Rotating Shifts: Effective Strategies for Smarter Scheduling

Rotating shifts keeps your operations running — but without the right system, they can create more chaos than coverage. Whether you’re managing teams in healthcare, manufacturing, public safety, or hospitality, scheduling rotating shifts effectively is no small task. Manual methods and generic tools often lead to coverage gaps, compliance risks, and frustrated employees. Agencies frequently struggle with challenges like accuracy, visibility, and efficiency.

To get it right, your agency needs the tools and approach that caters to your specifications and facilitate an easier and more efficient process for creating and managing schedules. In this article, we’ll cover everything you need to know about rotating shifts, including how they work, how to determine if they’re the best option for your organization, and how to create a process that suits your overall workforce operations and your team’s needs.

What is a rotating shift?

A rotating shift is a pre-established shift that alternates or changes over time. For example, a firefighter may work a 24-hour day and then have two consecutive days off. The 24/48 pattern repeats for an entire 28-day cycle, then starts again. The rotating shift format agencies use may vary based on community needs, roles, and industry.

How do rotating shifts work?

Rotating shift schedules commonly include day, evening, and night shifts. Depending on the shift format, employees sometimes cover every type of shift at some point during a single rotation. They may work eight, 10, 12, or 24 hours, depending on the employer’s needs and the community or customers it serves.

A rotating shift can be an established series of rotating days an employee has on or off the job based on a specific, fixed pattern. In other agencies, rotating shifts alternate based on whether employees work day or night shifts. Regardless, the primary goal of rotating shifts is to prevent gaps in coverage.

A rotating shift can be an established series of rotating days an employee has on or off the job based on a specific, fixed pattern.

What industries use rotating shifts?

Rotating shifts are standard in industries with non-traditional hours—particularly those open 24 hours per day. Some examples include:

• Healthcare — Many medical facilities—such as hospitals, urgent care centers, and skilled nursing facilities—operate 24/7. Nurses, providers, and other professionals in this field often work rotating shifts to safeguard total patient coverage and avoid premature burnout.
• Manufacturing — Emloyees in the manufacturing industry—such as those in logistics or supply chain operations—frequently work rotating shifts so that the plant, warehouse, or factory can run continuously to meet customer demands.
• Emergency responders/public safety — Law enforcement, fire and rescue services, and emergency medical professionals use rotating shift schedules to ensure public safety at all times. Due to the demanding nature of their jobs, their schedules must allow them ample time to rest between shifts.
• Transportation — Many transportation companies implement rotating shifts to comply with industry-wide safety regulations and affirm that drivers are alert while on the road. This type of shift can also help transportation personnel achieve a healthy work-life balance and a stable schedule.
• Hospitality — Organizations in the hospitality sector—such as hotels, restaurants, and resorts—can often be busier on weekends than weekdays. Rotating shifts verify full coverage for all operating hours, including nights, weekends, and overnight shifts. Shift rotation also varies the schedule so that the best or worst shifts are spread fairly across the team.
• Military — The military uses a rotating shift schedule for active-duty service members to optimize training and safety protocols. This method enables them to improve their performance and alertness at all hours and hone their skills for the circumstances that might require them.
• Retail— Retail staff often work rotating shifts, particularly in brick-and-mortar locations open 24/7. These schedules offer the organization’s workforce an equal distribution of weekend and holiday shifts and create fair opportunities to earn overtime.

Organizations in these industries may use different types of rotating shift schedules to meet the specific needs of their operations and employees.

Types of rotating shifts

Rotating shifts is not one-size-fits-all, so it’s essential to understand the various types of schedules to determine the best option for your workforce and organization. The most common types of rotating shifts include:

DuPont

With a DuPont schedule, employees each work 12-hour shifts in a 28-day cycle. They rotate between working an equal number of day and night shifts throughout the cycle and typically have three consecutive days off every other week. Each worker has a week off at the end of the 28-day rotation cycle. Employers usually split this schedule between four separate teams to facilitate complete coverage.

Pitman

Organizations that use the Pitman schedule implement a 14-day cycle, where each employee works seven 12-hour shifts. Four teams rotate across two day/night shifts, followed by two days off, then work another three day or night shifts. This same rotation repeats each week except the second week, which starts with two days off, followed by two day or night shifts, and then another three days off.

2-2-3

Another option for rotational shift schedules is the 2-2-3 approach. Also called a Panama schedule, this format involves a 28-day cycle where employees work for 12-hour shifts. Four teams alternate between working two days, two days off, and another three days on. Like the Pitman schedule, the 2-2-3 rotation repeats weekly, except the second week starts with two days off, two days of work, and then three days of rest.

Slow rotation

For organizations with significant seasonal swings in demand, a slow rotation is often a good fit. With this schedule, employees’ shifts only rotate after several months or even a year. Slow rotations are standard in industries like retail and hospitality, which are busier during certain holidays or times of the year.

Fast rotation

Fast rotations require employees to alternate between shifts within a week, such as two 12-hour day shifts, two days off, and three 12-hour night shifts. This type of quick rotational cycle is typical for healthcare workers, who must abide by minimum rest period requirements but also benefit from working different shifts.

Southern swing

With a Southern Swing rotation, employees work eight-hour shifts for seven consecutive day shifts. Then, after two days of rest, employees work eight-hour swing shifts for another seven days. During the last leg of the rotation, employees have another two days off, followed by seven consecutive eight-hour night shifts and then three days of rest.

24-48

With the 24-48 rotation, organizations divide their workforce into three teams. Each team alternates working for an entire 24-hour shift, followed by 48 hours of rest. This means employees never work more than three days in a given week and always have at least one weekend day off.

48-96

For organizations whose workforce must commute a long distance to work, the 48-96 rotation cycle might be an attractive option. With this type of schedule, three teams of employees alternate between 48-hour work shifts and 96-hour rest periods. This limits the days an employee commutes to work to around 60 per year.

4-3

The 4-3 rotational pattern works on a 21-day cycle, during which employees work 10-hour shifts. The shifts are typically divided between six teams, each working for four consecutive days followed by 3 days off. The pattern repeats for three weeks, though the shifts in the second and third weeks start and end at different times. 4-3 models work well for organizations that want overlapping team coverage for training, culture, or coverage purposes (such as during busy periods).

California swing

Public safety agencies, such as fire departments, often use the California Swing approach, wherein employees work 24-hour shifts every other day for five consecutive days. After the fifth day, workers have four days off. The pattern provides adequate rest time between shifts for firefighters and other employees who work highly demanding jobs.

5 on/2 off, 5 on/3 off

Some organizations that employ frontline workers choose to implement 5 on/2 off, 5 on/3 off shifts to foster a healthy work-life balance among their workforce. With this method, employees work for five consecutive days, have two days of rest, and then work five consecutive nights before taking a three-day break. The pattern repeats to allow workers plenty of time off between shifts.

It’s worth noting that each type of rotating shift can be highly variable. These options serve as general foundations for organizations looking to implement rotating schedules. Each type offers distinct benefits, so it’s crucial to choose one based on the requirements, priorities, and constraints of your workforce and agency.

Benefits of rotating shifts

While rotating shift schedules might seem challenging to create and manage, they offer significant benefits to organizations that use them successfully. With the right approach and proper tools, rotating shifts can provide your organization and its employees with the following:

Flexibility to accommodate personal commitments

Since 56% of workers say they have little to no say when it comes to flexibility in their schedules, organizations that are more accommodating can gain a competitive edge when it comes to recruiting and retaining top talent. Rotating shifts allow employees to alternate between working during different hours and days so they can more easily tend to personal commitments without having to take time off. Providing this level of flexibility can improve their job satisfaction, especially if the scheduling process is transparent and accessible.

Fair distribution of challenging and preferred shifts

In nearly every industry that serves customers outside of traditional work hours, there are more desirable and less attractive shifts. For example, retail workers who earn commission may prefer shifts during busy periods, while police officers may favor day shifts so they can spend the evenings with their families. Rotating shifts enables organizations to offer fair access to every employee’s “best” shifts so each worker feels valued and supported.

Optimal distribution of senior-level workers for customer experience

Customers will likely have a different experience with a veteran-level employee than with a newbie, and scheduling both types of workers during the same shift is vital for efficient training and effective mentoring. With rotating shifts, you can always have an experienced employee to manage difficult situations and offer customers a white-glove experience. The organization can more easily distribute these seasoned workers across every shift so new hires can learn on the job without burning any individual senior-level employee out.

Increased employee engagement and satisfaction

Organizations with highly engaged employees are 23% more profitable than their competitors, so investing in a scheduling approach that cultivates satisfaction and engagement is well worth the effort. Rotating shifts keep employees engaged in their work by offering variation, flexibility, and ample rest time between working hours. Instead of clocking in and out at the same time day after day, employees experience different types of shifts, customers, and even challenges that keep their jobs new and exciting over time.

Opportunity for employees to develop their skill sets

Each type of rotating shift presents a chance for employees to acquire a different skill while on the job. For example, a nurse may find that day shifts are faster-paced and offer more opportunities for tasks like assisting with patient procedures, while the night shift may give them more time to evaluate patient charts and spend more one-on-one time with patients. Each helps nurses hone distinct skills that can help them succeed throughout their careers.

Reduced commute time during non-peak hours

The dreaded traffic patterns for 9-to-5 workers are notorious for negatively impacting job satisfaction and overall happiness. Rotating shifts help employees cut down on commute time to add more hours to their personal time each week. Non-peak working hours mean fewer drivers on the road and a faster trip to and from work — often leading to happier, less stressed employees who are ready to serve their communities and customers.

While rotating shifts offer many benefits, it’s important to be aware of their potential disadvantages so you can develop a practical approach to avoiding them.

Drawbacks of rotating shifts

Nothing worth having comes without potential challenges, and rotating shifts are no exception. The key here is implementing and managing a rotating shift schedule effectively and thoughtfully. Doing so can help your organization avoid:

Difficulty maintaining work-life balance

Rotating shifts are typically relatively long. They’re intended to ensure complete coverage, so 12-hour shifts are typical for organizations that choose rotating patterns to schedule their workforce. Manual scheduling systems make it challenging to create consistent rotating schedules based on employee preferences and availability. When improperly scheduled, these demanding hours can make supporting a healthy work-life balance difficult for employees, who sometimes face issues like exhaustion or burnout.

Potential health concerns

Because rotating shifts often don’t occur during regular working hours, those who work them can develop some concerning health issues. Circadian rhythm disruption, cardiovascular issues, and gastrointestinal issues are tied to concerns like poor sleep habits and lack of exercise — both of which can occur with poorly managed rotating shift schedules. Because of the potential risks, organizations should always prioritize employee health and wellness when implementing rotating shifts.

Is a rotating shift schedule unhealthy?

While it’s true that rotating shift schedules can pose health risks, taking wellness into consideration when building schedules can help your agency keep its employees mentally and physically safe. An essential part of supporting your workers’ health is your understanding of and commitment to their needs. Without this, your rotating shift schedules could jeopardize the wellness of both your agency and your overall organization. Perhaps the best way to prevent employees from experiencing shift-related health concerns is by developing an effective approach to scheduling so they can get both the rest and activity they need to stay healthy.

Taking wellness into consideration when building schedules can help your agency keep its employees mentally and physically safe

How to schedule employees for rotating shifts

While specific steps for creating a successful rotating shift schedule vary by organization, industry, and goals, these general best practices can be used as a guideline in getting started:

1. Ask employees about their needs and preferences

Guessing what your employees need, value, and prefer in their work schedules probably won’t get you very far in terms of satisfaction and morale. By asking employees about their availability and preferences and incorporating that feedback into your scheduling process, you demonstrate that you genuinely care for their needs. Start by asking each employee to provide their availability, shift preferences, and time off requests, and then try to develop a rotating shift schedule that considers some of those factors.

2. Communicate rules and policies to employees

If your employees don’t have quick, easy access to the rules or policies you’ve established, you’re setting them — and the organization as a whole — up for failure. To ensure an effective operation and empower your workforce, you need processes and tools that enable managers and team members to easily see and share their rotating shift schedules, communicate any last-minute changes, and request or approve time off.

3. Use scheduling software to simplify the process

Inflexible or outdated tools make it difficult — if not impossible — to create and manage rotating shift schedules that ensure complete coverage without burning out your workforce. To simplify the process and ease the burden on scheduling managers without sacrificing efficacy or your bottom line, you need automated scheduling software. Modern tools can minimize scheduling mistakes and make the process more efficient for agencies and employees by automating rotating shifts based on worker preferences and availability. That way, your employees are always in the right place at the right time. Some software even offers 24/7 self-service access for workers, so last-minute changes won’t throw a wrench in your operations.

Modern tools can minimize scheduling mistakes and make the process more efficient for agencies and employees by automating rotating shifts based on worker preferences and availability.

4. Prioritize employee health and wellness

An automated scheduling platform can help your agency keep employee schedules consistent and give them adequate time to prioritize their health, wellness, and personal lives. Plus, robust software streamlines the process of providing feedback to managers about scheduling and other concerns, so workers always feel heard and respected by their employers. No matter which type of rotating schedule you choose, the right one for your agency is the one that fits your team’s distinct needs.

Transform your rotating shift scheduling process with TCP Software

Organizations across industries can benefit from rotating shift patterns, but developing and maintaining a strong scheduling process can be daunting. This is particularly true for companies that lack the right tools to work accurately and efficiently while maintaining compliance. Without these key pillars, the complexities of scheduling can negatively impact employee satisfaction, customer experience, and the organization’s bottom line.

The right scheduling platform for creating and managing rotating shifts can avoid improper coverage, underworked or overworked employees, and labor law compliance risks. Scheduling software can mitigate unnecessary costs, legal fees, employee attrition, and low productivity and morale—leading to a more efficient, successful operation.

TCP Software’s employee scheduling and time and attendance solutions have the flexibility and scalability to suit your business and your employees, now and as you grow.  

From TimeClock Plus, which automates even the most complex payroll calculations and leave management requests, to Humanity Schedule for dynamic employee scheduling that saves you time and money, we have everything you need to meet your organization’s needs, no matter how unique. Plus, with Aladtec, we offer 24/7 public safety scheduling solutions for your hometown heroes.  

Ready to learn how TCP Software takes the pain out of employee scheduling and time tracking? Speak with an expert today.