A practical guide for employers whose staff work full 24-hour shifts, from residential care to private fire and EMS services.
Twenty-four-hour shifts are common where continuous coverage is needed and work comes in bursts: private fire and ambulance services, residential care homes, group homes, some security posts, and certain maintenance and utility roles. Employees often value the long blocks of time off and fewer commutes. Employers value the continuity of having one person or crew on duty for the whole day. For other patterns, see our guide to types of work shifts.
| Pattern | Cycle | Average weekly hours on duty |
|---|---|---|
| 24 on, 48 off | 3 days, three platoons | 56 |
| 48 on, 96 off | 6 days, three platoons | 56 |
| 24 on, 72 off | 4 days, four platoons | 42 |
| Kelly schedule variants | Varies, with an extra day off built in periodically | Lower than the base pattern |
The “average weekly hours” are time on duty, which is not always the same as paid hours worked; see the sleep time rules below.
For private employers, the Department of Labor’s rules on hours worked (29 CFR 785.21–785.23) cover employees on duty for long periods. In summary:
Special rules apply to employees who reside on the employer’s premises, and some states, such as California, have stricter rules on sleep time. Get advice before excluding sleep time from pay.
For private, non-exempt employees, overtime is due for hours worked over 40 in a workweek. A 24-on, 48-off schedule puts employees on duty for two or three shifts in most weeks, which means 48 to 72 hours on duty. Even after excluding agreed sleep time, many weeks exceed 40 hours worked, so overtime is usually part of the cost. Public fire protection and law enforcement agencies may use a special FLSA work period exemption, known as section 7(k), which sets different overtime thresholds; private employers generally cannot. See our regular rate of pay guide for the overtime calculation.
| Item | Shift 1 | Shift 2 |
|---|---|---|
| Time on duty | 24 | 24 |
| Agreed sleep time excluded | 8 | 5 (sleep interrupted for 3 hours by calls) |
| Hours worked | 16 | 19 |
| Weekly total | 35 hours worked |
In a week with three shifts, the total would be higher and overtime would be likely. Each interruption must be recorded, which is why simple, accurate time capture matters.
Long shifts carry fatigue risks, especially when nights are busy. Good practice includes protecting rest periods, limiting back-to-back 24-hour shifts, avoiding extra shifts on rest days, providing a quiet, safe place to sleep and watching for signs of fatigue before employees drive home. Some industries and states have specific rules on maximum hours or rest; check what applies to you.
On shifts of 24 hours or more, bona fide meal periods may also be excluded from hours worked, but only if the employee is completely relieved from duty. In practice, many crews eat while remaining available for calls, in which case the meal time is usually working time. Be realistic about what happens on shift, and record it accurately rather than assuming breaks were taken.
With the EZTime mobile app and time clock, employees can record the start and end of their shift and log work during rest periods, so managers can see the actual hours worked for each 24-hour shift. Scheduling keeps platoon rotations visible to everyone, and overtime alerts help keep weekly hours under control.
Employees work a 24-hour shift followed by 48 hours off, usually with three platoons covering every day.
For private employers, up to eight hours of sleep time may be excluded only by agreement, with adequate facilities and usually uninterrupted sleep. Interruptions are paid, and state rules may be stricter.
About 56 hours on duty per week on average. Hours worked may be lower if sleep time is properly excluded.
Without an express or implied agreement to exclude sleep time, all hours on a 24-hour shift are generally hours worked and must be paid.
Generally no. It applies to public agencies for fire protection and law enforcement employees.
Live-in and 24-hour home care arrangements have their own federal and state rules, including special treatment for employees who live on the premises. Get advice before setting them up.
They can be, with protected rest, limits on consecutive shifts and attention to fatigue.
EZTime schedules include shift reminders and real-time labor costing, and the clock can refuse punches outside an assigned shift. Small teams pay the $20 monthly minimum; larger teams pay from $2 per employee.