When we first explored the idea of a 32-hour, 4-day workweek, we looked at the broader implications for employers and employees alike—highlighting both the appeal of a better work-life balance and the real risks of rising labor costs and staffing complexity.
Now, by popular demand, we take a closer look at how this plays out in 24/7 operations—and what leaders need to weigh as interest in this concept continues to grow.
The Future of Work Is Shrinking
Momentum is building behind the idea of a shorter workweek—specifically, a 32-hour threshold before overtime kicks in. U.S. lawmakers have introduced related legislation, and global pilot programs have shown promising results: higher employee satisfaction, improved work-life balance, and even productivity gains.
While this shift is relatively straightforward for office environments, continuous operations—such as manufacturing, logistics, and food processing—face a more complex challenge:
How can a 24/7 operation maintain full coverage and control labor costs if every hour beyond 32 requires overtime pay?
How Schedules Work Today
Most companies use one of two basic scheduling models:
Monday–Friday Systems (1, 2, or 3 Crews)
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- Typically 8-hour shifts
- Covers 40 hours per week per employee
- No built-in overtime
- Common in non-continuous operations
- 24/7 Systems (4 or 5 Crews)
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- Designed to cover every hour of the week
- 4-Crew Systems: Average 42 hours/week per employee, with alternating 36- and 48-hour weeks (some built-in overtime)
- 5-Crew Systems: Average 41.6 hours/week, using the fifth crew for training and relief
- These models are optimized for the current 40-hour threshold. But if the overtime trigger drops to 32 hours, the math—and the economics—change significantly.
The Cost of Compliance
If a 32-hour workweek becomes law, any hours worked beyond that would require overtime pay. For 24/7 operations, this presents two options:
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- Absorb higher labor costs, or
- Redesign schedules to reduce weekly hours without sacrificing coverage.
- Which Models Can Adapt?
Here’s how different crew models stack up under a 32-hour threshold:
1, 2, or 3-Crew Systems
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- Option 1: Keep schedules unchanged. Employees work 40 hours, but 8 are now overtime—resulting in a 10% pay increase and higher labor costs.
- Option 2: Redesign schedules to cap at 32 hours. Requires hiring more staff and managing staggered days off—also increasing costs.
4-Crew Systems
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- Currently average 42 hours/week with 44 hours of pay.
- Under new rules, pay would rise to 47 hours for the same work—a 6.8% increase.
- Avoiding overtime would require complex overstaffing strategies that may not yield financial benefits.
5-Crew Systems
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- Most adaptable to change.
- If all 5 crews are used for coverage (instead of reserving one for relief/training), each crew would average 33.6 hours/week.
- Only 1.6 hours of overtime per week—significantly reducing cost impact.
- However, this sacrifices training and relief capacity, potentially requiring a 6-crew model—a concept not yet widely adopted.
Strategic Action: What Leaders Should Do Now
To prepare for a potential shift, organizations should:
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- Audit current schedules: How many employees regularly exceed 32 hours?
- Model alternatives: What would a 5-crew rotation look like in your operation?
- Evaluate trade-offs: Is it more cost-effective to pay overtime or hire additional staff?
- Think beyond cost: Consider fatigue, turnover, and how your choices impact your ability to draw top talent.
Proactive planning will position your organization to adapt quickly—whether or not a mandate arrives.
Our Perspective: Shiftwork Solutions
At Shiftwork Solutions, we’ve helped 24/7 operations across the country design sustainable, cost-effective schedules. With our data-driven modeling tools, we help businesses:
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- Balance labor costs with operational needs
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- Design schedules that support employee well-being
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- Navigate major transitions with minimal disruption
Let’s map out your options—while you still have time to shape the outcome. Whether you’re preparing for a 32-hour workweek or simply exploring alternatives, we can help you get ahead. Call us now at (415) 763-5005, or complete our contact form, and we’ll reach out to you.
