What Is a 9/80 Work Schedule?
Every other Friday off without using vacation days. Here's how the 9/80 schedule works and whether the longer days are worth it.
What Is a 9/80 Work Schedule?
Imagine getting 26 extra days off per year without using any vacation time. That’s the appeal of the 9/80 schedule—you work slightly longer days in exchange for every other Friday completely off.
A 9/80 work schedule compresses 80 hours into nine days instead of the usual ten. You work nine-hour days Monday through Thursday, then work a half-day on alternating Fridays.
How It Actually Works
Here’s a concrete example so you can picture it:
Week 1:
- Monday through Thursday: 9 hours each (7 AM–5 PM with lunch)
- Friday: 4 hours (7 AM–11 AM)
- Total: 40 hours
Week 2:
- Monday through Thursday: 9 hours each
- Friday: OFF
- Total: 36 hours… but wait, that’s only 36?
Here’s the trick: That 4-hour Friday in Week 1 actually counts toward Week 2’s total. So Week 2 is really 36 + 4 = 40 hours. This “Friday split” is how companies avoid paying overtime—both weeks technically end at exactly 40 hours. Your payroll system needs to handle this correctly or you’ll have compliance issues.
What Are the Benefits?
- 26 extra days off per year without using vacation
- Better work-life balance — Three-day weekends for appointments, travel, rest
- Fewer commutes — Saves time, money, stress
- Improved focus — Longer days mean fewer interruptions
- Higher retention — Alternative schedules attract talent
- Lower overhead — Fewer office days reduce costs
What Are the Challenges?
- Longer days — Nine hours can tire, especially physical roles
- Coverage gaps — Need protocols for Friday absences, similar to covering shifts
- Payroll complexity — Time tracking must handle Friday split correctly
- Coordination — Friday meetings with traditional-schedule clients
- Role fit — Customer-facing or 24/7 positions may not work
Who Should Use a 9/80 Work Schedule?
| Works Well For | Doesn’t Work For |
|---|---|
| Office-based teams (finance, HR, IT, marketing) | 24/7 operations (hospitals, emergency) |
| Project-based work with flexible deadlines | Customer service requiring daily coverage |
| Teams that can stagger Friday coverage | Hourly shift work |
Unlike rotating patterns like 2-2-3 or 4-on-4-off, the 9/80 maintains consistent day shifts.
How Do You Implement a 9/80 Work Schedule?
- Assess feasibility — Evaluate if operations and clients can support it
- Define policy — Document hours, Friday split, holiday handling, overtime rules
- Update payroll — Track two-week cycle and Friday split per DOL workweek rules
- Plan coverage — Stagger off-Fridays, maintain work availability records
- Communicate — Set expectations for response times; use duty roster for visibility
- Trial period — Test 3–6 months, gather feedback
- Monitor — Watch for burnout or coverage gaps
What Are the Legal Considerations?
Overtime — Per FLSA, overtime kicks in over 40 hours/week. The Friday split keeps both weeks at 40 if structured correctly.
State laws — Some states (California) require daily overtime over 8 hours unless you have an Alternative Workweek Schedule agreement. Check state labor laws.
Holidays — Document policy for Fridays that fall on holidays before implementation.
Best Practices for Success
- Set core hours — Require availability (e.g., 9 AM–3 PM) for collaboration
- Shared calendars — Make off-Fridays visible
- Encourage breaks — Longer days need more rest
- Check in regularly — Survey team for burnout
- Stay flexible — Adjust if certain roles struggle
How Does It Compare?
| Schedule | Pattern | Key Difference |
|---|---|---|
| 9/80 | 9 days/80 hours | Every other Friday off |
| 4/10 | 4 × 10-hour days | Every week has 3-day weekend |
| DuPont | Rotating 12-hour shifts | 24/7 coverage, not office work |
| Flextime | Variable start/end | No guaranteed days off |
Frequently Asked Questions
Does a 9/80 schedule require overtime pay? No, if structured correctly with the Friday split keeping each week at 40 hours.
Can hourly employees use 9/80? Yes, but payroll must track the Friday split accurately.
What about holidays on Fridays? Document policy beforehand—different day off or partial day.
Sources
- DOL – Fair Labor Standards Act
- DOL – Hours Worked
- SHRM – 9/80 Work Schedule
- NCSL – State Employment Laws
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