Working 9-5 just isn’t for everyone — that’s why alternative work schedules are gaining popularity. In this guide, we’ll tell you everything you need to know about alternative workweeks, from compressed scheduling to flextime.

The Big Picture

• “Alternative work schedules” is an umbrella term for any schedule that deviates from the traditional 40-hour workweek or 8-hour workday.
• An alternative work schedule can be flexible or fixed, and includes both compressed schedules and flextime.
• Alternative scheduling can boost productivity and employee wellness when implemented correctly alongside good workplace culture.

Other Flexible Schedule Types

Other types of flexible work schedules may or may not require employees to work 40 hours a week (or 80 hours per pay period). Some of these alternative types of flexible work are becoming increasingly popular, especially in remote and hybrid work environments.

Requesting an Alternative Work Schedule

If you’d like to work an alternative schedule, the first step is to do your research. With so many different examples of AWS, you’ll need to know exactly which arrangement will be conducive to your productivity and work/life balance.

Likewise, you’ll need to be realistic about your request. Is your idea of an AWS something that can be implemented office-wide? Federal regulations state that employers are required to make AWS available to entire employee groups. Likewise, while your employer may be willing to extend additional flexibility to you due to extenuating circumstances, they may be concerned about perceptions of favoritism.

Here are 5 tips for requesting an alternative work schedule from your employer:

1. Be specific. Define the type of work schedule you’d like. Give concrete examples of the days/times you’ll be working.
2. Compromise. Decide what you’d be willing to give up to make an AWS work. Your employer may need to meet you halfway to meet your request.
3. Bring statistics. Emphasize that an AWS can actually bolster productivity. Cite research when making your pitch — we have some examples later in this article.
4. Be transparent. Tell your employer why an AWS will benefit you. No need to overshare — just share your perspective so that your employer understands your reasoning.
5. Request a trial. Your employer may be hesitant to make a big change to scheduling. Instead, ask to try an AWS for a short period, then reassess whether the new structure is working.

Implementing an Alternative Work Schedule

Before you implement an alternative work schedule, you’ll need to make sure it doesn’t violate state or federal labor regulations. For example, California has a strict protocol for implementing AWS. On the other hand, flexible arrangements (like remote work) can be implemented immediately — with the right execution.

Here are 5 tips for implementing an alternative work schedule for your employees:

1. Listen. Before making the switch, ask your employees for feedback on your current schedule, and what their ideal alternative might be.
2. Make a plan. After gathering feedback, create a detailed plan of how the new schedule will work, and share it with your employees.
3. Communicate. Don’t just send a mass email alerting everyone to an imminent change. Hold team meetings to talk about why you’re considering the switch.
4. Take a vote. Make sure the majority of your employees are on board for the switch. In some cases, a vote is mandated by state law.
5. Run a trial. Before permanently committing to it, run a short-term trial of an AWS. Collect feedback about the schedule before, during, and after the trial is completed.

How an Alternative Workweek Boosts Productivity

The COVID-19 pandemic spurred many traditional workplaces to consider alternative workweeks. Many workplaces noted a decline in productivity in flexible work arrangements during the pandemic. This may be related to stress caused by a public health crisis, as the studies above indicate a strong relationship between employee wellness and productivity.

Good workplace culture is an important factor in employee productivity, regardless of schedule. For now, more research is needed on the benefits (and challenges) of alternative workweeks, flexible schedules, and remote/hybrid work schedules.

Overtime and Alternative Work Schedules

One of the biggest concerns for implementing an alternative work schedule is overtime pay. The Fair Labor Standards Act (FLSA) requires overtime pay for non-exempt employees after 40 hours are worked in a week. Certain U.S. states and territories require overtime pay to kick in after a certain number of hours are worked in a single day.

California has one of the most complex overtime laws. In essence, California mandates overtime pay at a rate of time and a half after 8 hours are worked in a single workday, and double time after 12 hours are worked in a single workday. California’s overtime law has exceptions for alternative work schedules, but requires an AWS to be “validly adopted” through an election procedure.