15 types of work schedules: how to choose the best and tips

There's more to making the right work schedule than simply setting hours. It involves carefully balancing business needs with employee productivity. The type of work schedule you implement for your team can impact everything from operational efficiency to employee satisfaction and retention.

For HR managers and small business owners, choosing the right work schedule can play a major role in reducing turnover, streamlining payroll, and improving compliance with labor laws. However, there are many different work schedule options to choose from. So, it's important to find the one that aligns best with your workforce and industry.

In this guide, we go over what a work schedule is, the most common types of work schedules, their benefits, and how to create a work schedule that keeps your team engaged and your business running smoothly.

What is a work schedule?

A work schedule defines the days, hours, and shifts an employee works. It details when work begins and ends, ensuring businesses have the right people in place to meet operational demands.

Work schedules vary across industries. Retail and healthcare rely heavily on shift work to cover operations 24/7, while full-time work in corporate settings typically follows a Monday through Friday structure. Some industries use seasonal work to accommodate fluctuating demand, while others opt for flexible arrangements like compressed workweeks or freelance schedules.

The right work schedule balances employer needs with employee well-being. It helps business operations run efficiently while giving employees predictable hours and work-life balance.

3 benefits of employee work schedules 

Beyond outlining work hours, a structured work schedule can create consistency, improve efficiency, and contribute toward employee engagement and the smooth running of a business. Here are three major benefits of work schedules for HR managers and small business owners:

1. Reduced employee turnover 

Predictable scheduling improves employee satisfaction. When businesses provide employees with clear schedules, they can reduce burnout and improve retention. Employees who know their work schedule in advance can better balance their personal and professional lives. In turn, this can lead to higher job satisfaction and lower turnover rates.

Flexible scheduling options, such as rotating shifts or compressed workweeks, also help employers accommodate diverse employee needs. This can help to keep them engaged and less likely to seek other job opportunities.

2. Streamlined payroll management 

A well-organized work schedule can simplify payroll by accurately tracking hours worked, overtime, and shift differentials. Whether a business follows a Monday through Friday workweek, relies on night shifts, or manages on-call employees, structured scheduling can help ensure accurate pay while reducing payroll discrepancies.

Automating scheduling through employee scheduling software removes the burden of manual tracking. Instead of juggling spreadsheets, businesses can sync schedules directly with payroll. This integration helps to make sure that hours worked match pay calculations, saving time and minimizing administrative work in the process.

3. Improved compliance 

Following labor laws and industry regulations can be much easier with a structured work schedule. Businesses must comply with overtime rules, break periods, and hours per week limits to avoid legal risks and fines.

For example, industries that rely on shift work, split shifts, or seasonal work must make sure that scheduling aligns with labor laws regarding maximum work hours and required rest periods. Using scheduling software with compliance tracking can take the heavy lifting out of staying within legal guidelines while optimizing workforce productivity.

15 Types of work schedules 

Work schedules come in many forms, each suitable for different industries, business models, and employee needs. Some schedules offer predictability. Others provide flexibility for both employers and employees. Below are 15 common types of work schedules, along with their benefits:

1. Standard 

A standard work schedule usually runs on a Monday through Friday structure, with employees working set hours each day, typically nine-to-five or another eight-hour block. This setup keeps operations predictable and aligns with business hours in industries like finance, law, and education.

Benefits:

• Provides structure and stability for employees
• Makes workforce planning easier for businesses
• Keeps business hours in sync with customer expectations

2. Fixed

A fixed schedule keeps an employee’s work hours and days the same each week. This consistency eliminates the need for weekly scheduling changes and suits businesses that require a steady workforce. For instance, retail stores, call centers, and healthcare facilities.

Benefits:

• Gives employees a set routine for better work-life balance
• Simplifies workforce management and shift planning
• Ensures consistent staffing levels during key business hours

3. Full-time

A full-time work schedule typically includes 40 hours per week, though some businesses set the requirement lower. Full-time employees usually receive benefits like health insurance, paid time off, and retirement plans. As such, this work schedule can be desirable for long-term workforce stability.

Benefits:

• Provides employees with financial security and benefits
• Creates a reliable workforce for businesses
• Supports structured team collaboration and productivity

4. Part-time 

A part-time work schedule requires fewer hours than full-time, with part-time employees working anywhere from a few hours per week up to 35 hours per week. Businesses often use part-time roles to fill peak demand periods. This typically takes place in retail, hospitality, and customer service.

Benefits:

• Gives employees flexibility for personal commitments
• Helps businesses manage labor costs efficiently
• Supports coverage for weekends, holidays, and peak seasons

5. Shift 

A shift work schedule divides the day into blocks, covering different time slots, including night shifts. Some businesses operate split shifts. This is where employees work non-consecutive blocks in a day. Essential services like hospitals, security firms, and manufacturing plants make common use of this model to run operations 24/7.

Benefits:

• Keeps businesses running beyond standard office hours
• Offers employees more shift options to fit their needs
• Balances workloads by distributing tasks across multiple teams

6. Freelance 

Freelancers set their own hours and complete tasks based on deadlines rather than fixed shifts. Industries like writing, graphic design, and consulting usually rely on freelance workers to handle project-based work without permanent employment commitments.

Benefits:

• Gives workers control over their workload and hours
• Helps businesses scale staffing needs without full-time hires
• Reduces costs by hiring on an as-needed basis

7. Seasonal

A seasonal work schedule applies to short-term employment needs, such as holiday retail positions, summer tourism jobs, or tax season accounting roles. Employers hire workers for a set period, adjusting workforce size based on seasonal demand.

Benefits:

• Helps businesses handle seasonal workload spikes
• Provides temporary income for workers with flexible availability
• Eliminates long-term payroll obligations for employers

8. 40 hour work week

A 40-hour work week schedule, common in corporate environments, requires employees to work a full schedule spread across five days, often Monday through Friday. Some companies offer flexible start and end times. Others enforce strict work hours.

Benefits:

• Ensures full coverage during business hours
• Creates a predictable routine for employees
• Balances productivity and workload evenly throughout the week

9. Compressed 

A compressed schedule condenses full-time hours into fewer days, such as four 10-hour shifts instead of five eight-hour shifts. Many industries use this format to offer employees extended weekends while maintaining productivity.

Benefits:

• Gives employees extra days off without reducing earnings
• Increases productivity with fewer transition periods between workdays
• Reduces commuting time and costs for workers

10. 2-2-3 shift 

The 2-2-3 schedule follows a rotating cycle where employees work two days, take two days off, then work three days, alternating between day and night shifts. Manufacturing and emergency services frequently use this system to maintain 24/7 coverage.

Benefits:

• Spreads shifts evenly to prevent burnout
• Guarantees employees regular time off
• Provides around-the-clock staffing without excessive overtime

11. 4-3-4 schedule

A 4-3-4 shift schedule divides the workweek into two alternating blocks, with employees working four days on, three days off, then four days on again. This structure offers extended breaks while providing full coverage.

Benefits:

• Improves work-life balance with frequent extended breaks
• Reduces scheduling gaps in industries with long operating hours
• Keeps operations running efficiently with rotating coverage

12. Overtime

An overtime schedule requires employees to work beyond their contracted hours, either voluntarily or as a business necessity. Some industries rely on overtime during peak demand, while others use it to cover staffing shortages.

Benefits:

• Increases employee earnings through overtime pay
• Helps businesses meet deadlines without hiring additional staff
• Provides workforce flexibility when unexpected demand arises

13. On-call 

An on-call schedule requires employees to remain available outside of normal working hours, responding to urgent business needs. Medical professionals, IT support, and emergency responders often follow this model.

Benefits:

• Helps with rapid response to urgent situations
• Provides employees with additional income opportunities
• Helps businesses cover unexpected staffing gaps

14. 9-80 shift 

A 9-80 shift compresses 80 hours per two-week period into nine workdays instead of 10. Employees work nine-hour shifts Monday through Thursday and eight hours on alternating Fridays, earning an extra day off every two weeks.

Benefits:

• Offers employees a long weekend every other week
• Increases flexibility without reducing total work hours
• Helps businesses maintain productivity while supporting work-life balance

15. Rotating 

A rotating shift schedule cycles employees through different shift times, such as morning, evening, and night shifts. Industries that operate around the clock, like transportation, security, and healthcare, often use this approach.

Benefits:

• Distributes work hours fairly among employees
• Prevents fatigue from working the same shift continuously
• Helps businesses maintain balanced staffing across all hours

How to make a schedule for employees: 5 steps

Building a work schedule requires careful planning to match business needs with employee availability. Irrespective of whether you are scheduling full-time employees, part-time employees, or managing shift work, you must create structured schedules that maintain productivity, prevent gaps in coverage, and avoid excessive overtime.

Here are five steps to follow to create an effective schedule that supports both operations and workforce stability:

Step 1. Identify the business needs

First, you need to determine the hours and coverage required to keep things efficient. This includes thinking about peak demand periods, customer traffic patterns, and legal requirements. For example, a retail store may need increased staffing during weekends and holidays, while a healthcare facility must maintain 24/7 coverage through shift work.

Understanding demand can help you schedule the right number of employees at the right times. Proper planning can reduce overtime, prevent understaffing, and align workforce allocation with business priorities.

Step 2. Analyze the workload of employees

Scheduling should reflect the actual workload of employees. A 40-hour work week divided among too few staff members can increase stress and overtime costs. On the other hand, overstaffing can lead to unnecessary labor expenses.

Assessing workloads can help you distribute shifts evenly and make sure that employees have the time and resources they need to complete tasks efficiently. In restaurants, for example, there may be a requirement for more staff during lunch and dinner rushes, while a slower mid-afternoon period may only need minimal coverage.

Step 3. List shift needs 

Each business has unique needs when it comes to shift structures. Some industries operate on a Monday through Friday schedule, while others rely on rotating shifts, split shifts, or overnight coverage. So, establishing clear shift requirements is an important step. It paves the way for structured workforce planning.

If your business requires on-call employees, for example, shifts should account for emergency coverage without overextending staff availability. Clearly defining shift expectations can help you prevent scheduling conflicts and promote consistent operations.

Step 4. Collect the employee preference

Employees perform better when schedules align with their availability and preferences. While you might not be able to accommodate every request, gathering input can be a great way to reduce last-minute changes and boost job satisfaction.

Holding periodic check-ins or using simple request forms enables employees to let you know of their preferred work hours, recurring commitments, or shift swap needs. Managers can then balance these preferences with business requirements, creating a work schedule that supports both operational efficiency and employee morale.

Step 5. Organize through employee scheduling software 

Manual scheduling increases the risk of errors, miscalculations, and administrative burdens. Employee scheduling software can put a lot of the process on autopilot. This can enable you to assign shifts, track hours worked, and steer clear of scheduling conflicts.

Integrating scheduling with payroll makes time tracking a lot simpler, takes the heavy lifting out of complying with labor laws, and reduces payroll discrepancies. A digital system can also provide real-time updates. This means that employees can always have access to their latest work schedules.

3 tips to choose an employee work schedule 

Below, you can find three important things to consider when choosing a work schedule that works well for your team:

1. Understand work schedule types 

Not every work schedule suits every business. Some companies need a structured Monday through Friday workweek. Others need rotating shifts to keep operations running 24/7. Having a clear understanding of the pros and cons of each work schedule type can help you select the best fit.

For example, retail stores often benefit from shift work because demand fluctuates throughout the day. But corporate offices typically use a standard work schedule to align with business hours. A solid grasp of the various scheduling options can help you set up your workforce in a way that boosts efficiency and productivity.

2. Consider legal requirements 

Work schedules must stay on the right side of labor laws that regulate overtime, required breaks, and maximum working hours per week. Ignoring these laws can lead to fines, legal disputes, and unhappy employees.

For instance, the Fair Labor Standards Act (FLSA) sets specific rules on overtime pay, while state labor laws may have additional break requirements. Businesses that rely on shift work or part-time employees must make sure that schedules meet legal standards while keeping operations efficient. Staying up to date on labor laws can prevent compliance issues before they come about.

3. Involve your team in the selection process 

Employees often perform better when they have some say in their schedules. Considering their availability and preferences when setting their work schedule can reduce turnover, prevent burnout, and improve morale. Gathering feedback doesn’t mean you have to relinquish all control to your employees, but it does help strike a good balance between business needs and worker satisfaction.

For example, if your business relies on rotating shifts, you can offer employees the option to swap shifts within a scheduling system. This can make it easier for them to manage their personal obligations without disrupting business operations. By involving your employees in scheduling decisions, you can contribute to a more engaged and reliable workforce.

Work schedules compliance

Employers must make sure that work schedules comply with labor laws. If they don't, they can face fines, lawsuits, and workplace disputes. Below are key regulations that have a direct impact on employee scheduling:

Fair Labor Standards Act (FLSA)

The FLSA sets federal standards for wages, overtime, and record keeping. All of these standards influence how businesses schedule employees.

• Overtime rules: Non-exempt employees must receive 1.5 times their regular pay for any hours they work beyond 40 in a workweek. Employers scheduling shift work, rotating shifts, or compressed schedules must make sure they track overtime properly.
• Break and meal periods: While the FLSA doesn't mandate meal or rest breaks, some states require them. Employers scheduling shifts must follow state-specific break requirements.
• Record keeping: Employers must keep accurate records of work hours. These records should include start and end times, to prove compliance with hourly limits, overtime rules, and fair pay practices.

Predictive scheduling laws (fair workweek laws)

Some states, like Oregon, and cities like New York City, San Francisco, and Chicago, have predictive scheduling laws. These laws require employers to provide work schedules in advance. These laws typically apply to retail, hospitality, and food service industries.

• Advance notice requirements: Employers must give employees their schedules at least seven to 14 days in advance (depending on the jurisdiction).
• Right to rest between shifts: Some laws prevent employers from scheduling "clopening shifts," which require employees to work a closing shift, followed by an opening shift, with less than 10 to 11 hours of rest in between.
• Penalties for last-minute changes: Employers making last-minute schedule changes may need to compensate employees with predictability pay.

Family and Medical Leave Act (FMLA)

The FMLA guarantees eligible employees unpaid, job-protected leave for medical or family-related reasons. While it doesn't directly regulate scheduling, it does impact workforce planning.

• Employers must accommodate employees who qualify for intermittent leave (e.g., reduced work hours for medical reasons).
• Scheduling systems should track employees who take leave to ensure compliance and prevent unfair scheduling practices.

State-specific break and rest period laws

Federal law doesn't require meal or rest breaks, but many states do. Employers must factor mandatory break periods into schedules.

• Meal breaks: States like California, New York, and Washington require unpaid 30-minute meal breaks after a certain number of hours worked.
• Rest breaks: States like Colorado and Oregon require paid 10-15 minute rest breaks for every four hours worked.

Americans with Disabilities Act (ADA)

The ADA requires employers to provide reasonable accommodations for employees with disabilities, which may include modified work schedules.

Examples of accommodations can include:

• Adjusted start and end times
• Flexible work schedules
• Reduced or alternate shifts for medical reasons

Occupational Safety and Health Act (OSHA)

While OSHA doesn't regulate scheduling, it requires employers to prevent work-related fatigue that could increase safety risks.

• Work hours and fatigue: Excessive overtime, back-to-back shifts, and night shifts without adequate rest can increase accident risks.

There are also industries with special scheduling rules, on the basis of health and safety:

• Trucking and Transportation: The Department of Transportation (DOT) limits the number of driving hours truck drivers can work per shift.
• Healthcare: Some states limit mandatory overtime for nurses and healthcare workers.

On-call scheduling laws

Some states restrict unpaid on-call scheduling, where employees must remain available for work without guaranteed hours. 

For example, in states like California and New York, businesses must compensate employees with "reporting time pay" when they schedule workers but send them home early or shorten their shifts. This makes sure employees receive pay for a minimum number of hours, even if they don’t work the full shift.

Collective bargaining agreements (union contracts)

Employers with unionized workers must follow scheduling rules outlined in collective bargaining agreements. These agreements often limit last-minute schedule changes, set overtime rates, and establish priority for shift assignments.

Easy work scheduling with Rippling 

Managing employee schedules doesn’t have to be time-consuming or overly complicated. With Rippling, you can automate scheduling, track time, and seamlessly sync payroll. And you can do it all in one unified system! Whether you're handling full-time employees, part-time employees, or shift work, Rippling makes it much easier to assign shifts, manage time-off requests, and stay compliant.

Rippling's employee scheduling software enables you to build work schedules around company policies and labor laws. Managers can set shift rules, enforce break policies, and reduce compliance risks with built-in labor law tracking. Employees get real-time access to their schedules, and the system automatically notifies them of any changes.

What's more, Rippling’s scheduling connects with its time and attendance software, so you can track worked hours in real-time and prevent payroll errors. Instead of juggling spreadsheets, managers can sync schedules directly to payroll, making sure that employees receive accurate pay for the hours they work. 

As an all-in-one workforce management platform, Rippling unifies HR, Payroll, IT, and Spend in one system, built on a single source of truth. This means there's no need for disconnected tools and manual data entry, giving you much more control over your workforce operations.

Work schedules FAQs

Can employers change work schedules without notice?

Work schedule changes depend on state laws, industry regulations, and company policies. Some states and cities enforce predictive scheduling laws, requiring employers to give advance notice before making adjustments. If no law applies, businesses may legally change an employee’s schedule. However, it's important to note that frequent last-minute changes can increase turnover and reduce morale.

Employers should establish clear policies outlining how and when types of work schedules may shift. Using employee scheduling software can help provide real-time updates and reduce unnecessary last-minute disruptions.

What legal rights do employees have regarding schedule adjustments?

Employees have legal rights based on federal, state, and local regulations. While no federal law mandates advance scheduling notice, many state and city labor laws protect workers from last-minute schedule changes.

For example:

• Predictive scheduling laws in states like Oregon and cities like New York and San Francisco require businesses to provide schedules in advance.
• "Right to rest" laws prevent back-to-back shifts with inadequate break time between them.
• On-call scheduling laws require businesses to compensate workers if they schedule them but send them home early or cancel their shift without sufficient notice.

How to define a process for requests on employee schedules?

Having a good process in place for handling work schedule requests can help to keep things fair and organized. Employees should have a clear, straightforward way to request shift swaps and time off, or update their availability. And managers should have a solid system in place to review and approve them efficiently.

Here’s how to create a structured approach:

• Set clear policies: Decide how far in advance employees need to submit requests and what qualifies for approval.
• Use a central system: A scheduling platform makes it easier to track and manage requests without back-and-forth emails.
• Define approval criteria: Consider business needs, staffing levels, and fairness when deciding whether to approve a request.
• Offer flexibility where possible: Allow shift swaps or adjustments for part-time employees to improve work-life balance.

When businesses have a straightforward request process, they can reduce miscommunication, avoid last-minute scheduling issues, and create a much smoother workflow for everyone.

This blog is based on information available to Rippling as of March 24, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.