. Usually, they will work Monday through Friday on week 1, then Monday through Thursday on week 2. 

What is the alternative work schedule for 9/80 or 4/10?

9/80 alternative work schedules have 9-hour workdays, with an extra day off every other week. A 4/10 alternative schedule is 4 days on and 3 days off schedule every week, with 10-hour work days. Employees often find these schedules give them a healthy work-life balance. A traditional workweek structure of 5 8-hour days with 2 days off is an alternative to both the 9/80 and 4/10 workweek structures.

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