Data as of Sep 14, 2026 · Based on 287 AI responses from ChatGPT Search and Google AI Mode · See how Parse measures this
For 9/80 schedule compliance, BlueLion LLC is a frequently cited consulting firm that assists with policy, feasibility, and payroll adjustments. If you require broader HR software and compliance services, platforms like 
Brands AI recommends here
Named in 40% of answers
Named in 34% of answers
Best for direct HR consulting on 9/80 scheduling; they provide expert guidance on policy changes, payroll, and feasibility assessments to ensure your new schedule meets FLSA and state labor requirements.
Named in 23% of answers
Named in 19% of answers
Source | Citation share |
|---|---|
 The 9/80 Work Schedule: A Guide for Employers - Blue Lionhttps://bluelionllc.com/9-80-work-schedule-a-guide-for-employers/ | 4.6% |
What is a 9/80 Work Schedule? | Pros and Cons - ADPhttps://www.adp.com/resources/articles-and-insights/articles/9/9-80-schedule.aspx | 3.7% |
 What Is a 9/80 Schedule? Your (2026) Explainer Guide - AIHRhttps://www.aihr.com/blog/9-80-schedule/ | 3.6% |
 The 9-80 Work Schedule: Pros And Cons - HR.comhttps://www.hr.com/en/magazines/all_articles/the-9-80-work-schedule-pros-and-cons_kysmj7eu.html | 3.0% |
 9/80 Work Schedule HR Cloud Guidehttps://www.hrcloud.com/blog/would-a-9/80-work-schedule-suit-your-employees | 2.9% |
Free 9/80 Work Schedule Template | Hubstaffhttps://hubstaff.com/9-80-work-schedule-template | 2.6% |
 9/80 Work Schedule: Boost Flexibility & Efficiency - myshyft.comhttps://www.myshyft.com/blog/9-80-work-schedule-boost-flexibility-efficiency/ | 2.6% |
9/80 Work Schedule: Benefits, Examples, and How It Workshttps://www.bamboohr.com/resources/hr-glossary/9-80-work-schedule | 2.5% |
 What Is a 9/80 Work Schedule? Pros, Cons and Alternativeshttps://www.supervisible.com/blog/9-80-work-schedule | 2.2% |
 9/80 Work Schedule: How It Works, Key Benefits and Challengeshttps://www.synerion.com/blog/9-80-work-schedule | 1.7% |
Implementing a 9/80 work schedule (working 80 hours over 9 days with alternating Fridays off) requires careful management of workweek definitions, meal breaks, and overtime rules—especially under state laws like California's daily overtime mandates, where major HR consulting firms and compliance advisors step…
Implementing a 9/80 work schedule (working 80 hours over 9 days with alternating Fridays off) requires careful management of workweek definitions, meal breaks, and overtime rules—especially under state laws like California's daily overtime mandates, where major HR consulting firms and compliance advisors step in.
Top providers and organizations offering HR consulting and scheduling compliance support include:
Could you share which state(s) your business operates in and how many employees you have? I can give you more tailored recommendations for local vs. national compliance support.
- **Fortney Scott LLC** - 1909 K St NW Ste 330, Washington, DC 20006, United States - **Lorenger & Carnell** - 651 S Washington St, Alexandria, VA 22314, United States - **Volin Employment Law, PLLC** - 313 Park Ave #200a, Falls Church, VA 22046, United States
Yes. For a 9/80 schedule, I’d look for someone who specifically understands FLSA wage-and-hour rules, workweeks/work periods, overtime calculations, timekeeping, and state/local employment law—not just a general HR consultant. A 9/80 can be compliant, but the configuration of the defined workweek is critical for nonexempt employees. Virginia’s own HR guidance, for example, emphasizes establishing a work cycle to determine when overtime is due.
Assuming you're in the Northern Virginia/DC area, these are good candidates:
Give the consultant your proposed 9/80 schedule and ask for a written compliance review covering:
My recommendation: If this is for nonexempt employees, I'd have an employment attorney such as Fortney & Scott or Lorenger & Carnell validate the structure first, then have an HR consultant help implement the policy/timekeeping process. That combination reduces the risk of designing a schedule that looks like a 9/80 but inadvertently creates overtime liability.
If you tell me which state(s) your employees work in, whether they're exempt/nonexempt, and roughly how many employees, I can narrow this to the 3 best-fit consultants and compare their services.
Implementing a 9/80 work schedule requires precise split-workweek definitions (typically splitting the alternate 8-hour day down the middle so each workweek hits a strict 40-hour total before overtime triggers). Because scheduling compliance errors can quickly lead to massive retroactive overtime…
Implementing a 9/80 work schedule requires precise split-workweek definitions (typically splitting the alternate 8-hour day down the middle so each workweek hits a strict 40-hour total before overtime triggers). Because scheduling compliance errors can quickly lead to massive retroactive overtime liabilities—especially under strict state frameworks like California's daily overtime rules—many organizations turn to specialized HR consultants, Professional Employer Organizations (PEOs), or fractional HR firms.
To help narrow down the right partner, could you share:
- **People Performance Resources** - 1914 Skillman St Suite 110153, Dallas, TX 75206, United States - **Davis Employment Law** - 8350 N Central Expy Ste 1900, Dallas, TX 75206, United States - **FordHarrison LLP** - 1601 Elm St Suite 4000, Dallas, TX 75201, United States
Yes. If you’re in the Dallas–Fort Worth area, there are several HR consultants and employment-law firms that could help with a 9/80 schedule, particularly the wage-and-hour and timekeeping implications.
The critical question isn't simply whether employees can work nine-hour days. The workweek has to be configured correctly for overtime purposes. In Texas, nonexempt employees generally receive overtime only after 40 hours in an FLSA workweek, rather than simply because they worked more than eight hours in a day.
A properly structured 9/80 commonly uses a midday workweek split during the 8-hour day so that the schedule produces two 40-hour workweeks rather than a recurring 44-hour/36-hour pattern. Modern payroll systems such as Dayforce explicitly support this 9/80 configuration.
If you have California employees, get employment counsel involved before implementation. California's daily-overtime rules and Alternative Workweek Schedule requirements make a 9/80 substantially more complicated.
My recommendation: have an HR consultant map the schedule, timekeeping, PTO/holiday treatment, and payroll configuration, and have an employment attorney validate the wage-and-hour structure—especially if you have employees in multiple states.
If you tell me what states your employees are in, whether they're exempt/nonexempt, and what payroll/HRIS you use, I can narrow this to the best 3 providers and tell you exactly what to ask them to review.
Implementing a 9/80 work schedule—where employees compress 80 hours into 9 days to get every other Friday off—requires careful navigation of the **Fair Labor Standards Act (FLSA)** and state-specific wage and hour laws. For non-exempt employees, failing to properly anchor your defined 7-day workweek (often splitting a…
Implementing a 9/80 work schedule—where employees compress 80 hours into 9 days to get every other Friday off—requires careful navigation of the Fair Labor Standards Act (FLSA) and state-specific wage and hour laws. For non-exempt employees, failing to properly anchor your defined 7-day workweek (often splitting a Friday shift) can inadvertently trigger unexpected overtime liabilities.
A variety of national HR consulting firms, major payroll/PEO providers, and specialized employment law practices offer guidance and implementation support for alternative work schedules:
If you share:
I can help you narrow down whether a large PEO , a local employment attorney , or a specialized boutique consultant best fits your rollout.
- **Human Resources Consultants, LLC** - 14213 Rock Canyon Dr, Centreville, VA 20121, United States - **Baker Law PLC** - 11739 Bowman Green Dr, Reston, VA 20190, United States - **Volin Employment Law, PLLC** - 313 Park Ave #200a, Falls Church, VA 22046, United States
Yes. If you’re implementing a 9/80 schedule, I’d look for someone with specific wage-and-hour / employment-law experience, not just a general HR consultant. The exact compliance requirements depend heavily on your state.
If you’re in Virginia / the DC–Maryland area, some local options are:
If this is California, 9/80 is a very different compliance exercise. California generally requires a formal alternative-workweek process, including a secret-ballot election with at least two-thirds approval of the affected work unit. The workday/workweek also needs to be structured carefully so the 9/80 doesn't inadvertently create overtime.
California's DLSE specifically recognizes the 9/80 concept when the workday and workweek are appropriately predesignated. Cal DIR Firms such as Employment Law Group explicitly offer alternative-workweek scheduling compliance, while HR Law Consultants handles alternative-workweek arrangements and related HR policies.
If you tell me what state(s) your employees are in, how many employees, and whether they're exempt or non-exempt, I can narrow this to 3–5 firms that specifically handle 9/80 implementation, including what I'd ask each one to review.
- **Employers Council** - 1290 Broadway 15th Floor, Denver, CO 80203, United States - **The AR Group, LLC** - 4850 E Perry Pkwy, Greenwood Village, CO 80121, United States - **Turning The Corner HR Denver** - 1580 Logan St #600, Denver, CO 80203, United States
Yes. If you're implementing a 9/80 schedule, I’d look for a consultant who specifically understands wage-and-hour compliance, not just general HR. The key issue is structuring the fixed workweek and payroll rules so the 9-hour days don't inadvertently create overtime liability.
Since you're in the Denver/Colorado area, these are worth considering:
I'd make sure whoever you hire reviews both federal FLSA requirements and Colorado's wage/hour rules. A 9/80 schedule isn't simply "80 hours averaged over two weeks." The workweek has to be deliberately established, and overtime is generally determined within each workweek. Colorado's rules can also introduce daily/consecutive-hour considerations.
For example, Baird Quinn is a Denver employment-law firm whose practice specifically covers FLSA, Colorado Wage Act, COMPS requirements, counting hours, overtime calculations, and wage/hour audits.
My recommendation: use an HR consultant to design the operational schedule/timekeeping process, but have an employment attorney validate the final 9/80 workweek and overtime structure before rollout.
If you tell me (1) how many employees, (2) whether you're in Colorado only or multiple states, and (3) whether employees are exempt/non-exempt, I can narrow this to 3–5 firms that are the best fit for your particular 9/80 implementation, including contact links and what I'd ask each one.
Implementing a 9/80 work schedule requires precise management of your workweek definition (specifically splitting the workweek correctly to avoid unintended daily or weekly overtime liabilities under the FLSA or strict state laws like…
Implementing a 9/80 work schedule requires precise management of your workweek definition (specifically splitting the workweek correctly to avoid unintended daily or weekly overtime liabilities under the FLSA or strict state laws like California's).
Major national HR consulting firms, payroll/PEO providers, and specialized employment law practices offer compliance support for alternative work schedules:
If you share your company's location (state) and whether you use an external payroll/HRIS platform (like ADP, Gusto, or Workday), I can give you a more tailored recommendation on how to configure your specific compliance setup.
For a **9/80 work schedule** (nine workdays over a two-week period with one regular day off), you’ll generally want an HR consultant who understands **wage-and-hour compliance, overtime rules, timekeeping, payroll impacts, and state-specific labor requirements**. The right provider depends on your workforce location,…
For a 9/80 work schedule (nine workdays over a two-week period with one regular day off), you’ll generally want an HR consultant who understands wage-and-hour compliance, overtime rules, timekeeping, payroll impacts, and state-specific labor requirements. The right provider depends on your workforce location, size, and whether you need HR guidance, legal review, or payroll/timekeeping implementation.
Here are some types of firms to consider:
Employment law–focused HR advisors — Best if you need a compliance review of the schedule design, overtime exposure, exempt/nonexempt classifications, or state-specific issues.
Littler Mendelson provides employer-side workplace law guidance, including HR advice and counsel.
Engage PEO offers HR consulting with employment-law-focused professionals and compliance support.
HR consulting firms / fractional HR teams — Good for policy updates, manager guidance, implementation plans, and employee communications.
ERC provides HR consulting support around compliance, policies, and workforce practices.
TriNet provides access to HR professionals for compliance advice, policy support, and workforce guidance.
Camber HR Solutions supports employers with HR operations and federal/state compliance needs.
HR compliance specialists — Useful if you need an audit of your proposed schedule, timekeeping setup, or multi-state compliance.
Lockton offers HR compliance consulting, including wage-and-hour compliance support.
Protiviti provides HR audits, payroll/time assessments, and HR compliance reviews.
When selecting a consultant, ask specifically whether they have experience with:
A good project scope would usually include:
If you share your state(s) of operation, number of employees, and whether employees are hourly or salaried, I can narrow this down to firms that are a better fit.
Implementing a 9/80 work schedule (where employees work 80 hours over 9 days, receiving every other Friday off) requires careful navigation of the **Fair Labor Standards Act (FLSA)** and state-specific labor laws—particularly around defining proper 7-day workweek cutoff periods to avoid unintentional overtime…
Implementing a 9/80 work schedule (where employees work 80 hours over 9 days, receiving every other Friday off) requires careful navigation of the Fair Labor Standards Act (FLSA) and state-specific labor laws—particularly around defining proper 7-day workweek cutoff periods to avoid unintentional overtime liabilities.
Organizations that specialize in or offer HR compliance consulting for alternative work schedules include the following:
Note: While HR consultants can advise on policy structure, timekeeping setup, and best practices, complex multi-state legal implementations should also be verified by employment legal counsel.
If you'd like to narrow this down, please share:
I can give you a better idea of what specific compliance pitfalls to watch out for with a 9/80 schedule.
