What Is a 9/80 Work Schedule? Definition, Examples & Guide

A 9/80 work schedule compresses 80 hours into nine days over two weeks, giving employees every other Friday off. Workers log nine-hour days Monday through Thursday, split Friday between workweeks, and alternate full Fridays off.

In Short

The 9/80 work schedule delivers 26 extra days off per year without using vacation time. Week 1 includes nine-hour days Monday–Thursday plus four hours Friday morning (40 total hours). Week 2 repeats the nine-hour pattern but skips Friday entirely (36 hours + the 4 from Week 1 = 40 hours). This compressed workweek format works best for office-based teams where operations don’t require continuous daily coverage.

What Is a 9/80 Work Schedule?

A 9/80 work schedule is a compressed workweek format that lets employees work 80 hours over nine days instead of ten, providing every other Friday off.

Here’s the basic pattern:

• Week 1: Monday–Thursday (9 hours each), Friday morning (4 hours) = 40 hours
• Week 2: Monday–Thursday (9 hours each), Friday off = 36 hours + 4 hours from Week 1 = 40 hours

The result: 80 hours across two weeks with every other Friday completely free.

How Does the 9/80 Schedule Work?

The first 4 hours of Friday count toward Week 1; the second 4 hours would count toward Week 2 (but that Friday is off). This maintains the 40/40 hour split required by federal overtime regulations and avoids triggering overtime pay.

Week 1:

• Monday–Thursday: 9 hours each (36 hours)
• Friday: 4 hours (first half of day)
• Total: 40 hours

Week 2:

• Monday–Thursday: 9 hours each (36 hours)
• Friday: Off
• Total: 36 hours (plus 4 from previous Friday = 40)

What Are the Benefits of a 9/80 Work Schedule?

More time off. This compressed workweek delivers 26 extra days off per year without using vacation time.

Better work-life balance. Three-day weekends every other week provide time for travel, appointments, or rest.

Reduced commute. Fewer days in the office saves time, money, and stress.

Improved focus. Longer workdays typically mean fewer interruptions and more deep work time.

Higher retention. Alternative schedules attract and keep talent in competitive job markets.

Increased productivity. Many teams accomplish more during focused 9-hour days than scattered 8-hour days.

Lower overhead. Fewer office days can reduce utilities and facilities costs.

What Are the Challenges?

Longer workdays. Nine-hour days can be tiring, especially for physically demanding roles.

Coverage gaps. If half your team is off on Fridays, you’ll need to plan carefully for customer or operational coverage. Similar to challenges with covering a shift, you’ll need clear protocols for handling Friday absences.

Payroll complexity. Tracking which hours fall into which week requires careful timekeeping systems and precise hourly rate calculations.

Coordination issues. If clients or partners operate on traditional schedules, Friday meetings may be challenging.

Not suitable for all roles. Customer-facing, 24/7, or shift-based positions may not fit this compressed workweek model.

Who Should Use a 9/80 Work Schedule?

The 9/80 work schedule is an alternative schedule that fits knowledge work better than operational roles requiring constant coverage. Unlike rotating patterns like the 2-2-3 work schedule or Pitman schedule, the 9/80 maintains consistent day shifts.

How Do You Implement a 9/80 Work Schedule?

Assess Feasibility

Evaluate whether your operations, client needs, and team structure can support this compressed workweek format.

Define the Policy

Document exactly how the alternative schedule works: which days and hours are worked, how Friday is divided between workweeks, how holidays are handled, and overtime calculation rules.

Address Payroll and Timekeeping

Update your payroll systems to track hours across the two-week cycle accurately and handle the Friday split properly. According to the U.S. Department of Labor, the workweek is a fixed, regularly recurring period of 168 hours—seven consecutive 24-hour periods.

Plan for Coverage

Decide how to handle Fridays—stagger which team members are off, designate skeleton crews, or set up remote/on-call support. Maintain clear work availability records to coordinate coverage effectively.

Communicate Clearly

Explain the new 9/80 work schedule to your team, clients, and vendors. Set clear expectations for response times on off-Fridays. Use a duty roster to keep everyone informed about who’s working when.

Start with a Trial Period

Test the compressed workweek for three to six months, gather feedback, and adjust before making it permanent.

Monitor and Adjust

Check in regularly. Are people burning out from longer days? Are coverage gaps causing problems? Be ready to adapt.

What Are the Legal Considerations?

Overtime rules. The 9/80 work schedule avoids overtime by keeping each workweek at exactly 40 hours—but only if the Friday split is structured correctly. The Fair Labor Standards Act defines overtime as hours worked beyond 40 in a workweek. Consult HR or legal counsel to ensure compliance.

State-specific laws. Some states have daily overtime rules. California, for example, typically requires overtime pay for hours over 8 in a day unless you have an approved Alternative Workweek Schedule agreement. Check your state’s requirements before implementing this compressed workweek.

Holidays. When holidays fall on Fridays, establish clear policies beforehand. Do team members get different days off? Do they work 8 hours instead of 4? Address these scenarios in your policy documentation.

What Makes a 9/80 Schedule Successful?

Set core hours. Require team availability during certain hours (e.g., 9 AM–3 PM) for meetings and collaboration.

Use shared calendars. Make it easy to see who’s working and who’s off, especially on Fridays.

Encourage breaks. Longer workdays need more breaks to maintain energy and focus throughout the day.

Check in regularly. Survey your team to ensure the compressed workweek works and people aren’t burning out.

Be flexible. If the 9/80 work schedule isn’t working for certain roles, be open to adjustments or alternative schedules.

How Does It Compare to Other Alternative Schedules?

4/10 schedule: Work four 10-hour days, take every Friday (or Monday) off. Simpler than 9/80 but requires even longer daily hours.

Flextime: Let employees choose start and end times within a defined range. More daily flexibility but no guaranteed full days off.

DuPont schedule: Rotating shift pattern for 24/7 operations. Designed for continuous coverage, not office environments.

Remote work: Offer work-from-home days for flexibility without changing hours. Can combine with the 9/80 work schedule for maximum flexibility.

Frequently Asked Questions

Does a 9/80 schedule require overtime pay? No. When structured correctly with the Friday split, each workweek remains at exactly 40 hours, avoiding overtime requirements.

Can hourly employees work a 9/80 schedule? Yes, but payroll systems must accurately track the Friday split to ensure each workweek stays at 40 hours.

What happens if a holiday falls on a Friday? Your policy should specify whether employees get a different day off or work a partial day. Document this before implementation.

Is the 9/80 schedule legal in all states? Federal law allows it, but some states (like California) have daily overtime rules requiring special agreements. Consult legal counsel for your state.

Sources

• U.S. Department of Labor – Fair Labor Standards Act
• U.S. Department of Labor – Hours Worked

Ready to Try Alternative Scheduling?

The 9/80 work schedule can boost morale and retention while maintaining productivity. ShiftFlow makes it easy to manage compressed workweeks, track hours accurately, and keep everyone on the same page. Start your free trial today.