Data as of Aug 25, 2026 · Based on 271 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 37% 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 24% of answers
Named in 17% 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 Guidehttps://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 | 3.0% |
Free 9/80 Work Schedule Template | Hubstaffhttps://hubstaff.com/9-80-work-schedule-template | 2.7% |
 9/80 Work Schedule: Boost Flexibility & Efficiency - myshyft.comhttps://www.myshyft.com/blog/9-80-work-schedule-boost-flexibility-efficiency/ | 2.7% |
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% |
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.
- **Eventure HR, LLC** - 16850 Collins Ave Ste 276, Sunny Isles Beach, FL 33160, United States - **PrestigePEO** - 8751 W Broward Blvd #207, Plantation, FL 33324, United States - **Danz Law, PLLC** - 1900 N Commerce Pkwy, Weston, FL 33326, United States
Yes. If you’re implementing a 9/80 schedule, I’d use someone with wage-and-hour / employment-law expertise, not just a general HR consultant. The right advisor should review the schedule design, workweek/workday definitions, overtime treatment, timekeeping, payroll configuration, and employee communications.
Since you appear to be in South Florida, a few nearby options worth contacting are:
If your employees are in California, don't implement a 9/80 based simply on federal FLSA rules. California treats this as an alternative workweek schedule with specific requirements. A valid arrangement generally requires a properly conducted two-thirds secret-ballot election, advance written disclosure, and careful designation of the workday/workweek. California specifically recognizes a properly structured 9/80 arrangement, including the unusual split of the Friday hours across two workweeks.
The California Chamber of Commerce likewise recommends legal counsel because failure to satisfy the alternative-workweek requirements can invalidate the arrangement and expose the employer to back overtime.
If you tell me (1) what state(s) your employees work in, (2) approximately how many employees, and (3) whether they're hourly/nonexempt or salaried/exempt, I can narrow this to the best 3–5 consultants/law firms for your situation and identify which ones specifically advertise 9/80/alternative-workweek expertise.
Implementing a 9/80 work schedule—where employees work 80 hours over 9 days with alternating Fridays off —requires careful structuring of your official FLSA workweek definition to avoid unintended overtime…
Implementing a 9/80 work schedule—where employees work 80 hours over 9 days with alternating Fridays off —requires careful structuring of your official FLSA workweek definition to avoid unintended overtime liabilities.
Major HR consulting firms, legal advisory groups, and specialized workforce management practices assist organizations with complex scheduling compliance:
If you'd like to narrow this down, please let me know:
Several reputable HR consulting firms and specialized labor law advisors offer compliance consulting specifically for implementing a 9/80 work schedule. Because the Fair Labor Standards Act (FLSA) dictates that a standard workweek cannot exceed 40 hours without triggering overtime , a 9/80 schedule requires a strict…
Several reputable HR consulting firms and specialized labor law advisors offer compliance consulting specifically for implementing a 9/80 work schedule. Because the Fair Labor Standards Act (FLSA) dictates that a standard workweek cannot exceed 40 hours without triggering overtime , a 9/80 schedule requires a strict "workweek split" (usually mid-day on the working Friday) to remain legal.
The primary compliance providers and resources to safely implement this schedule include:
If you already use an all-in-one HR platform, their specialized compliance or premium advisory branches handle these exact setups:
If you operate in states with strict daily overtime laws—such as California (where any shift over 8 hours normally triggers overtime unless a formal Alternative Workweek Schedule election is held)—you should bypass standard consultants and hire management-side labor attorneys to draft the policy. Top national firms include:
Critical Compliance Checklist for Your Consultant
When you engage an HR consultant, ensure they address these three make-or-break compliance areas:
To help point you toward the most relevant resource, what state(s) are your employees located in, and do you employ non-exempt (hourly) workers who will be using this schedule?
Yes. Since you’re implementing a **9/80 compressed workweek**, I’d look for someone who specifically understands **wage-and-hour compliance, workweek definitions, overtime, timekeeping, and state-specific alternative workweek rules**—not just a general HR consultant. One important distinction: federal FLSA rules…
Yes. Since you’re implementing a 9/80 compressed workweek, I’d look for someone who specifically understands wage-and-hour compliance, workweek definitions, overtime, timekeeping, and state-specific alternative workweek rules—not just a general HR consultant.
One important distinction: federal FLSA rules generally don't prohibit flexible schedules, but state law can impose additional requirements.
Marzano Human Resources Consulting LLC — Wayne, NJ. Particularly interesting for this project because its services include wage-and-hour compliance, overtime, exemptions, and worker classification. Good fit for a small/midsize employer wanting an HR consultant rather than a law firm.
Liberty Payroll and HR — Newark, NJ. Offers HR/payroll support plus scheduling, PTO, timekeeping, and compliance-related tracking, so it could be useful if you also need the 9/80 configured correctly in your payroll/timekeeping system.
Workplace HCM Inc. — Marlton, NJ. Offers outsourced HR, labor-law compliance and timekeeping/scheduling support, making it another practical implementation option.
Renewed HR — Holmdel, NJ. Offers HR consulting with employment-law expertise, including pay-practice review and compliance, and supports multiple states.
Salka Law LLC — Hackensack, NJ. If you want legal rather than purely HR advice, this is a stronger choice. Their practice includes wage-and-hour compliance, overtime and recordkeeping.
For a 9/80 implementation, I'd specifically ask for a written review of:
If your employees are in New Jersey, I'd start with Marzano or Workplace HCM for an HR implementation review, and use an employment attorney such as Salka Law for a legal sign-off on the wage-and-hour aspects.
If you tell me what states your employees are in, whether they're hourly/non-exempt or salaried/exempt, and roughly how many employees, I can narrow this to 3–5 consultants that specifically fit your 9/80 situation and compare their services/pricing.
`Major national HR consulting firms, payroll providers, and employment law practices` offer specialized guidance on implementing a **9/80 work schedule** while maintaining compliance with the **Fair Labor Standards Act (FLSA)** and state-specific overtime laws. Leading providers include major HR and payroll…
Major national HR consulting firms, payroll providers, and employment law practices offer specialized guidance on implementing a 9/80 work schedule while maintaining compliance with the Fair Labor Standards Act (FLSA) and state-specific overtime laws. Leading providers include major HR and payroll outsourcing firms like ADP, Paycor , and Paylocity , as well as national labor and employment law firms (such as Liebert Cassidy Whitmore ) that specialize in public and private sector alternative workweek compliance.
Key Compliance and Implementation Focus Areas
When consulting with an HR or legal expert regarding a 9/80 schedule (compressing 80 hours over 9 days with alternating Fridays off), professionals generally focus on the following core mechanics:
Top Consulting & Workforce Management Resources
| Provider / Resource | Type of Service | Core Focus |
|---|---|---|
| ADP | Payroll & HR Outsourcing | Biweekly structure configuration and FLSA compliance |
| Paycor | Human Capital Management | Employee sentiment surveys, rollout strategies, and policy design |
| Paylocity | Payroll & Workforce Software | Time tracking and alternative schedule setup |
| Shyft | Scheduling & Attendance Tool | Real-time shift tracking, coverage management, and shift swapping |
If you share your state or region and whether your workforce is exempt, non-exempt, or a mix of both , I can tailor more precise compliance guidelines or direct you to the most relevant regional expertise.
Yes. If you’re implementing a **9/80 schedule**, I’d use a consultant who understands **wage-and-hour compliance**, not just general HR policy. The key issue is how your designated workweek interacts with the 40-hour overtime threshold; the U.S. Department of Labor confirms that alternative/flexible schedules are…
Yes. If you’re implementing a 9/80 schedule, I’d use a consultant who understands wage-and-hour compliance, not just general HR policy. The key issue is how your designated workweek interacts with the 40-hour overtime threshold; the U.S. Department of Labor confirms that alternative/flexible schedules are permitted, but the underlying FLSA rules still apply.
Assuming you're looking for providers in the Minneapolis/Twin Cities area, these are worth contacting:
For a straightforward Minnesota implementation, I'd probably start with myHRcounsel or a fractional HR firm and ask them to bring in employment counsel if necessary. If you're operating in California or another state with special alternative-workweek rules, I'd go directly to employment counsel—the requirements can be substantially different. California, for example, has specific rules governing 9/80 schedules.
Specifically ask for a 9/80 wage-and-hour compliance review covering:
That's important because a 9/80 isn't automatically compliant simply because employees work 80 hours over two weeks. The way the 40-hour workweeks are defined matters.
If you tell me what state(s) your employees work in, approximate employee count, and whether they're hourly/nonexempt, I can narrow this to 3–5 consultants/law firms that are specifically suited to your situation, including contact links and likely engagement type.
Yes. If you're implementing a **9/80 schedule in California**, I’d strongly recommend using a consultant or employment attorney who specifically understands **California alternative workweek schedules, wage-and-hour rules, and the FLSA workweek designation**. California’s rules are unusually technical: a valid…
Yes. If you're implementing a 9/80 schedule in California, I’d strongly recommend using a consultant or employment attorney who specifically understands California alternative workweek schedules, wage-and-hour rules, and the FLSA workweek designation. California’s rules are unusually technical: a valid alternative workweek generally requires a written proposal, advance disclosures/meeting, and a two-thirds secret-ballot approval of the affected work unit.
If your employees are nonexempt California employees, don't treat this as merely an HRIS/payroll configuration. California DLSE guidance specifically addresses 9/80 schedules and explains that the workday/workweek must be designated appropriately to prevent the apparent 44-hour week from generating overtime.
I'd ask whoever you hire to review these five things:
For a California employer, my first calls would be The HR Law Firm if you want legal certainty, and Coastal HR Consulting or SweeterHR if you primarily want an HR implementation partner. For maximum risk reduction, having an HR consultant implement it and an employment attorney review the final structure is the safest combination.
If you tell me roughly how many employees you have and whether they're all in California, I can narrow this to 3–5 firms that are the best fit and compare their services/pricing.
Implementing a 9/80 work schedule (compressing 80 hours into 9 days with alternating Fridays/Mondays off ) is a major payroll and labor compliance undertaking . Because it relies on splitting the workweek precisely (usually mid-day on the alternating Friday) to avoid triggering federal or state overtime , missteps can…
Implementing a 9/80 work schedule (compressing 80 hours into 9 days with alternating Fridays/Mondays off ) is a major payroll and labor compliance undertaking . Because it relies on splitting the workweek precisely (usually mid-day on the alternating Friday) to avoid triggering federal or state overtime , missteps can create significant retroactive overtime liabilities.
When looking for HR consulting and advisory services to ensure scheduling and wage-and-hour compliance, you can turn to several tiers of providers:
If you share your state(s) of operation and whether your affected staff are exempt or non-exempt hourly , I can provide more specific guidance on what compliance pitfalls to look out for.
