A 9/80 workweek comprises 8 nine-hour work days, 1 eight-hour work day, and 1 day off.
To clarify, during the first week, workers put in nine-hour days on Monday through Thursday and eight-hour days on Friday for a total of 44 hours of labor.
The following week, they work the same Monday through Thursday for 9 hours each day, with Fridays off for 36 hours of labor over two weeks. The following Monday, the pattern will resume. It means that workers get a 3-day weekend and are free to use their extra day off on whatever day of the week they want.
Workers on a 9/80 schedule put in 36 hours over four 9-hour days. When calculating wages, only the first four hours of an eight-hour workday count toward the first week, while the remaining four count toward the second.
Totaling 80 hours, that's 40 hours from Monday through Thursday the first week and 80 hours from Monday through Thursday the following week without overtime. In addition, the staff is offered a whole weekend off every other Friday without sacrificing productivity.
The 9/80 schedule may be implemented in several different ways depending on the company's needs. One frequent schedule has workers putting in eight 9-hour days and one 8-hour day and taking an additional day off once every two weeks. Let's see an example:
In the 1st week
Monday- Thursday: 9 hours
Friday: 8 hours
Saturday-Sunday: Off Days
Total 44-hour workweek
In the 2nd week
Monday- Thursday: 9 hours
Friday-Saturday-Sunday: Off Days
Total 36-hour workweek
Working on a 9-to-5 basis instead of the traditional 40-hour week has several positive effects. So, let's investigate those that provide the highest rate of return.
Working on a 9/80 schedule may be quite accommodating for both workers and businesses. Workers are given a day off in addition to their regular weekend every two weeks.
Similarly, businesses are permitted to close for one day every two weeks, allowing them to save money on operating expenses by 25-26 days a year. Again, without any decrease in output from staff, this amounts to a savings of almost an entire month's worth of operating expenditures for the company.
When workers are given greater leeway to make decisions within their jobs, they become more invested in their work and produce higher-quality outcomes.
Staff members should feel they have some say in their work, the hours they put in, and the methods they use to get it done. The more such conditions are provided by employers, the higher the output of their staff.
Promoting a healthy work-life balance is crucial to keep your staff from burning out. Employees experiencing burnout may be less productive, utilize sick days, and become emotionally and physically exhausted.
Workers may use the extra day off to spend time with their loved ones, take a much-needed vacation, or take care of their health and well-being. As a result, workers' work-life balance is greatly improved by an extra day off.
The extended workday and extra day off allow employees to leave earlier or arrive later throughout the day to take advantage of less congested travel hours.
It is a win-win for both the planet and the workers, who will save time and money by not traveling as far to work. In addition, employees who are more rested and prepared for work might benefit from shorter commutes.
Businesses may save infrastructure expenses by taking employees out of the office on specified days of the week. In addition, it is enhanced with a defined off-day, on which the company may entirely shut down activities once every two weeks.
Employees benefit from the additional time off by taking an extra day off every month. Then, on the following work day, they feel renewed.
The 9-to-80 workweek has many apparent pros, but it may not be a good fit for many businesses or sectors. Occasionally, however, there are circumstances or workers whose schedules prohibit the customary advantages of this timetable from being realized.
The following are some of the cons of a 9/80 schedule:
Employees who put in nine-hour days may have no choice but to go straight from work to the dinner table and then to bed. After a time, it may erode morale.
Employees may request a change in the regularly scheduled day off to meet their commitments better. However, it might make keeping track of your time a huge hassle.
Coming In or Leaving Early
If you give your workers the freedom to choose their start and end times, they could put in more than 40 hours the 1st week and fewer than 40 hours the 2nd, which might lead to overtime pay and other issues.
A few of your employees may not be able to handle the 9/80 schedule since they need a somewhat calm workplace to do their best job. In addition, employees might lose attention and motivation if their workday is plagued by too many changes in pace and direction. Freelancers and remote employees who work while the office is closed may also be negatively affected.
The 9-to-80 schedule isn't great for businesses with less than 100 workers. There might not be enough workers to complete all the shifts necessary to keep your firm running during the additional monthly days if you go to an alternative schedule like 9/80.
When employees can work the same hours and take the same day off every two weeks, a 9/80 schedule may be implemented with more efficiency and greater advantages for the business.
However, this is not accessible in all fields; instead, it is most useful in knowledge-based sectors where a firm's success is directly tied to the individual efforts of its workers.
Workforces like these are ideal for a 9/80 schedule:
Some examples of businesses that may find the 9/80 schedule more challenging include the following:
Employees who have the option of working nonstandard hours report better motivation and job satisfaction levels than those required to adhere to the 9 to 5.
It shows that alternative work schedules may be beneficial to the employer brand. Quantitative evidence of higher productivity is a little more complicated, but anecdotal experiences, corollary theories, and qualitative studies indicate that different work patterns, like a 9/80 work schedule, may be helpful.