What Is a 9/80 Work Schedule?

Companies are rethinking how employees work. With burnout rates climbing and competition for talent intensifying, flexible schedules are becoming essential tools for attracting and retaining skilled workers. The 9/80 work schedule offers one solution, compressing a standard two-week work period into nine days instead of ten.

Understanding the 9/80 Work Schedule

So, what is a 9/80 work schedule exactly? It's a compressed schedule where employees work 80 hours over two weeks in nine workdays instead of the traditional ten. Employees work eight 9-hour days and one 8-hour day, earning a full day off every other week.

Here's how a typical 9/80 work schedule breaks down:

• Week 1: Work Monday through Thursday (9 hours each day), then Friday (8 hours)
• Week 2: Work Monday through Thursday (9 hours each day), then take Friday off

The result is 26 three-day weekends per year, all while maintaining the standard 80-hour biweekly total.

How the 9/80 Work Schedule Works for Payroll

The eight-hour Friday is split for payroll purposes. The first four hours count toward Week 1, and the second four hours count toward Week 2. This approach ensures each workweek totals exactly 40 hours, preventing unintended overtime payments under the Fair Labor Standards Act.

Without this split, employees would work 44 hours in Week 1 and 36 hours in Week 2, triggering overtime obligations for non-exempt workers. Defining the workweek to start and end midday on the eight-hour Friday keeps payroll compliant and straightforward.

Benefits of a 9/80 Work Schedule

For employees, the additional day off every two weeks provides meaningful time for personal errands, appointments, or rest. Workers save on commuting costs and time, particularly beneficial for those with longer commutes.

For employers, the advantages extend beyond happier employees. Research shows that engaged employees lead to significant reductions in absenteeism and notable jumps in productivity. When employees have a better work-life balance, they're more focused and effective during working hours.

Additional employer benefits include:

• Talent attraction and retention: Offering flexible schedules helps smaller companies compete with larger firms for skilled workers
• Reduced operational costs: Closing offices one extra day every two weeks cuts utility expenses
• Improved productivity: Employees can complete tasks without the daily interruption of stopping and restarting projects
• Enhanced employer brand: Companies leverage 9/80 schedules to showcase their commitment to employee well-being

Compressed workweeks are gaining widespread acceptance, with a growing number of organizations now offering alternative schedules as part of their benefits packages.

Challenges and Considerations

While a 9/80 work schedule offers significant benefits, it's not suitable for every workplace or employee.

Employee challenges: Extending the workday by one hour may seem minor, but it can lead to fatigue, especially for employees with caregiving responsibilities or long commutes.

Employer challenges: Customer-facing businesses may struggle with coverage gaps on employees' scheduled off-days. Industries like retail, food service, or 24/7 operations often can't accommodate staggered schedules.

Compliance complexities: State laws add another layer of complexity. California, Alaska, and Nevada require overtime pay for any hours worked beyond eight in a single day. In these states, nine-hour days would trigger daily overtime, making the 9/80 work schedule financially impractical.

Implementation requirements: Employers must clearly define workweek parameters, document PTO policies (since a vacation day on Monday counts as 9 hours, not 8), and train HR staff on compliance requirements.

Industries Best Suited for a 9/80 Work Schedule

The 9/80 work schedule thrives in industries where extended workdays enhance efficiency and where competition for skilled employees runs high. Common industries include engineering and construction firms, government agencies and municipal offices, technology companies and professional service firms, and aerospace and defense contractors.

For enterprise organizations with large workforces, this schedule can boost productivity and employee morale in demanding technical fields.

Implementing a 9/80 Work Schedule

Before rolling out a 9/80 schedule, employers should establish clear policies and communicate expectations thoroughly. Best practices include defining the workweek in writing to align with FLSA requirements, documenting how holidays and sick leave are handled, maintaining consistent off-days across teams to ensure adequate coverage, verifying state law compliance, and training managers on scheduling practices and payroll implications.

How We Can Help

For companies managing employee benefits across flexible schedules, we simplify benefits administration and ensure compliance. Our employer experience platform integrates with your payroll provider, making it easier to coordinate varied work schedules. The employee experience we provide helps your team find personalized health plans that fit their needs. Whether you're a startup implementing flexible schedules for the first time or an SMB looking to streamline benefits, having a seamless system lets you focus on what matters most: supporting your team.