Employees want flexible work schedules—yes, even more than they want flexibility in where they’re working. According to a recent EY survey, when respondents were given a choice between flexibility in when they work and flexibility in where they work, 54% chose the “when” option, compared to the 40% that opted for the “where.”
But for business owners, implementing a 9/80 work schedule isn’t necessarily so clear-cut. There are both advantages and disadvantages, and it’s important to have a clear understanding of how your business can benefit—and all the ways a 9/80 work schedule could be detrimental, too.
Pros
There are several pros to implementing a 9/80 work schedule, from both the employee’s and the employer’s perspectives, including:
Better work-life balance. Having at least two extra days off every month gives employees the time they need to take care of personal matters, such as medical appointments (or even the opportunity to get the groceries done when the stores are less crowded). There’s also less commute time, since they won’t have to battle traffic on their extra day off. Not to mention less stress.
And for employers? Better work-life balance means better morale, and better morale translates into happier, more engaged employees. And for businesses, employee engagement and happiness directly impact the bottom line, by reducing absenteeism and turnover and increasing productivity.
Increased productivity. The 9/80 work schedule can increase productivity in other ways, too. For example, with additional time off to take care of personal matters, employees are less likely to need to deal with personal-related work interruptions during the workday.
And having an extra working hour four days of the week means there’s more time in a workday to complete tasks—cutting down on the time it takes to get back up to speed the next day for a project left in mid-completion.
Improved talent attraction and retention. Remember that stat about the majority of employees opting for flexibility regarding when they work? Implementing a 9/80 work schedule often means happier employees, but it also makes your business more attractive to potential employees.
When evaluating a new position, employees are interested in more than just salary and benefits. In fact, according to a recent Gallup survey, 61% rated greater work-life balance as “very important.” And employees who achieve a good work-life balance are also less likely to look for another job.
Cons
On the flip side, a 9/80 work schedule doesn’t necessarily mean it will be all roses and sunshine, as the saying goes. There are certain disadvantages, too, including:
Longer workdays. It might only be an additional hour, but that extra hour four days a week can lead to fatigue and poorer work performance for some employees. And with many countries opting for shorter workweeks (take Australia and the Netherlands, for example), there might be something to having a shorter workday overall.
Longer workdays can have another impact on employee well-being: Getting home an hour later can lead to more stress and less sleep, factors which can have a negative impact on work-life balance.
Payroll and regulatory issues. One big downside of a 9/80 work schedule is the added complexity it can add to what would otherwise be normal payroll events. For example, sick leave and vacation days need to take into account the hour difference between a nine-hour and an eight-hour workday. Policies have to be developed, instituted and communicated regarding how these situations will be handled.
Overtime can be an issue, too. And because various jurisdictions have different rules and regulations covering working hours, it’s always a good idea to consult with an expert to ensure your new 9/80 work schedule is in compliance with all regulatory requirements. California, for example, has a specific process that must be followed for implementing an alternative workweek schedule.
Coverage and scheduling problems. Depending on the nature of your business, you may run into coverage or scheduling issues with a 9/80 work schedule. For example, if you require consistent staffing throughout the workweek, you may not be able to give employees the same tenth day off every two-week period.
Having to stagger when employees get their extra day off can get complicated, especially if you require added coverage on Mondays and Fridays—which could mean you need some employees to take their extra day off midweek.
