Shift Pattern Design

Our professional services offer a range of benefits to enhance your workforce management:

• Design efficient and compliant shift patterns that balance employee well-being and cost-effectiveness.
• Optimize resource allocation based on fluctuating demand and employee availability.
• Implement modern shift models like Demand-Led Rostering and Annualised Hours.
• Ensure a smooth transition to new shift patterns with active employee and union engagement.

While not industry-specific, our services cater to diverse organisations requiring shift work, ensuring applicability across various sectors.

Our collaborative approach involves employees in the design process through co-design frameworks. This fosters transparency, builds trust, and increases employee buy-in, ensuring a positive reception to new shift patterns.

We provide a “Shift Pattern Bank” that enables you to model various scenarios with expert guidance, helping you identify the optimal fit for your organisation’s specific needs.

Our experts leverage data analysis and modelling to create accurate forecasts that consider factors such as variability, volatility, and employee availability, ensuring improved accuracy in your workforce forecasts.

Demand-Led Rostering provides organisations with greater flexibility by dynamically adjusting staffing levels based on fluctuating workloads. This flexibility prevents overstaffing during quiet periods and understaffing during peak hours, directly contributing to improved operational efficiency. 

Additionally, the model enhances employee satisfaction by empowering them to play a more active role in shaping their schedules, leading to a more engaged and productive workforce. It is particularly beneficial for businesses with seasonal fluctuations, allowing seamless scaling of the workforce to match demand changes.

Annualised Hours offer better alignment with employee preferences by allowing them to work a set number of hours over the entire year, promoting a healthier work-life balance. 

Employees on annualised hours contracts receive consistent income throughout the year, providing financial stability and reducing concerns about income fluctuations due to changes in working hours. This model facilitates efficient resource allocation by distributing work hours evenly across the year, maintaining a stable and predictable workforce. Moreover, Annualised Hours simplify long-term workforce planning, allowing organisations to align their workforce with strategic objectives and reduce the need for frequent adjustments.

4 on 4 off:

Employees work four consecutive days, followed by four days off. This pattern provides an extended break and predictable work hours.

5 on 2 off:

A standard workweek where employees work five days consecutively, followed by two days off. This pattern is common in industries with continuous operations.

Rotating Shifts:

Employees rotate through different shifts, such as morning, afternoon, and night shifts. This pattern is prevalent in industries requiring 24/7 coverage.

12-Hour Shifts:

Employees work for 12 hours each day, typically with a rotation of day and night shifts. This pattern provides longer periods of time off but may lead to longer workdays.

Split Shifts:

Employees work two separate shifts within one day, with a break in between. This pattern is common in industries with distinct peak times.

Flexitime:

Employees have flexibility in choosing their start and end times within specified limits. This allows for better work-life balance.

Part-Time Shifts:

Employees work fewer hours than a standard full-time schedule. This pattern accommodates those seeking reduced work hours.

Weekend Shifts:

Employees work shifts predominantly on weekends, allowing for more extended periods of time off during weekdays.

Dupont Shift Schedule:

Also known as the DuPont 12-hour rotating shift, it involves a four-week cycle with day and night shifts. This pattern is common in manufacturing and chemical industries.

2-2-3 Rotating Schedule:

Employees work two consecutive days, followed by two days off, then work three consecutive days, and have three days off. This pattern provides regular breaks.

On-Call Shifts:

Employees are available for work but may not be actively working, waiting to be called in if needed. This pattern is common in professions like healthcare and IT.

Compressed Workweek:

Employees work a standard number of hours in fewer days, allowing for longer weekends. For example, working four 10-hour days instead of five 8-hour days.

We provide extensive support, employing proven methodologies, change management expertise, and ongoing guidance to minimise risks and maximise the benefits of transitioning to new shift patterns.