The Social Security Administration’s decision to no longer offer its employees the option of an alternative work schedule has caused quite a stir across the federal community.
SSA joined a small but seemingly growing number of agencies deciding to end this benefit.
Federal News Network decided to take the pulse of federal employees to see how other agencies are managing alternative work schedules. Federal News Network conducted an online survey of its readers through its website from Oct. 8-12. We received 678 responses from self-identified federal employees.
Almost 78% of the 592 respondents who answered the questions said their agency continues to offer AWS.
Some said their agency is offering the standard 4 days a week, 10 hours a day or the 5/4/9 option — five days where the employee works nine hours a day and four days where they work nine hours and have the 10th day off.
Other respondents say their agency is only offering the 5/4/9 option.
One common theme from respondents is that while their agency offers the option of working an alternative schedule, managers approve very few requests.
“Existing AWS is being left alone but we’re informally discouraged from making any changes,” said one respondent.
Another person said AWS availability varies from one bureau to the next.
“The Department of State is still allowing compressed and flexible work schedules, though individual bureaus and offices can place limitations on them. For example, my office does not allow a 4/10 or 5/4/9 AWS, but does allow a flexi tour, gliding schedule, variable day schedule, and variable week schedule,” wrote one respondent.
Another one wrote, “Overall, the Department of Interior is still offering alternative work schedules; however, they have rescinded it for Office of Human Capital employees. The only schedules available now are straight-8s or a ‘gliding schedule/flexi-tour’ where you still must get 8 hours per day. It seems that they are also using this policy to override reasonable accommodations requests.”
Future of AWS unclear for many
Of the 463 employees who said their agency offers an alternative work schedule, almost 47% say they don’t believe their agency is going to take the benefit away in the next six months. But at the same time, 41% said they were unsure if AWS was going away or not.
One respondent said their agency reinstated it about two months ago.
Several employees who say they work at the General Services Administration say the rumors are flying around that GSA will end four 10-hour days option in the coming weeks.
One respondent said that they believe “the writing is on the wall, it is only a matter of time until AWS is rescinded. Our leadership only values butts in seats, not the quality of life or meaningful work contributions of its employees.”
Now, of the respondents who said their agency no longer offers AWS, 45% said it went away in calendar year 2026, while another 34% said it went away in 2025.
“In a recent administrative town hall, the claim from management was that it would not end AWS, but they ended telework,” said one respondent.
A strong majority of respondents (88%) said they believe offering alternative work schedules is very valuable. When asked what the respondents would want their management to know about why AWS is valuable as a benefit, of the 297 comments, the most common theme was that AWS helps with work-life balance.
“Alternative work schedules (AWS) — such as compressed workweeks, flextime and maxi flex—are core operational strategies rather than mere employee perks because they directly impact agency coverage, mission output, talent retention and organizational resilience,” wrote one respondent.
Another said, “[AWS] prevents stress and frustration especially in a busy, high-cost area like Washington, D.C.”
A second common theme from the comments is that alternative work schedules reduce the need to use leave and encourages better attendance.
One respondent said, “[AWS] allows me to adjust my schedule to minimize leave usage; greater flexibility for life’s curveballs.”
Another person said, “The flexibility of allowing worker schedule options to handle personal issues like dropping off and picking kids up from school, arrangements for elderly parents, long commutes, etc., as long as they don’t adversely affect the agency’s mission. This will allow the agency to retain quality employees. It can be a win for both.”
And a third theme that emerged was the benefits for recruitment and retention of federal employees.
“Without AWS/flexibility, I would likely seek employment elsewhere,” said one respondent.
Another said, “Offering an AWS schedule gives my employees flexibility to do their work on the schedule that makes them most productive.”
Basic leadership 101
And a third person said, “It helps with employee retention and productivity. Something like a compressed schedule would make me far more creative and effective; with the level of burnout me and colleagues are feeling, a two-day weekend does nothing for recovery and reset. Every Monday starts with dread, burnout and exhaustion, and some flexibilities would help tremendously.”
Of course, not everyone supported AWS as a concept.
One respondent said they believe employees abuse the privilege: “Many employees use it to avoid doing work. They stay home and do nothing but still get paid. It is not fair.”
One person offered this perspective that may get lost in the discussion: “The American public needs to understand this is not a free day off. Forty hours of work a week are being put in with longer hours on the days worked. People with AWS days use it [for] medical appointments, daycare planning, transportation schedules, etc. My agency has simply forgotten basic Leadership 101 – take care of your people and your people will take care of you!”
Other respondents echoed similar insights.
“Alternative Work Schedules are more than a special benefit; they are an important workforce tool that supports productivity, retention, morale and mission delivery. AWS helps employees better manage work and personal responsibilities while still meeting agency needs. When applied fairly and consistently, it can reduce burnout, improve engagement, expand coverage, and help agencies remain competitive as employers. I would encourage the agency to view AWS as a strategic tool for sustaining a high-performing federal workforce, not simply as an optional perk,” wrote another employee.
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