Published By:
Jon Davis
Updated: July 1, 2025
Most employees look forward to federal holidays that shorten the workweek. But with just 11 federal holidays spread throughout the year, workers who need a little extra “me” time often have to use accrued vacation to fit in an extra break when they need it.
The 9/80 work schedule allows employees to take alternate Fridays (or Mondays) off from their jobs and provides employees with frequent three-day weekends, all without drawing from their vacation bank.
If you’re looking for ways to enhance worker satisfaction and stand out as a forward-thinking business, the 9/80 work week might be worth a closer look.
With a 9/80 work schedule, employees work longer hours on regular workdays in exchange for a free day off every two weeks. In practice, the schedule might look like this:
The extra hours spent working Monday through Thursday compensate for the day off every other week.
Here’s a look at a typical 9/80 work schedule in an office setting. This example assumes that everyone has a one-hour unpaid lunch break.
Week one
Week two
In this example, the total additional hours worked on Monday-Thursday equals 8 hours every two weeks, which allows employees to take an 8-hour day off every other week, while still working 80 hours every two weeks.
Employers can customize the 9/80 work schedule to fit organizational and worker needs. For instance, the company might provide staffers with alternate Mondays off instead of Fridays or adjust to earlier working hours so employees can leave at five rather than six.
Keep in mind that the 9/80 workweek could trigger overtime payment obligations. Under the Fair Labor Standards Act (FLSA), employers owe overtime pay to non-exempt employees who work more than 40 hours a week. We point this out as it may come into play based on your payroll start date and whether you have hourly workers.
Using the earlier example, assume your pay period starts Monday at 8:00 am. Because employees work 44 hours during the longer week, each non-exempt worker accrues four hours of overtime. The law doesn’t allow employers to offset the extra working hours with the day off the following week.
However, the FLSA allows employers to determine workweek start and end times. To avoid an unnecessary overtime accrual, you can start the workweek at 1:00 pm on Fridays. Using that schedule, employees work exactly 40 hours weekly.
Some employees may prefer to work alternative hours or to take off a day other than the designated one in the 9/80 flex work schedule. This can also cause overtime issues with non-exempt workers under the FLSA.
For instance, say you allow a non-exempt employee to take their day off on alternate Mondays. If you’re using a Friday at 1:00 pm payroll start date, you may owe the employee overtime for their extra hours worked every other week.
To avoid potential legal complications, stick with the same schedule for all workers. It can also be a good idea to regularly audit lunch break durations and start/end times to verify everyone is adhering to your plan.
A 90/80 work schedule offers tremendous advantages to employees and businesses. Here are a few of its core benefits.
Alternate three-day weekends give employees a longer break to focus on their core needs. People can catch up on sleep, get physically active, socialize, and spend time on their hobbies. Even better, they don’t need to use their vacation time to do so.
Longer work hours give employees more time to work on tasks and projects. You may notice quicker completion times and a busier workplace. Plus, the extra day off every few weeks gives your workers time to refresh their creative batteries and avoid burnout.
Employees won’t have to worry about a lengthy commute on their day off. That saves them even more time and reduces their transportation costs.
A 9/80 workweek sets a company apart from peers that follow a more traditional schedule. As a form of indirect compensation, it may help employers attract and retain talented workers.
Despite its numerous potential advantages, a 9/80 work week may not be appropriate for every business. Keep these pitfalls in mind as you consider introducing it to your team.
Working longer hours isn’t an option for everyone. Some employees may dislike extended workdays, even if it means more days off. There’s a risk that workers could experience burnout as daily hours increase.
Employees may have concerns if the new schedule impacts their other responsibilities. For instance, parents may have difficulty coordinating an extended workday with their child’s daycare or school schedule.
Additionally, companies that require coverage on nights and weekends may need to offer shift-differential pay to make sure they have enough staff on-site to meet customer needs.
Businesses may find it harder to manage payroll, especially those with a mix of salary vs. hourly pay workers. Organizations that allow workers to set schedules that differ from the regular policy may also encounter challenges.
The FLSA’s overtime regulations require employers to pay non-exempt employees 1.5 times their normal rate if they work more than 40 hours a week. If you have non-exempt workers and want to introduce the 9/80 schedule, take special precautions to make sure it’s legally compliant. Frequent time audits can help you pinpoint potential issues.
So you’re on board with the 9/80 work week — now how do you get started? Take these steps for a successful implementation.
Some organizations find it easier to align better with a 9/80 schedule than others. For instance, offices with a traditional Monday through Friday workweek may find it an easier fit than a restaurant that’s open every day. The difference comes down to coverage needs — hospitality businesses generally serve customers daily, while offices may close for the weekend.
Is a 9/80 work week something your team wants? Find out by asking them! Hold a meeting and explain how the 9/80 schedule works and its benefits.
Give everyone an opportunity to ask questions and explain their concerns. Also, ask for feedback via an anonymous employee survey. That way, workers can voice their honest opinions privately.
A solid human capital management (HCM) system makes it easy to track employee time, run payroll, and monitor your policy’s effectiveness. Invest in software that includes features such as payroll calculation and benefits administration. These tools help you quickly calculate paychecks and comply with FLSA overtime regulations.
Keep a pulse on how employees feel about your new schedule. Use surveys or hold informal meetings to collect feedback. Also, seek input from managers and supervisors. They can alert you to any specific concerns that might warrant an adjustment to the policy.
Putting a twist on the traditional schedule, trying a 9/80 workweek may be just what your team needs to jumpstart productivity and experience improved work-life balance. But the key to success lies with its administration. OnPay makes it incredibly easy to manage HR for your team, from onboarding new hires, to paying employees, to easy payroll tax filing. See how OnPay’s payroll software can support your organization today. And as you figure out the work schedule that best fits you needs, we are here to help with any payroll-related questions along the way.
Take a tour to see how easy payroll can be.
Jon Davis is the Sr. Content Marketing Manager at OnPay. He has over 15 years of experience writing for small and growing businesses. Jon lives and works in Atlanta.
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