Boost Productivity with an Alternative Work Schedule — Benefits, Types & Implementation

This comprehensive guide covers the different types of alternative work schedules, with examples. Learn the pros & cons and get tips for successfully implementing an alternative to a 9 to 5 work schedule.

What is an alternative work schedule?

An alternative—or alternate—work schedule is an umbrella term for any work arrangement that deviates from the traditional 9-to-5, Monday-to-Friday routine. An alternate work schedule may include flexible hours, compressed work schedules, job sharing, or remote work options.

While there are pros and cons to each type of alternative work schedule, they generally strive to give employees more freedom to achieve a good work-life balance while also allowing businesses to maintain productivity and smooth operations.

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Flexible schedule vs. alternative schedule

Both flexible schedules and alternative schedules deviate from the traditional 9 to 5 work schedule, but there are some differences.

Flexible Schedule

• Employees can choose when they start and end their work day, as long as they work a set number of hours each day or week.
• Work schedules can vary daily or weekly.
• A flexible work schedule typically varies more than an alternative schedule.

Alternative Schedule

• Typically deviates more from the standard 9-to-5 than a flexible work schedule.
• Can be a compressed workweek (like four 10-hour days), shift work, or job sharing.
• Offers a more consistent, but non-traditional, structure than a flexible work schedule.

Alternative work schedule disadvantages

There are many advantages to implementing an alternative work schedule, but also a few disadvantages that business owners need to be aware of.

Disadvantages for employers

Below are some of the most common disadvantages of alternative work schedules for employers. That said, the solutions for overcoming these challenges are relatively easy to implement.

Requires more planning

Alternative work schedules can sometimes make it more difficult for managers to balance employee preferences, business needs, and skill set requirements for each shift.

Solution: Carefully analyze needs and use scheduling software to manage these variables more easily.

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Disrupts work flow

Employees may start and end shifts at different times with some alternative work schedules, creating gaps or bottlenecks in workflow.

Solution: Ensure employees effectively communicate tasks, project handovers, and progress status updates to keep things moving smoothly.

Makes staff coverage challenging

Team members may come and go at different times with some alternative work schedules. This can sometimes make shifts feel short staffed.

Solutions:

• • • Ensure sufficient staff coverage at all times to prevent productivity or customer service from suffering.
    • Make sure tasks are distributed and completed equally among team members to avoid overburdening individual employees.

Can increase expenses

Alternative schedules are often a good way to extend business hours, but this may increase certain overhead costs like utilities.

Solution: When scheduling shifts, be sure to schedule enough staff so that extended business hours lead to increased productivity, rather than cannibalize coverage and customer service during regular business hours.

Makes it harder to coordinate work

Some alternative schedules can make it more challenging to synchronize tasks between employees working different schedules.

Solution: Use an internal communication platform to facilitate communication and coordination.

Can be hard to monitor progress

Managing and supervising employees can be more challenging, especially if they are working remotely.

Solutions:

• • • Set clear work hours, performance targets and other useful metrics.
    • Use automated tools to track employee work hours.
    • Use an internal communication platform to keep communication channels wide open.

Increases administrative workload

Tracking everyone’s work hours may put more burden on the HR or management team, especially if teams are working at multiple job sites.

Solution: Use automated employee management software to give employees different ways to clock and to automatically fill out timesheets.

Disadvantages for employees

Below are some of the more common disadvantages of alternative work schedules for employees.

Takes a toll on work-life balance

An alternate schedule may make it harder for some employees accustomed to the standard 9-to-5 to balance work and personal responsibilities.

Solutions:

• • • Consider employee preferences when choosing any new work schedule.
    • Be flexible and accommodating during the adjustment period.
    • Keep the lines of communication open and consider a different work schedule if the current one isn’t working out.

Affects team cohesion

Differing schedules may give employees less opportunity to exchange and connect with their colleagues.

Solutions:

• • • Give employees a dedicated and user-friendly communication tool to facilitate communication.
    • Consider organizing regular social activities.
    • Use an employee survey to see what social activities appeal most to staff.
    • See 8 Team-Building Activities to Get Socially Involved.

Reduces access to hands-on support

Accessing help or resources may be more difficult for employees who don’t work at the same time as supervisors or resource staff.

Solutions:

• • • Digitize and centralize resources and make sure they are easily accessible anytime, anywhere to staff. At Agendrix, our employee handbook is 100% collaborative and online.
    • Alway have a senior go-to person on shift.
    • Implement tools to make it easy for staff to communicate with their supervisor or the HR team.

Can lead to potential overwork

The flexibility of some alternate schedules may make it challenging to switch off at the end of the shift, increasing the risk of employee burnout.

Solutions:

• • • Communicate the importance of respecting shift schedules and make it part of your onboarding process.
    • Give employees easy-to-use time & attendance tools so that they can easily record and track their work hours.
    • Continue to communicate with staff on the importance of work-life balance.
    • See 52 Tips to Improve Well-Being at Work.

Leads to unpredictable schedules

Not all alternative schedules are predictable, which can make it hard for employees to plan non-work related activities.

Solutions:

• • • Publish schedules as far in advance as possible.
    • Allow employees to swap shifts and request time off when needed, and implement tools to facilitate these scheduling changes.
    • Conduct employee surveys periodically to track employee morale.
    • Download our free employee satisfaction survey template.

Creates communication gaps

This can be especially problematic when team members don’t work the same hours.

Solution: Give employees a dedicated and user-friendly communication tool to facilitate collaboration.

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Alternative work schedule benefits

Despite the previously mentioned challenges, in the majority of cases, the benefits of alternative work schedules outweigh the drawbacks.

Benefits for employers

Better team productivity

Employees often perform best when they can work according to their own internal clocks or when there are fewer distractions.

Lower costs

Letting employees work remotely or during non-peak hours can reduce overhead costs like office space and utilities.

Better employee attraction and retention

Not all employees are willing or able to work standard business hours. Some highly desirable candidates may even be in a different time zone. Adding alternative work schedules will open your business to a larger pool of talent and increase employee retention and job satisfaction.

Better customer service & profitability

Some alternative schedules will mean longer business hours to better serve customers and potentially generate more sales and increase loyalty.

Benefits for employees

Better work-life balance

Employees can often set their work hours according to their preferences and needs, making it easier to juggle personal and work-related commitments.

Easier commute

Working non standard hours or from home can save employees time, money, and stress while commuting.

Better team morale and increased employee retention

Employees can set their work day around the hours when they’re most productive. Productive employees are typically more satisfied with their work, which increases retention.

Lower levels of stress

The flexibility of an alternative schedule can decrease stress levels, contributing to better health and overall well-being.

Types of alternative work schedules

There are many different types of alternative work schedules a business can consider. Some businesses implement more than one alternative to a 9 to 5 work schedule to better meet employee preferences.

1. Fixed full-time schedule

Similar to a standard 9 to 5, 40-hour-a-week full-time schedule, except the full time employee does not work 9 to 5 hours. Fixed work schedule where employees work the same hours and days every week.

• Pay period: Bi-weekly or monthly.
• Good fit for businesses with extended operating hours, such as a pharmacy or retirement homes.
• Example of a fixed full-time schedule: Work hours could be: 6 am to 3 pm, 2 pm to 11 pm, 12 am to 8 am, etc.
• Example of a job that may have a fixed full-time schedule: Nurse.

2. Fixed part-time schedule

Similar to a fixed full-time schedule, except employees work less than eight hours a day/40 hours a week. Fixed schedule where employees work the same hours and days every week.

• Pay period: Weekly or bi-weekly.
• Good fit for any business with a consistent workload that can be done on a part-time basis, such as home care or security services.
• Example of a fixed part-time schedule: Work hours could be: 7 am to 12 pm, 1 am to 6 pm, 6 pm to 11 pm, etc. five days a week.
• Example of a job that may have a fixed part-time schedule: Retail associate.

3. Job sharing schedule

One full-time position is covered by two employees working part-time, generally a fixed schedule of 20 hours a week each. Employees work in close collaboration but may or may not work at the same time or days every week.
Can be a good way to transition retiring staff out and younger staff in.

• Pay period: Weekly or bi-weekly.
• Good fit for businesses with full-time positions that can be done by two people working closely as a team, such as offices & call centers or cities & municipalities.
• Example of a job sharing schedule: One employee works from 8 am to 12 pm and the other works from 12 pm to 4 pm, Monday to Friday.
• Example of a job that may have a job sharing schedule: Receptionist.

4. Unpredictable schedule

Work schedule changes every day or week. Employees may work different days or number of hours each week.

• Pay period: Weekly or other
• Good fit for businesses with strong fluctuations in demand, such as events & recreation and catering.
• Example of an unpredictable schedule: Work hours are 9 am to 5 pm Monday to Friday one week, 7 am to 3 pm Monday, Wed and Friday the second week, no hours the third week, and overtime hours the fourth week.
• Example of a job that may have an unpredictable schedule: Security agent.

5. Flextime schedule

Employees can choose their work hours as long as they cover a specific time frame. If the employer requires employees to be at work between 9 am and 12 pm, employees are free to decide flexible time bands (also known as flextime bands or flexbands) will run from 6 am to 2 pm, 8 am to 4 pm, or 9 am to 5 pm, as long as they are at work during their core hours of 9 am and 12 pm.

• Pay period: Bi-weekly or monthly.
• Can be a good choice for businesses that need full-time employees, but only need them at their workstation for a few hours each day, such as a software development firm.
• Example of a flextime schedule: A design team holds a 2-hour creative meeting each day from 1 pm to 3 pm. Employees base their 8-hour work day around these two obligatory at-work hours, starting and ending their shift earlier or later as desired to balance work and personal needs.
• Example of a job that may have a flextime schedule: Software developer.

6. Compressed workweek schedule

Employees work full-time hours but fewer days each week. Often offered in as an employee perk.

• Pay period: Bi-weekly or monthly
• Can be a good choice for businesses that have full-time work that doesn’t need to strictly follow the standard 9 to 5 Monday to Friday schedule, such as a manufacturer.
• Example of a compressed work schedule: Work hours are Monday through Thursday from 7 am to 6 pm; employees get a three-day weekend every week.
• Example of a job that may have a compressed work schedule: Police officer.

7. Compressed workday schedule

Halfway between a part-time schedule and a compressed workweek schedule. Employees work less than the standard schedule of 8 hours a day.

• Pay period: Weekly or bi-weekly
• Can be a good choice for businesses where the productivity of employees is not directly proportional to hours worked, such as cleaning services.
• Examples of a compressed workday schedule: Employees work from 7 am to 1 pm to complete all of the day’s required tasks.
• Example of a job that may have a compressed workday schedule: Creative director at a marketing agency.

8. Shift work schedule

Umbrella term for any work arrangement in which employees work shifts. Employees may always work the same shift on the same days or different shifts on different days.

• Shifts may be of different lengths.
• Businesses may have two or more shifts each day: a “day shift” (e.g., 8 am to 4 pm), an “evening shift” (e.g., 4 pm to midnight), and an “overnight or night shift” (e.g., midnight to 8 am).
• Pay period: Weekly or bi-weekly.
• Can be a good choice for businesses that must keep operations running smoothly over long hours, up to 24 hours a day, seven days a week, 365 days a year, such as healthcare and hotels & hospitality.
• Examples of a shift work schedule: Employees always work the day shift (first shift), while others always work the evening shift (second shift) and still others always work the night shift (third shift).
• Example of a job that may have a shift work schedule: Factory worker.

9. Rotating shift schedule

Employees cycle through a series of different shifts or work periods, typically on a set schedule. The duration of each shift, the speed of rotation (how frequently shifts change), and the direction of rotation (forwards—morning to afternoon to night or backwards—night to afternoon to morning) can vary based on the employer’s needs and the nature of the job.

• Allows for a more equitable sharing of shifts—with some rotating shift schedules, all employees must work night and weekend shifts from time to time.
• Pay period: Weekly or bi-weekly.
• Can be a good choice for businesses with 24/7 operations like a retirement home.
• Examples of a rotating shift schedule: An employee might work the day shift (e.g., 8 am to 4 pm) for a week or two, then rotate to the evening shift (e.g., 4 pm to midnight) for the next week or two, and finally, rotate to the overnight shift (e.g., midnight to 8 am) for the next week or two. Then they rotate back to the day shift, and the cycle continues.
• Example of a job that may have a rotating shift schedule: Hospital physician.
  • Related: Tips for scheduling employees.

10. Split shift schedule

Each work day has two short work shifts, broken up by a fairly long break in between.

• Pay period: Weekly or bi-weekly
• Can be a good choice for businesses with peaks of activity followed by lulls, such as restaurants & bars.
• Example of a split shift schedule: Employees work the lunch shift from 11 am to 2 pm, take a 3-hour break, and then return to work the dinner shift from 5 pm to 10 pm.
• Example of a job that may have a rotating shift schedule: Restaurant server.

11. On-call schedule

Employees do not work regular hours but rather are “on-call” and must be available to come into work if needed with little or no notice. Employees are paid for hours worked; they may also receive compensation for hours not worked while on-call (rules regarding payment for on-call time when not actively working vary widely).

• May be used in conjunction with a shift schedule. For example, an employee’s regularly scheduled hours may be the day shift for 40 hours in week one, the evening shift for 40 hours in week two, the night shift for 40 hours in week three, but no hours in week four—instead of they are on-call that entire week.
• Pay period: Often weekly
• Can be a good choice for businesses that need to provide services around the clock, but where the volume or timing of work is unpredictable, such as a utility company or construction firm.
• Example of an on-call schedule: An employee may be on call between the hours of 11 pm and 8 am in case of an emergency situation.
• Example of a job that may have an on-call schedule: Maintenance technician.

12. Overtime schedule

Employees work more than normal or regular hours specified by the employer, or by applicable labor flexible work schedules (often more than 40 hours in a week or more than 8 hours in a day, though specifics can vary).

Overtime may be scheduled in advance, such as during anticipated periods of high demand (e.g. high season at a vacation resort), or it can occur unexpectedly due to unforeseen circumstances, such as a sudden increase in workload or a need to cover for a no-show worker.

• Many labor flexible work schedules require employers to pay workers at a higher rate for overtime hours than for regular hours, often 1.5 times their normal wage, although specifics vary depending on the state and the employee’s employment contract.
• Some professional, managerial, or salaried positions may be exempt from overtime pay.
• Pay period: Bi-weekly or monthly pay is standard, with overtime pay calculated per pay period.
• An overtime schedule can be a good choice for businesses with surges in demand, or with high rates of employee absenteeism, such as retail or construction.
• Example of an overtime schedule: During the high season, an employee may work 10 hours per day or 60 hours per week.
• Example of a job that may have an overtime schedule: Hotel maintenance staff.

13. No schedule

Also referred to as a “results-only work environment” (ROWE). Employees are not bound to set working hours, days or locations; instead, they can work whenever or wherever they want, as long as they complete their tasks and meet performance targets.

• Employees are typically paid a yearly salary in bi-monthly installments.
• This type of work arrangement requires a high level of trust between the employee and employee.
• Pay period: Weekly.
• Can be a good choice for businesses where work is project-based or outcome-focused, rather than time-dependent, such as at a software development firm.
• Example of a no schedule work arrangement: An employee may decide to work 16-hour days for 2 weeks and then not work at all for two weeks to complete a task with a four-week deadline.
• Example of a job that may have an no schedule arrangement: Translator.

14. Freelance

Non-traditional work arrangement where individuals are self-employed and work as independent contractors, not as employees. Freelancers typically work on a contract or project basis for one or multiple clients.

• Freelancers can generally set their own work schedules and decide when, where, and how much they work, depending on the terms of their contracts.
• Freelancers often set their own rate of pay.
  Work hours and income can sometimes vary greatly from week to week.
• Pay period: Per project, upon completion or other.
• Can be a good choice for businesses that require highly skilled workers on a periodic or part-time basis but want to avoid the administrative burden and financial cost of hiring, onboarding and training a new employee.
• Example of a freelance work arrangement: A manufacturing company with a small marketing department may hire freelance workers to help with specific marketing projects.
• Example of a job that can be done on a freelance basis: Graphic designer.

15. Seasonal

Employees on a seasonal work schedule work only during a particular season or time of the year.

• Pay period: Weekly or bi-weekly.
• Can be a good choice for companies that are only open for a few months each year, or for companies that have a busy season each year requiring additional staff, such as seasonal & tourism or hotels & hospitality
• Example of a seasonal schedule: A ski shop has a 10-fold increase in customer traffic triple during the winter months, so it hires seasonal staff during this period.
• Example of a job that can be done on a seasonal basis: Ski repair technician.

16. Remote work

Any work schedule where an employee works away from the place of business. Some companies allow employees to work remotely by choice while others require employees to work remotely full-time.

• The employer may provide employees their own work tools, reimburse employees fully or partially for providing their own tools, or not reimburse them at all.
• Employee work hours may be fixed or flexible.
• Pay period: Bi-weekly or monthly.
• Can be a good choice for companies with motivated and autonomous employees and the proper IT infrastructure to allow work to be done remotely in a productive and secure manner, such as offices & call centers
• Also a good fit for businesses that want to keep overhead costs low, such as homecare.
• Example of a remote work schedule: The marketing team at a national bank works remotely from home full-time, only coming into the office for special but infrequent meetings.
• Example of a job that can be done remotely: Mobile applications developer.

17. Telecommuting

Employees have the option to work remotely some or most of the time, but must work on site for a set amount of time each week or month.

• Pay period: Bi-weekly or monthly
• Can be a good choice for companies with motivated and autonomous employees and the proper IT infrastructure to allow some or all work to be done remotely in a productive and secure manner, such as offices & call centers.
• Telecommuting is often chosen over remote work by employers that want to promote team cohesion and a strong corporate culture.
• The employer may provide employees their own work tools, reimburse employees fully or partially for providing their own tools, or not reimburse them at all.
• Employee work hours may be fixed or flexible.
• Example of a remote work schedule: Employees work 8 am to 4 pm in the office on Mondays and Tuesdays to hold weekly meetings and handle tasks that can’t be done remotely, then work from home from 8 am to 4 pm the rest of the week.
• Example of a job that can be done by telecommuting: Accounts receivable clerk.

18. Customized schedule

Also called a personalized or tailored work schedule. Allows employees to choose their own schedule according to their own needs, subject to certain employer requirements, such as working a minimum amount of hours or days each week.

• Employee work hours may be fixed or flexible, work may be in-office or remote.
• Pay period: Weekly, bi-weekly or monthly.
• Good for businesses that prioritize employee well-being and work-life balance and where work can be done autonomously, such as cities & municipalities.
• Example of a customized work schedule: Employees with young school age children may work in the office from 9 am to 2 pm and from home from 8 pm to 10 pm, Monday to Friday
• Example of a job that can be done by telecommuting: Digital marketer.

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How to implement an alternative workweek schedule

Below is a general process for implementing an alternative workweek schedule (flexible work schedule). Keep in mind that your business may be subject to certain labor flexible work schedules or collective bargaining agreements that could govern this process.

Step 1: Determine which alternative workweek schedules are suitable and applicable for your business

• Review any applicable union regulations, labor codes, laws governing alternative workweek schedules, etc.
• Assess business needs to create an initial list of acceptable alternative workweek schedules.
• Decide if you will propose one or a variety of alternative workweek schedules to employees.
• Decide if employees must choose one option only or if they can switch from one flexible work schedule to another.
• Determine the method and tools you will use to manage the flexible work schedules.

Step 2: Identify employee groups

• Determine which employees or groups are eligible for an alternative workweek schedule.
• Consider conducting employee discussions or surveys to discuss the possibility of implementing one or more flexible work schedules. This can be a great chance to assess mood, identify preferences, and gather insightful feedback to inform decision making.

Step 3: Determine work week days and hours

Before presenting the flexible work schedules options to employees, look at what the workweek days and hours would be for each option.

• Identify potential impacts on areas such as:
• Employee recruitment and retention
• Team productivity and morale
• Staff scheduling and labor costs
• Material and human resources
• Overhead and operating costs
• Team management and oversight
• Performance targets and reviews
• Customer service and brand reputation
• Business performance and financial results
• HR administration
• Employment contracts and collective bargaining agreements

Make sure the benefits of the considered flexible work schedules option outweigh the potential negative impacts.

Step 4: Communicate the proposed schedule changes to employees in writing

• Formally present the list of approved flexible work schedules in writing to the affected employees. This list should also include the standard 40-hour, 9 to 5, if this schedule remains an option.
• Clearly outline how each proposed flexible work schedules option will affect employee wages, hours, and benefits.
• Specify the number of workdays and the number of work hours for each workday each week.
• Specify if employees have the option to switch between the approved flexible work schedules options and at what frequency (weekly or otherwise).
• Make sure this list is given to all affected employees.

Step 5: Hold pre-vote meetings

• Hold meetings with the affected employees.
• Discuss the effects of the proposed alternative workweek schedule on the employees’ wages, hours, and benefits.
• Include in the meetings a written disclosure detailing the above information.
• Ensure employees not attending the meetings also receive a copy of the written disclosure.

Step 6: Have employees vote for their preferred flexible work schedules options

• Have employees vote for their chosen flexible work schedules. This must be done before any flexible work schedule is implemented.
• In some instances, by law
  • Voting must be by secret ballot and take place at the worksite of the affected employees during regular work hours.
  • The employer must pay for all associated costs.
  • At least two-thirds of the affected employees in the work unit must vote for a flexible work schedule for it to be valid.

Step 7: Notify the affected employees and authorities of the results

• Notify the employees and any affected authorities of the vote results in writing.
• Specify in this notice the date on which the alternative workweek schedule will be officially implemented.
• Include contact information in the event of any questions.

Step 8: Implement the new alternative workweek schedule

If employee work hours will change under the new alternative workweek schedule, decide if this change will happen immediately or be gradually phased over a certain period of time, such as 30 days.

Step 9: Gather employee feedback

• Once the new flexible work schedules have been implemented, gather feedback from employees and track metrics to see if the new flexible work schedules are working out.
• Give employees multiple ways to share feedback, including anonymously.
• Hold one-on-one meetings with individual employees if necessary.
• If the new schedule is not working out, consider another flexible work schedule.

Step 10: Keep thorough records

Keep copies of alternative workweek schedule proposals, employee meeting communications, and vote results, as well as other supporting information and documentation, including documentation regarding hours and days worked and overtime pay. These can be kept in individual employee records or in the employer’s records.

Time accounting methods

Below are various methods you can use to track time and attendance once you have implemented your new alternative work schedules.

1. Manual timesheets

Employees manually enter their work start and end times each day, either a printed time card calculator or in a digital spreadsheet. While this method is simple and inexpensive, it can be time-consuming and prone to errors or dishonesty.

Download our free Excel time card calculator; create weekly or biweekly employee timesheets, including lunch breaks.

2. Time clocks

These can be either physical devices where employees punch in and out using cards or badges, or digital versions where employees clock in and out using a computer or mobile app on their cell phone.

3. Automated time and attendance systems

These digital systems automatically track and calculate work hours, overtime, and leave balances. They are a common tool found in most employee scheduling software and can often integrate with payroll systems to streamline the employee management process from scheduling through to payroll.

4. Biometric time systems

These use unique biological characteristics, such as fingerprints or facial recognition to verify an employee’s identity when they clock in or out. This can help to prevent “buddy punching” (where one employee clocks in or out for another).

5. GPS and location-based systems

These systems are useful for mobile or remote employees, as they can use GPS technology to track when and where employees are working.

6. Project management software

These tools often have built-in time tracking features, and can be particularly useful for businesses that bill clients by the hour, or for tracking time spent on specific tasks or projects.

7. Self-reporting

In some roles, particularly those where employees have a high degree of autonomy or flexibility, employers may rely on employees to report their own hours. This method requires a high level of trust and honesty from employees.

Ensure your chosen time accounting method complies with applicable labor flexible work schedules and regulations, respect employee privacy, and suit the nature of the work being performed.

Conclusion

Alternative work schedules offer a multitude of options beyond the traditional 9 to 5, accommodating diverse business needs and personal preferences. Whether it’s a fixed, flextime, compressed, or remote schedule, these arrangements can enhance work-life balance, productivity, and job satisfaction.

Remember that each schedule type comes with its own set of challenges and considerations, requiring careful management. To make the most of alternatives to a 9 to 5 work schedule, carefully assess business requirements and employee needs, and aim for an acceptable balance.

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