9 Day Fortnight

What is a 9 day fortnight?

A 9 day fortnight is a flexible work arrangement where employees work a full-time schedule over nine days within a two-week period instead of the traditional ten days. 

This model allows for an extra day off every fortnight (two weeks), giving employees an extra day off without cutting down on productivity or pay.

How a 9 day fortnight works

In a 9 day fortnight, the total number of work hours remains consistent with a standard full-time schedule, but these hours are distributed over nine days instead of ten. Typically, this involves extending the workday slightly so employees can accumulate enough hours to take an additional day off every two weeks.

However, the 9-day fortnight can also be set up by simply reducing work hours without any drop in salary. Employees will keep their regular hours and get every other Friday (or another day of the week) off. This approach is less common but still boosts productivity in the same ways.

9 day fortnight vs. 4 day work week: The differences

Benefits of implementing a 9 day fortnight

• Better work-life balance: By providing an extra day off every fortnight, employees can enjoy more personal time for family, hobbies, or rest, leading to better mental and physical health.
• Increase in productivity: Some studies suggest that compressed work schedules can lead to increased productivity. Employees might work more efficiently to complete their tasks within the shortened work period, knowing they have an extended break coming up.
• Talent attraction & retention: Offering a 9-day fortnight can make an organization more attractive to potential employees who value flexibility and work-life balance. 
• Environmental benefits: With one less day of commuting every two weeks, there’s a reduction in carbon emissions and traffic congestion. This not only benefits the environment but can also reduce transportation costs and stress for employees.

HR tip

Switching to a 9 day fortnight can boost employee wellbeing, spike productivity, and improve work-life balance. It also makes your company more attractive to top talent by showing you value their time and life outside of work.

How do you calculate a 9 day fortnight?

Here’s how to calculate a 9 day fortnight, assuming a standard workweek of 40 hours.

1. Total hours: First, determine the total number of hours an employee is supposed to work over the two-week period. For a standard 40-hour workweek, this would be 80 hours in two weeks.
2. Daily hours: Then, divide the total hours by 9 days to find out how many hours the employee needs to work each day during the 9 day fortnight.
3. Adjust schedule: The result will give you the number of hours the employee needs to work each day over the 9 days to maintain their full-time status and ensure all work hours are covered.

The formula

For a standard 40-hour workweek, an employee would need to work approximately 8.89 hours, or 8 hours and 54 minutes each day over the 9 days of the fortnight, to meet their total required hours.

Use the calculator below to get an idea of the working hours required for the 9 day fortnight:

9 day fortnight example

Here’s an example of how a 9 day fortnight work schedule could be implemented, assuming an employee typically works from Monday to Friday, with weekends off, and aims to work a total of 80 hours over a two-week period:

How to implement a 9 day fortnight: Tips for HR

1. Assess the suitability for your organization: Determine whether your business operations and employee roles are compatible with a compressed work schedule. Consider the potential impact on workload, client service, and whether tasks can be reorganized to fit the new schedule.
2. Consult with stakeholders: Engage employees, managers, and unions in discussions to ensure the proposed schedule change is feasible and beneficial. Conducting surveys or meetings to gather input and address concerns can help gauge interest and identify potential challenges.
3. Implement a trial period: Implement a pilot phase in select departments to help you identify potential hurdles and allow for adjustments before a full rollout. Collecting feedback to understand employee satisfaction and any impact on productivity.
4. Develop a clear policy: Develop a comprehensive policy that details the implementation of the 9 day fortnight. This should cover working hours, handling of overtime, and scheduling days off. 
5. Monitor and adjust: Establish performance metrics to evaluate the effect of the 9 day fortnight. This ongoing assessment will guide necessary adjustments to optimize the schedule.

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