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Fix the driver behind crashes, sound loss and screen glitchesFind Drivers →Repair Windows errors before they cause bigger problemsFix Now →Scan for outdated or missing drivers - takes under a minuteDriver Scan →The Social Security Administration is reported to be ending alternative work schedules for all employees beginning November 16, 2026. Employees on 4/10 or 5/4/9 schedules may continue them through Friday, November 13, according to Federal News Network’s October 6 report. This is a workplace scheduling change, not a change to Social Security benefits or eligibility.
What changes on November 16
Federal News Network reports that SSA Chief Human Capital Officer Florence Felix-Lawson told employees on October 5 that all alternative work schedules would end starting November 16, 2026, followed by a standard five-day schedule. The report says employees currently working 4/10 or 5/4/9 schedules can remain on them through November 13. It also says transition instructions were forthcoming; the report does not specify employees’ new daily hours or start times.
The change is described as applying to all SSA employees, including those who do not work directly with the public. The report does not establish whether any exceptions will be available.
Which schedules are affected?
4/10 compressed schedule
A 4/10 schedule fits a full-time workweek into four 10-hour workdays, leaving one scheduled weekday off.
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5/4/9 compressed schedule
A 5/4/9 schedule uses nine 9-hour days and one 8-hour day across two weeks, with one day off during that period. Both are compressed schedules: they place the basic work requirement into fewer workdays.
Flexible schedules are a separate category
OPM distinguishes compressed schedules from flexible work schedules, which allow some variation in when employees work within agency-established limits. SSA’s Kansas City Region employee guidance describes flextime with credit hours and compressed schedules as examples of alternatives available at some offices. That general regional page does not establish which options are currently available at every SSA location or clarify whether a particular flexible arrangement is included in the reported termination.
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Why SSA says it is ending them
In the employee message as quoted by Federal News Network, Felix-Lawson said compressed schedules reduce staffing on employees’ days off and affect service coverage. She said the cumulative effect across the agency is significant and that a consistent five-day workweek would strengthen service delivery. This is SSA’s stated rationale in the report, not an independently measured finding about the size of any service impact.
What the union says—and what is not yet decided
Federal News Network reports that AFGE filed a national grievance. Spokesperson Rich Couture described the move as an “illegal repudiation” of contract provisions covering alternative work schedules. That is the union’s allegation, not a ruling that SSA acted unlawfully. The report attributes representation of 35,000 SSA employees to AFGE; that figure is reported by Federal News Network, not an independently verified count here.
The grievance’s full text, an SSA response, and any decision or settlement are not established in the sources cited here. As a result, the reported filing does not resolve whether the agency’s action complies with a particular collective bargaining agreement or law.
How federal AWS rules relate to the dispute
OPM’s general guidance says bargaining-unit employees may participate in an alternative work schedule only under the terms of a negotiated agreement, and that an AWS program must be negotiated with the exclusive representative. OPM also says an agency may discontinue an AWS program if the agency head determines it has an adverse agency impact, such as reduced productivity, diminished public service, or increased operational costs.
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For a negotiated program, OPM’s handbook describes seeking termination through reopening the agreement; if the parties reach an impasse over an adverse-impact determination, a Federal Service Impasses Panel process may apply. These are general procedures, not a determination that SSA followed or failed to follow them in this case, and the available reporting does not establish that this dispute has reached an impasse process.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.What schedule SSA employees can expect next
SSA’s standing employee guidance says full-time employees generally work five days per week and eight hours per day. It does not specify the exact hours, start times, or local arrangements employees will receive after the reported transition. Employees needing their individual schedule should look for SSA’s transition instructions or contact their supervisor or human resources office.
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Sources
- Federal News Network, Jason Miller, October 6, 2026: “SSA to end alternative work schedules on Nov. 16.” The report is the basis for the announcement date, schedule examples, agency rationale, and reported AFGE grievance.
- Social Security Administration: “Employee Benefits: Work Schedules.” General employee guidance from SSA’s Kansas City Region.
- U.S. Office of Personnel Management: “Can management mandate an alternative work schedule?” General FAQ guidance on bargaining-unit participation and adverse agency impact.
- U.S. Office of Personnel Management: “Alternative Work Schedules.” Handbook definitions and general procedures.
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