In today’s competitive job market, offering flexible work schedules can make your business stand out. One option gaining popularity is the 9/80 work schedule, which combines flexibility with a compressed workweek. Employers can boost employee morale, increase productivity, and support work-life balance with this arrangement. However, like any change, it comes with challenges, especially when it comes to payroll and PTO management.
Is the 9/80 schedule the right fit for your company? Before implementing, let’s explore its benefits, drawbacks, and things you should consider.
What Is a 9/80 Work Schedule?
Like the four-day workweek, the 9/80 work schedule is a type of compressed workweek. With this schedule, however, employees work nine hours a day for eight days and one eight-hour day over a two-week period. This totals 80 hours, allowing employees to take every other Friday off.
9/80 Schedule Example:
- Week 1: Work Monday through Thursday for 9 hours each day and Friday for 8 hours.
- Week 2: Work Monday through Thursday for 9 hours each day, with Friday off.
This schedule offers employees a three-day weekend every other week, enhancing flexibility and improving work-life balance.
While the basic structure remains consistent, businesses can adjust it based on operational needs as long as the 80-hour requirement within the two-week period is met.
How Does a 9/80 Schedule Impact Payroll & PTO?
Implementing a 9/80 schedule requires careful attention to payroll and PTO policies to comply with labor laws.
Payroll Considerations
One key factor is the pay period. If your company operates on a weekly pay schedule, you’ll need to switch to a two-week pay period. Otherwise, the split between 40 hours in one week and 44 in the next could inadvertently trigger overtime pay. For example:
- Week 1: 36 hours (4 days x 9 hours each).
- Week 2: 44 hours (4 days x 9 hours, plus 8 hours on the first Friday).
Accurate tracking is essential, as overtime laws differ by state, with stricter regulations in places like California.
PTO Adjustments
Implementing a 9/80 work schedule affects how PTO is tracked and used, and employers need to adapt their paid leave policies to account for the longer workdays. Here are a few strategies to manage this transition effectively:
Under a 9/80 schedule, most workdays are nine hours instead of the standard eight, so employees will need to use nine hours of PTO to take a full day off. Employers can adjust their PTO policies to reflect this by:
- Increasing accrual rates: Ensure employees earn PTO at a slightly higher rate to account for longer workdays. For example, instead of earning 80 hours of PTO annually, they could earn 90 hours to align with the 9/80 schedule.
- Allowing partial-day PTO usage: Employees might only need to take a few hours off for appointments or personal matters. Policies should clearly state whether and how partial PTO hours can be used to cover absences.
Worried about the complexity and compliance of payroll and PTO management? Simplify the process by using an automated time-tracking system.
Pros and Cons of a 9/80 Work Schedule
Like any flexible job schedule, the 9/80 schedule comes with benefits and challenges. While it can be a great option for small businesses looking to offer benefits on a budget, it also creates complexities in areas like payroll and scheduling. Understanding these can help you decide if it’s the right fit for your team.
Pros
- Boosts employee productivity: Longer workdays mean employees have more uninterrupted time to tackle big projects or deep-focus tasks. An extra hour in the day can make a huge difference in getting things done.
- Improves flexibility and work-life balance: Imagine having every other Friday off to recharge, take care of personal errands, or enjoy a long weekend getaway. Your team will appreciate the chance to prioritize their personal lives without compromising their work.
- Supports recruitment and retention: Flexible work schedules are a major draw for job seekers, especially in today’s market. Offering a 9/80 schedule shows you value their time and well-being.
- Eases commutes: Employees working a 9/80 schedule often commute outside of peak hours. Fewer traffic jams mean less stress and more time for what matters most.
In fact, numerous surveys show that people prioritize work flexibility when looking for a new role—with the “when” often trumping the “where.” The Economic Policy Institute explains:
“A 2021 survey by Workable found that 58% of workers surveyed valued the ability to work flexible schedules (Mackenzie 2023). A survey by Future Forum found that 80% of knowledge workers surveyed want flexibility regarding where they work, whereas 94% want schedule flexibility (2022). According to a Morning Consult survey conducted for Zoom, 81% of U.S. respondents said that flexible hours and schedules were top priorities (2023). A Gallup survey of service facing workers found that 31% of respondents valued flextime and the ability to choose when they worked. Further, the survey found that 33% of respondents valued flexible start and end times (Pendell 2023).”
And those are just a handful of statistics about flexible work schedules in recent years!
Cons
- Longer workdays can be draining: Not everyone thrives on a nine-hour workday. Start with a test run by implementing the 9/80 work schedule with certain employees or departments. This will allow you to see how it works and smooth out any kinks in the schedule or payroll process.
- Scheduling challenges: Coverage on off-Fridays can be tricky, especially if your team provides customer support or needs to maintain business operations five days a week. It might require creative scheduling to ensure nothing slips through the cracks.
- Complicated payroll: Switching to a 9/80 schedule means you’ll need to adjust payroll systems, implement a two-week pay period, and track PTO more carefully. These changes can feel like a headache initially, but they’re manageable with proper tools and planning.
- Potential for uneven workload distribution: For some teams, the 9/80 schedule could result in uneven workloads. For example, employees who depend on collaboration might find their work delayed if key teammates are unavailable on their off-Friday.
While the 9/80 work schedule can have incredible results, it’s not a one-size-fits-all solution. Weigh these pros and cons carefully to determine if it suits your team—and then discuss the following with your leadership team.
Is a 9/80 Work Schedule the Right Fit?
Before implementing a 9/80 work schedule, assess your company’s needs and capabilities.
Operational Considerations
Ask yourself and your leadership team:
- Does your staff size and workflow allow for this level of flexibility?
- Can you maintain customer satisfaction with off-days in place?
Industry Suitability
A 9/80 schedule is often ideal for industries where employees work at their own pace, such as tech, professional services, or creative roles. However, it may not suit fields requiring constant coverage, such as healthcare, retail, hospitality, manufacturing, construction, or other customer-facing roles/industries.
Employee Feedback & Test It Out
Involve employees in the decision. Start with a test run by implementing the 9/80 work schedule with certain employees or departments. This will allow you to see how it works and smooth out any kinks in the schedule or payroll process.
Consider Other Flexible Work Schedules
If a 9/80 schedule doesn’t align with your business, other flex schedules may still meet your goals. For instance:
- Four-day workweek: Employees work four 10-hour days each week, another type of compressed workweek.
- Flexible hours: Allow employees to set their schedules, provided they meet deadlines and required hours.
These options can also boost employee retention and satisfaction while meeting operational needs.
Let’s Talk About Your HR Needs
A 9/80 work schedule can be a game-changer for businesses and employees alike, but it requires thoughtful implementation. From adjusting payroll to revising PTO policies, there’s a lot to consider. If you’re unsure whether it’s the right fit—or want help exploring other alternative work schedules—BlueLion’s HR consultants are here to help.
Call us at 603-818-4131 or email info@bluelionllc.com to discuss the best solution for your business.
The information on this website, including its newsletters, is not, nor is it intended to be legal advice. You should contact an attorney or HR specialist for advice on your individual situation.
