Every on-call rotation sets a rhythm for your team. Some feel long and steady, like a weekly rotation. Others move faster, like a split-week rotation where shifts change every few days.
This guide compares both rotations across three key criteria. For each criterion, we discuss how it works for weekly and split-week rotations and recommend what to choose when. To make it easy, we also included a comparison table for a quick overview.
Let’s dive in!
Table of contents
Weekly vs. split-week on-call rotations: Key criteria
Here are the three key criteria we use to compare these rotations:
- Handling incident volume: How sustainable is the rotation when incidents trigger frequently versus when they are rare
- Recovery time between shifts: How much time off do you get between shifts to recharge before going back on-call
- Ease of tracking shifts: How easy it is to know when you’re on-call without checking the schedule
Weekly vs. split-week on-call rotations: Comparison
| Criteria | Weekly on-call rotation | Split-week on-call rotation |
|---|---|---|
| Handling incident volume | Best for low and steady incident volume. | Works for moderate to high incident volume. |
| Recovery time between shifts | Longer breaks after a full week shift. | Shorter but more frequent breaks. |
| Ease of tracking shifts | Fixed weekly handoff. Easier to track. | Shifts slide through the week. Harder to track. |
To explore more on-call rotations, read this blog →
Handling incident volume: Weekly vs. split-week on-call rotations
The number of incidents you face usually plays a significant role in choosing an on-call rotation. There is a simple rule of thumb that helps here: The higher the incident volume, the shorter the on-call rotation should be, and vice versa.
Weekly on-call rotation
A weekly on-call rotation is often a good fit when systems are stable. If incidents trigger only occasionally, a seven-day shift feels manageable for most people. They have enough time to focus without constant interruptions.
However, a week can feel quite long if the incident volume is high. Seven days of constant firefighting incidents can become overwhelming. By day five or six, many people might start feeling drained.
Split-week on-call rotation
Split-week rotations handle moderate to high incident volume better. When people know the shift ends in two or three days, it becomes easier to manage the mental load. They handle incidents for a contained period and then pass the duties to the next person.
The main trade-off is coordination. With more frequent handoffs, you need stronger handoff practices to make sure context doesn’t get lost between responders.
To learn how to make your handoffs smoother, read the blog: Handoff best practices for on-call teams
What to choose when
- Consider a weekly rotation if your incident volume is low
- Try a split-week rotation if you face frequent incidents
Recovery time between shifts: Weekly vs. split-week on-call rotations
The time your team is not on-call is just as important as the time they’re on-call. This is because those breaks determine how sustainable your on-call rotation feels over time.
Weekly on-call rotation
With a weekly rotation, team members usually get a substantial break between shifts. If you have three people on the team, each person handles on-call for one week and then gets two full weeks off. Many people find this extended recovery time quite valuable.
However, a full week means covering weekends too. This can make it harder for people to enjoy family time or personal time.
Split-week on-call rotation
Split-week rotations offer a different rhythm. People are on-call more frequently but for shorter stretches. They might handle three or four days and then pass the duties to someone else. Plus, the breaks come around regularly.
Some prefer this because the shorter shifts feel more manageable. The responsibility doesn’t pile up the way it might over a full week. Others find the frequent rotation a bit harder to adjust to. Just as they settle into being off-call, their turn comes back around.
What to choose when
- Consider a weekly rotation if you value longer, complete breaks from on-call
- Try a split-week rotation if you prefer shorter on-call windows with more frequent (but shorter) breaks
Ease of tracking shifts: Weekly vs. split-week on-call rotations
Knowing when you will be on-call helps you plan your life outside of work.
Weekly on-call rotation
Weekly rotations are easier to track. Most teams schedule handoffs for the same time each week, often on Monday mornings. Team members don’t need to check a calendar to figure out when they’re on-call next.
This makes it easy for people to book a dentist appointment, plan a vacation, or commit to any social event.
Split-week on-call rotation
Split-week rotations can be a bit more fluid. On-call days often slide through the week. Someone might cover the first half of the week during one cycle and the weekend during the next.
This moving pattern can make planning a little trickier. People usually need to check the schedule to confirm exactly when their shift starts and ends.
What to choose when
- Consider a weekly rotation if ease of tracking matters most to your team
- A split-week rotation works well if your team is comfortable with a slightly more variable schedule
Both rotations have their strengths. Weekly rotations offer ease of tracking and long breaks. Split-week rotations help manage higher incident loads by breaking them into smaller chunks.
You might find it helpful to start with one pattern and see how it goes. If the team feels overwhelmed, you can try switching things up. The goal is to find a rhythm that works for your team.
Good luck!
FAQs
How do we know when to switch from weekly to split-week or vice versa?
Check in on how people feel after their shifts and whether response times stay consistent. If team members seem exhausted after weekly rotations or incident volume has increased, moving to a split week might help. If handoffs feel like constant interruptions, switching to weekly could give people more breathing room.
What if some team members prefer weekly but others prefer split-week?
It can be helpful to run one rotation for a month and then gather feedback from everyone. Sometimes preferences shift once people experience the actual rhythm. If disagreement persists, let your incident volume guide the decision. Higher volumes usually point toward split-week rotations.