What Is a 9/80 Schedule? Your (2024) Explainer Guide

Ever heard of a 9/80 schedule? We’re all familiar with the traditional workweek: eight hours a day, five days on, followed by a well-deserved two-day weekend off. But what if there was another option?

The 9/80 schedule offers a fresh take on the work week by lengthening weekends. This working model is gaining popularity as a strategy to improve the ultimate business trifecta: Productivity, employee satisfaction, and work-life balance.

Contents
What is a 9/80 schedule?
How does a 9/80 schedule work?
9/80 schedule versus 4-day workweek
What are the benefits and drawbacks of a 9/80 schedule?
What does a 9/80 schedule look like?
How HR can help implement the 9/80 schedule
Companies that use the 9/80 work schedule

What is a 9/80 schedule?

The 9/80 schedule upends the typical 9-5 work schedule of eight hours a day, five days a week, followed by two days off on weekends. Instead, it compresses workweeks, providing more free time for the same wages. Under a 9/80 schedule, employees work slightly longer days in exchange for every other Friday off.

9/80 schedules are calculated in two-week blocks. In week one, employees work a 9-hour day from Monday to Thursday and an 8-hour day on Fridays. In week two, they work nine hours from Monday to Thursday and get Fridays off. And then the routine repeats. This means they get two 3-day weekends every month, on average.

The backstory of how work scheduling come about is an interesting one. The automotive tycoon and manufacturing pioneer Henry Ford established the 40-hour work week back in 1926. It then became the legally mandated work week in the United States in 1940.

Since then, flexible and compressed schedules have been recognized under the banner of ‘alternative work schedules’ and are gaining popularity as a way to boost work-life balance without sacrificing productivity. These include the 9/80 and 4/10 schedules, also known as the 4-day work week.

How does a 9/80 schedule work?

A 9/80 schedule is a work schedule that condenses the standard 80 hours worked in two weeks into nine days instead of 10. This means staff get every other Friday off, all while keeping total work hours the same.

If you’re considering introducing a 9/80 schedule, here’s how HR can be the ultimate advocate for this new approach:

1. Be the communication champion: Clearly explain the new schedule to everyone. This includes details on the format, how payroll handles the 9/80 schedule, and the benefit of extra days off.
2. Help with scheduling: Support managers and employees in adjusting to their new workloads and ensure coverage is in place during the additional days off. Think of it as a scheduling puzzle you get to solve – and happy employees are your reward.
3. Provide guidance on maintaining productivity: Offer tips and resources on managing energy and staying focused during the longer 9-hour workdays.

9/80 schedule versus 4-day workweek: Which is better?

Both the 9/80 schedule and 4-day workweek aim to improve work-life balance by compressing more work hours into fewer days. But they achieve it in different ways:

• 9/80 schedule: Employees work for nine days (eight 9-hour days and one 8-hour day) over two weeks, totaling 80 hours. This translates into an extra day off every other week for extra recharge time.
• 4-day work week: Here, employees power through a compressed schedule, typically working four 10-hour days for a total of 40 hours. The reward? A three-day weekend every week, boosting morale and, hopefully, creativity.

The key is picking the option that best suits your company’s needs and your team’s preferences. For instance, a marketing agency might find the 4-day week perfect for their creative minds. It allows for focused work sprints followed by extended downtime to refresh and come back with even better ideas.

On the other hand, a manufacturing plant with strict production targets might benefit more from the 9/80 schedule — allowing it to maintain efficiency while still offering occasional long breaks to avoid burnout.

While the 4-day workweek is less complex from a scheduling and payroll perspective, both options can be successful if implemented carefully.

What are the benefits and drawbacks of a 9/80 schedule?

A 9/80 work schedule offers employers the potential benefits of greater productivity and employee satisfaction, but it’s not without its drawbacks. Let’s explore some pros and cons.

The pros:

• Enhanced productivity: We all struggle with distractions in our ‘always-on’ world. Longer, uninterrupted stretches in a 9/80 schedule could help employees focus on deep work tasks, potentially leading to more complex projects getting finished faster and overall productivity gains.
• Improved employee retention: Offering a work-life balance perk like a 9/80 schedule can make your company stand out. This can be a game-changer when it comes to attracting top talent and keeping your existing team happy by providing the freedom that comes with extra personal time.
• Reduced absenteeism and tardiness: This recent Gallup study confirms that having happy, engaged employees translates into an 81% reduction in absenteeism and a 14% increase in productivity. The 9/80 schedule, with its three-day weekends every other week, could contribute to a more positive and reliable workforce. Think of it as an investment in employee wellbeing and productivity.
• Improved employee work-life balance: For employees who handle 9-hour days with ease, the benefit of a 9/80 schedule lies in the extra day off. Reduced stress and a better work-life balance can lead to a happier, more engaged team, ultimately leading to higher outputs and retention prospects.
• Environmental benefits: Think about all that commuting avoided with an extra day off every other week. A 9/80 schedule can contribute to a smaller carbon footprint, which is a major plus for companies looking to build an environmentally conscious employer brand to attract top candidates.

The cons:

• Scheduling challenges: Let’s face it; a 9/80 schedule won’t suit every type of business. Coordinating meetings and ensuring team coverage, particularly in customer-facing roles, can become a juggling act, potentially disrupting workflows with employees having different days off every other week.
• Limited flexibility during workweeks: Employees might have less wiggle room during their nine-day stretches to handle appointments and personal needs. This could lead to some frustration.
• Increased risk of burnout: Not everyone thrives on longer workdays. While some might see a productivity boost, others may struggle with maintaining stamina and experience fatigue or burnout. This could ultimately cancel the initial productivity benefits and decrease overall morale and performance.
• Payroll and overtime complexity: The non-standard nature of a 9/80 schedule can be extremely challenging, especially with overtime and leave calculations. Be prepared to invest in new software or resources to ensure your compensation, overtime, and leave figures are accurate.

What does a 9/80 schedule look like?

Here’s a 9/80 schedule example:

Employees typically work four longer days from Monday to Thursday, nine hours each, followed by an 8-hour stint on Friday in the first week. Then, they power through four more 9-hour days in the second week but get the Friday off to recharge. And so, the two-week routine repeats itself.

9/80 schedule example

This is just a sample schedule. Your 9/80 schedule can be tailored to your specific business needs. For instance, the extra day off could fall on a different weekday, such as a Monday, to meet the needs of your company or team.

How HR can help implement the 9/80 schedule

A 9/80 work schedule can be a win-win for both your company and employees, but let’s be honest, not everyone will immediately take to a switch-up in routine.

Here’s how HR can ensure a smooth transition to a 9/80 schedule and prepare employees for the change:

1. Test it out first

Before diving headfirst into a company-wide launch, consider suggesting a pilot program for the 9/80 schedule. This lets you test the waters with a small, representative group of employees. It’s a great way to iron out any logistical kinks, identify potential scheduling challenges, gauge employee adoption, and track productivity metrics. This will enable HR to refine the program and ensure a smoother, more successful launch for everyone.

2. Cater for leave and payroll

Non-standard workweeks can lead to complications in your leave and payroll processes. Before launching a 9/80 program, make sure you have clear policies in place. This includes figuring out how sick leave and vacation will work — for instance, will it be based on 8-hour or 9-hour days? Also, check if your payroll system can handle the 9/80 structure.

3. Work on workload management

Partner with managers to ensure workloads are adjusted for the new schedule. This might mean helping them prioritize tasks, delegate effectively, and even build in some buffer time for breaks. By working together, you can help everyone feel supported and productive during their longer workdays.

4. Monitor for burnout

Long weeks can zap employee energy. HR can help by offering wellbeing resources. Think stress management workshops, time management tips, and resources to help them maintain a healthy work-life balance.

5. Set up team training

Before you pilot your new work schedule, develop brief training programs to educate managers on effectively scheduling their teams with the 9/80 model and provide pointers on addressing common employee concerns. Meanwhile, employees can be trained on time management strategies for longer workdays.

6. Build trust with open comms

Encourage employees to ask questions and share concerns before things get going. Stay receptive to feedback throughout the process — it’s the best way to refine a 9/80 work schedule program and make sure it works for everyone. By keeping this open dialogue going, you’ll build trust and get your team on board.

7. Be flexible

Consider offering some flexibility within your 9/80 structure. This could involve letting employees choose their ‘off’ Friday or allowing occasional adjustments to the schedule to accommodate personal needs. A little flexibility will go a long way in boosting morale and keeping your team happy.

8. Track and adapt

Throughout the pilot program and beyond, keep an eye on key metrics like productivity, absenteeism, and employee satisfaction to gauge the effectiveness of your 9/80 schedule – and be prepared to make adjustments as needed for maximum benefit.

HR tip

Check the pulse of your team with ‘stay’ interviews

Don’t wait for problems to surface. Be proactive about scheduling ‘stay’ interviews with employees before and during your 9/80 flex work schedule rollout. These one-on-one chats are a great way to get a feel for employee sentiment, preferences, and any potential concerns. By keeping the conversation flowing, you can proactively address issues and tailor your 9-hour workday programs to meet employee needs better.

Companies that use the 9/80 work schedule

1. Chevron

The global energy giant Chevron offers flexible work schedules, including the 9/80 schedules and 4/10 schedules (where employees work 10-hour days four days a week with one extra day off every week). Based on Chevron’s Glassdoor reviews, its 9/80 schedule is a hit with staff.

Learnings for HR: 

• Chevron offers its team the benefit of selecting one of two non-traditional work schedules to boost work-life balance. 
• The company does not allow off days to be banked and discourages the exchange of scheduled days off with scheduled days of work.

2. Shell

Long before COVID and the rise in the popularity of telecommuting and new flexible ways of working, Shell was offering alternative work schedules. This included the compressed 9/80 working week.

Learnings for HR:

• In addition to an ‘every other Friday off schedule,’ Shell also provides its team with flexible start and finish times.

3. Lockheed Martin

Defense contractor Lockheed Martin also offers the 9/80 schedule, providing its staff with the benefit of every other Friday off.

Learnings for HR:

• Lockheed Martin has leveraged its 9/80 scheduling to build its employer brand by publicizing the benefits of work-life balance as experienced by staff members in a video posted to its social media platforms.

The bottom line

The 9/80 work schedule can be a win-win for businesses and employees, but it has drawbacks. Piloting the program with a smaller team is a smart way to gauge its impact on your workforce and helps HR to smooth out scheduling, payroll, and other challenges.

Ultimately, the success of any 9/80 schedule relies on striking the right balance between maintaining productivity and employee satisfaction.

Catherine Scott

Catherine is the Manager, Editorial Content & Strategy at AIHR. She manages the content for AIHR's blogs. Catherine aspires to provide content that is relevant, insightful, and unique to the HR audience.

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