--- title: "Flexible Per Day VS. Flexible Per Week: The Showdown" --- [Skip to content](https://guide.sprout.ph/flexible-per-day-vs.-flexible-per-week-the-showdown#main-content) [![Sprout Logo-3](https://guide.sprout.ph/hs-fs/hubfs/Sprout%20Logo-3.png?width=200&height=78&name=Sprout%20Logo-3.png)](https://guide.sprout.ph/?hsLang=en) Open main navigation Close main navigation How can we help you? - There are no suggestions because the search field is empty. 1. [Sprout](https://guide.sprout.ph/?hsLang=en) 2. [Sprout HR](https://guide.sprout.ph/sprout-hr?hsLang=en) 3. [Date Tagging of Work Schedules](https://guide.sprout.ph/sprout-hr?hsLang=en#date-tagging-of-work-schedules) # Flexible Per Day VS. Flexible Per Week: The Showdown  Sprout HR uses various schedule types to accommodate different kinds of work hours, depending on which suits the particular position best. Some jobs would only require normal shifts; still some require more flexible work hours. In this regard Sprout HR offers two different ways in which employers can assign flexible schedules in their office: Flexible per Day and Flexible per Week.   Let's take a look at some of the more common questions people have regarding these two. Along the way, we shall be able to illustrate the nuances between these two different schedule types. Let's begin.   1\. Can you use a full 8-hour time range as core hours for Flexible schedule type? For example, 9:00 AM to 6:00 PM? What is the length of the ideal core hours? 2\. Under the Flexible schedule type, are employees still prompted if they are late for work? 3\. Are overtime hours counted for employees under Flexible schedule type?   Let's answer each question per Flexible schedule type.   **Flexible per Day**   1\. As for the 9AM to 6PM hours, it must be noted that Flexi per Day uses what we call core hours -- a period of time not necessarily extending for a full 8-hour shift. Core hours indicate the latest time an employee can begin his/her shift, and the earliest time he/she can leave from work. For example, and employee with the core hours from 10AM to 2PM can report for duty at 7 AM. In order to complete the 8-hour shift, the earliest time he can leave is at 3PM. This is all good, since the shift start at 7AM comes before 10AM, and the shift end comes after 2PM.   If, for example, the shift started at 5AM, then the end of the 8-hour shift would be at 1PM. Here, despite the completion of the 8-hour shift, the employee in question will be tagged with undertime minutes on the Attendance Report because 2PM is the earliest allowable time for the employee to leave work. In counterpoint, if the employee reports for duty at 11AM and leaves at 7PM, he will still be tagged with undertime minutes because the latest time he could report for work is at 10AM.   In essence, core hours allow the employee to actually go on flexi time per day. Core hours if 10AM to 2PM allow the employee to report for duty anytime between 6AM to 10AM whichever is most convenient for him Setting up an entire 8-hour period for flexi per day schedule will only defeat the purpose of assigning that schedule type. if you assign a 9AM to 6PM schedule, the system will require the employee to come in latest at 9AM and in the off chance that the employee in question arrives at 7AM, he will have to wait out until 6PM in order to leave without undertime minutes. Then, that would be more than an 8 -hour shift.   The most ideal length of core hours is the 4-hour span to accommodate the widest possible range for maximum flexibility. For example, if an employee has core hours from 1:00 PM to 7:00 PM (6 hours), and the employee reports for work, say at 9:00 AM, then his/her schedule ends at 6:00 PM. This would fall within the core end at 7:00 PM and would therefore mark him/her with an undertime. This would then limit the employee's possible arrival at work to at best, 10:00 AM (with the earliest possible out at 7:00PM), as against an employee arriving as early as 8:00 AM and being able to leave work as early as 5:00 PM (if in case you use 1:00 PM to 5:00 PM core hours). This is ofcourse, just my suggestion, As I have already expressed, 1:00 PM to 7:00 PM does work.    2. Yes, once the upper threshold of the core hours are exceeded, an employee on Flexi per Day will be notified on his dashboard.   3. Yes, OT hours can be counted beginning the end of the 8-hour shift after the lower threshold of the core hours.   **Flexible per Week** 1. The core hours here in Flexi per Week function in the same way as in the Flexi per Day, except that in flexi per week, you indicate the total number of hours an employee must report for work per week. In your case, the total number of hours per week is 40. Theoretically, as long as you have completed these 40 hours, then the employee shall be paid accordingly. However, he would appear absent or undertime on days he does not report physically to the office. In other words, if an employee covers all 40 hours of work within a two-day period, then he will be paid all 40 hours, and for the three remaining work days, he will not be tagged as absent.   At any rate, the core hours will still determine one's late and undertime per day. For example, if the core hours are 10AM to 2PM, An employee can report for 10 hours of work on a Monday, say, from 7AM to 5PM. This means that he has thirty hours left to clock in for the week. The following day, Tuesday, he can just report for work for 6 hours, say from 9AM to 3PM. This means that come Wednesday, he only has 24 hours left to work. He can then distribute these remaining hours accordingly depending on what he/she wants, say with the breakdown of 10 hours, on Wednesday and 7 hours each on Thursday and Friday. He would have completed 40 hours of work, but since he is on flexi per week, he was able to distribute his schedule as such:   Monday -- 10 hours Tuesday -- 6 hours  Wednesday -- 10 hours Thursday -- 7 hours Friday -- 7 hours       On Flexi per Day schedule type, he/she would have been marked as undertime on Tuesday, Thursday, and Friday, and overtime on Monday and Wednesday. Here on Flexi per Week, his schedule is duly accomplished with no tagging whatsoever. 2. Yes, he/she will still be marked as late if he comes in to the office past the upper threshold, but it does not mean that he/she cannot complete 8 hours of work that day or more, and he/she will be paid accordingly with no deductions whatsoever, as long as the hours are completed by the end of the week. 3. No, strictly speaking, there are no OT hours for this schedule type, only Night Differential hours.   *Want real-time responses? 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