Opinions on a 9 day fortnight

[cwtchesandprosecco]

The TLDR: Do you think a nine-day fortnight makes someone look less committed than someone who works full time?

I’ve been toying with the idea of asking for a nine-day fortnight for a while. My role means that I basically already do the required ‘extra hours’, but still work the 10th day anyway. My organisation does have a big thing about flexible working/ wellbeing/ alternative working patterns so I think actually getting it approved wouldn’t be an issue. I’m more worried about the perception that comes with it.

I’m really tempted to request it, but can’t shake the worry that I’ll be thought of as less committed or available. I’m really ambitious and want to progress in my career, and know that it’s a (relatively) small world so I don’t want anyone to think that of me. I think part of my reservation is that most people I know who do this have children, and it’s therefore seen as somehow more legitimate (I know that shouldn’t be the case.) I don’t think I’d do anything particularly amazing with my extra 2 days a month but I think it would help with my mental health to have a few days where I don’t have to be on constant teams calls, and I have the house to myself because everyone else is at work!

Really grateful for any thoughts. Does anyone else work a nine-day fortnight?

Thanks!

I worked a 9 day fortnight for a while but in the end found it was more trouble than it was worth. I always came back to tons of emails, kept missing meetings and having to hand over stuff to someone else. So I stopped doing it. I don't see people as less committed but the 'less available' factor is unavoidable.

I don't think it makes employees less committed, but it didn't work for me because I ended up working on the bloody tenth day anyway to some degree.

I wouldn't be concerned about not having kids. Flexible working is meant to be available to all not just parents. If your firm doesn't see that then the flexible working policy is just talk and you should challenge it.

Thanks both! Your replies are largely in line with my thinking. It would be so nice to have every other Friday off though!

I have worked 0.8 and people understand you aren't in every Friday but I think it would be harder for them to remember which one of two you weren't in.

Our organisation has lots of different options for flex working arrangements. A lot of people work the equivalent of a 9 day fortnight simply by using flex. I don't think less of anyone who chooses an alternative working arrangement as long as they are clear when they're available (hours on signature is good). I also find that Fridays are usually quiet with few meetings so those who don't work Fridays don't really miss out. I don't have children but wouldn't worry about asking for the change in working pattern if it worked for me. I know people who do that to fit in their outside interests like writing, or riding or volunteering. Good luck!

I worked a 9 day fortnight after DC1, currently on mat leave with DC2 and considering dropping to 0.9 over 4 days instead, as PP suggested, noone (including my boss who had it in his calendar) could remember if I was in or not on that Monday! Also, weekly meetings I only made every other whereas if I'm not in at all, it's easier to assert yourself that it needs to be on a different day if they want me to attend.

In terms of "parents only", I honestly think the more non parents request flexible working,the better it is for everybody as it stops stigmatising parents (let's face it, usually mothers).

I do it, as do most of my team. It’s excellent. A long weekend every other week. We always partner two people to work opposite and provide cover. We normally work very long hours quite often and very limited opportunities to take time back. It does reduce that a lot and gives better balance.

I have done it, as have a lot of my team. The only point we made is that they couldn’t expect Monday’s and fridays off all the time, we rota’d The days off as everyone wanted Monday’s and Fridays

One of my colleagues used to do that and it really pissed off the rest of the team. Fair enough if you only get paid 9/10ths of the wage but we all ended up covering for him on the 10th for exactly the same salary. He didn’t work any longer than the rest of us on the other 9’days

He ended up being managed out, partly due to lack of commitment. I don’t know that his working pattern impacted that though

I do this and I love it!
It makes my holiday allowance last longer too because I don't need to take the odd day off to take my mum out or something. I just arrange things for my day off.

It depends on your sector I think. I'm in the public sector and there are so many different flexible working arrangements. Nobody would bat an eyelid at a nine day fortnight. But it will depend a lot on the culture of your own organisation.

My personal experience though is that it's less about the perception of others and more about your own ability to "switch off" and set boundaries. I always thought part time sounded great until I did it but I actually find it pretty stressful as you always come back after a non working day to loads of unread emails and I find myself worrying about work on my days off.

I have every other Wednesday off - it's like having an extra weekend

In terms of "parents only", I honestly think the more non parents request flexible working,the better it is for everybody as it stops stigmatising parents (let's face it, usually mothers).

I totally agree with this. As a parent myself I have no issue with non parents requesting flexible working.

I'm just going back up to full time mostly because my youngest is in school but it with with a bit of a sigh of relief as I am sick of having a mountain of emails on a Tuesday and not being properly briefed on things that have happened. If you have flexi I would use that as it specifically allows this sort of flexibility.

I don't think it necessarily shows a lack of commitment though.

I did a 4 day week for 9 years - at Director level; did me no harm at all and was great for work/life balance

Occasionally did a few extra hours but sometimes a few less. You get used to planning, efficiency and flexibility

If you can go for it and know your work won't suffer I would do it. No one retires thinking oh I wish I'd worked those extra days for no reason...

DH and I do this, on a compressed hours basis. We decided that we wanted to spend more time with the kids, but didn't want to be paid less as we knew that our roles wouldn't be reduced if we asked for 0.9.

It obviously depends on your role and employer. DH and I are quite senior and I would say its really, really hard work, because you have to do the additional hours plus the normal extra hours you would do. For us this means we have really good and really expensive wrap around care 4 days a week and one of us usually starts work at 6 am. It's rare for us not to do some work early morning/ nap time/ late evening (or when in the park etc) on that Friday. The 4 day week can also be pretty stressful.

That said we get to spend proportionally more time with the kids and so it's worth it for us, it's just pretty brutal.

A couple of people in my team have gone down to 0.9 but no one more law has asked to do it on a compressed hours basis - I expect because they see how tough it is.

It's refreshing to have a thread where people admit that working compressed/part time hours can actually be stressful! I feel like nobody ever says this in "real life". I find it's worth it overall but I do think it has its downsides.

Most people would book a Monday or Friday off work when using annual leave so I don't feel this would be much different. Hell, in our office some people seem to book every other Friday off as either leave or flexi time. I work Mon-Thurs and do come into more emails on Mondays but I just start slightly earlier to whizz through them.

Most people would book a Monday or Friday off work when using annual leave so I don't feel this would be much different.

It may depend on the job, but I found there was a difference - the 8 hours' work you'd normally do on a Friday has to be evident in the other 4 days if you are working a compressed week, whereas if you've booked that 8 hours as leave, you don't have to account for it. Also 'I can't make Big Important Meeting because I'm on holiday' = 'Fine, ask someone to attend on your behalf' but 'I can't make Big Important Meeting because I'm on my non-working day = 'Couldn't you come in just for two hours?' (not saying that's right, but that's how it was for me).

I did this before having DC, it worked fine. Definitely agree with the PP about putting your hours in your email signature, and put an out of office stating it’s your non working day. It wasn’t a problem and did open me up to the practicalities of compressed working which I found a useful insight when I went on to have DC.

I have also managed people who do compressed fortnights, it was annoying as it was a small percentage of the team and it meant I had to choose to either refuse holidays sometimes or have less staff in on someone’s non working day. But that wasn’t the persons fault and I didn’t judge them for that, perhaps if more people had asked for flexible hours it would have balanced itself out then.

I chose Wednesdays as my day off because, at the time, so many people chose to wfh on a Friday, the office was really quiet - it almost felt like a non-working day anyway. People tended to drift off early.

I'm talking about the dark ages - 2019 - when we didn't have Teams and it wasn't so easy to contact or collaborate with people who weren't in the office with you.

Mondays were almost as bad. We have lots of contractors where I work, who often live a long way away, and who chose to travel on Mondays and Fridays and make up the hours with 3 long days in the middle. )I expect that working pattern is buggered now that we're all wfh, every day!)

I do it and love it! As do most of my team. Our work is quite flexi so people do 4 day weeks, 9 day fortnights plus other combinations to suit.
Calendars set up to clearly show when your not in the office.
I guess it would depend on your organisation but honestly if your doing the hours anyway I’d go for it!

I have gone to a four day week but have Monday off. Suits me when helping older family members, and seems to have been accepted without comment.

It only works when everyone does it. Including the leaders.

Had a very productive and healthy stint at one job doing a nine day fortnight. I was never sick, I 100% did everything in the nine days, was happy to attend evening events (no time back) and was bursting with creativity. Then we got a new MD who took it away and morale (and productivity) dropped like a stone.

And do you work for one of those companies who are very keen to push wellbeing but still expect everyone in from 7am-7pm? Cos that'll completely undermine it.

I recently started a care job and work 13.5hr shifts;

week 1; tuesday/friday/saturday/sunday
week 2; wednesday/thursday

After working 55-60hr week for the last eight years I love it...long shifts but lots of time off