Also known as the “Panama schedule” or “Pitman shift schedule,” the 2-2-3 schedule is a way to design employee shifts. These shifts are commonly 12 hours so that employees can meet full-time hours across fewer weekdays.
The schedule is as follows:
- Week 1: 2 days on, 2 days off, 3 days on
- Week 2: 2 days off, 2 days on, 3 days off
The 2-2-3 cadence gives employees every other weekend off while maintaining operational continuity.
Industries that require 24/7 staffing commonly use the 2-2-3 schedule for employees. These include manufacturing, logistics, and warehousing, where this schedule type ensures continuous production and streamlined inventory management and fulfillment. Other industries requiring round-the-clock staffing, such as public safety, healthcare, and energy and utilities, also use the 2-2-3 schedule.
Pros and cons of the 2-2-3 work schedule
Pros
The 2-2-3 schedule offers several significant advantages for both employees and employers, particularly in organizations requiring continuous operations. Employees benefit from having every other weekend off and never working more than three days in a row, which “some workers prefer … because it usually allows for more free time,” according to the Canadian Centre for Occupational Health and Safety.
This structure provides more frequent and predictable days off, making it easier for employees to plan personal activities and maintain a healthier work-life balance. The predictability of the 2-2-3 schedule helps eliminate some of the problems associated with unpredictable shifts, including psychological distress and reductions in sleep quality and happiness, per research published in the American Sociological Review.
For HR teams, the repeating cycle of the 2-2-3 schedule simplifies workforce planning and scheduling. The schedule is ideal for lean teams that must ensure 24/7 coverage without overstaffing, as it enables continuous operations with fewer transitions between shifts. Fewer handovers, in turn, mean a reduced risk of communication errors.
Cons
While the 2-2-3 schedule offers many benefits, it also comes with notable challenges. The requirement to work 12-hour shifts can be physically and mentally draining, which could increase the risk of making errors. According to research published in Nature, “The short-term consequences of shiftwork and nocturnal work are related to an increase in errors at home or in the workplace, leading to an increased risk of incidents and accidents.”
This schedule is not suitable for every position, particularly roles that rely on a consistent five-day workweek or require regular collaboration during standard business hours. Employees may also experience disruptions to their sleep cycles and circadian rhythms (known as shift work disorder), particularly when rotating between days and nights. And negative health effects that could linger for decades. These factors make the 2-2-3 schedule less adaptable for all employees and can present additional hurdles for HR teams tasked with keeping workplaces safe, ensuring compliance, and maintaining employee satisfaction.
In addition, managing and tracking paid time off, benefits accrual, and overtime is more complex, as the alternating workweeks and longer shifts complicate payroll and administrative processes.
Why remote employers might consider a 2-2-3 schedule
Remote employers may find the 2-2-3 schedule particularly effective for supporting distributed teams across multiple time zones. Its staggered, rotating shifts enable flexible coverage without requiring all team members to be online simultaneously. This structure naturally encourages an asynchronous work culture, allowing teams to collaborate and meet service-level expectations without being tied to traditional office hours or meeting in real time.
For organizations managing digital operations or customer support that require 24/7 staffing, the 2-2-3 schedule could help reduce burnout by ensuring employees never work more than three days in a row and regularly receive extended periods off. Additionally, this predictable rotation makes it easier to plan around global workflows, especially when leveraging talent hubs in different regions.
HR support for whenever, wherever your talent works
Whether your talent works a 2-2-3 or a regular 9 to 5, Velocity Global can provide them with expert HR support—from onboarding to benefits administration to payroll and more. In almost every case, it doesn’t matter where they work from. As a global employer of record (EOR), Velocity Global operates in more than 185 countries. Get in touch to learn more.
