How I Got a Raise By Reducing My Hours (And You Could, Too)

Money. A major consideration when pondering less-than-full-time hours at your job.

One of the goals of this site is to expand your thinking about what’s possible as you create your flexible work life.

For example, could you work fewer hours and get paid more? With a keen strategy and skillful negotiation (remember, everything’s negotiable, and anything’s possible), it’s a real possibility.

Here’s an example from my experience where I cut my hours and got a raise in the process.

Realize for this purpose, the term “raise” reflects a boost in relative dollars, not absolute dollars. In other words, the new, pro-rated salary, though lower to correspond with fewer hours worked, translated into a substantially higher hourly rate.

Yet, in my case, the absolute dollars dropped only a small fraction. Here’s what happened.

The Request: Cut My Hours But Not My Pay

Years ago, while working full-time in a salaried position at a non-profit health clinic, I proposed to the Executive Director (ED) a four-day workweek without a cut in my compensation.

The response? He was stridently opposed. (The ED was a strident guy all-around—feared by many—so his response was consistent with his style.)

As with any negotiation, part of the strategy is to be armed with options, or alternate positions. And I was. Within the same hour of negotiations—during which I made a solid case for the market value of my job role—I instead suggested a 5% reduction in pay to go along with my request for a 20% reduction in hours (i.e., a 32-hour workweek).

He agreed! Almost readily. Full employee benefits intact besides. Later, I concluded that, saving money, even a relatively small amount, is what appealed to him. Every dollar counts in a non-profit.

I was ecstatic. When figured on an hourly basis, this was essentially a double-digit raise. That, along with one weekday off each week, really kicked my job satisfaction up several notches.

Could You Do It?

It sounds gutsy. And it is. But consider whether you could pull it off.

How well it goes may depend on:

Timing — Can you time your negotiation with your regularly scheduled performance review and merit raise? (That allows you to negotiate for time off instead of money.) Or after successfully completing a major project with which your manager is well-pleased? Or before the start of an important project where your role is crucial to success?

Your perceived value — Is there a shortage of candidates in your job category or do you offer a unique combination of skills and experience that strengthens your negotiating leverage? I had both of these factors in my favor.

Which work responsibilities you will retain — A four-day workweek is favored over a three-day workweek for better retention of your key responsibilities, and will likely allow you to ask for more of what you want.

The quality of your relationship with your manager — A supportive and appreciative manager is a key factor. In my case, my immediate supervisor was supportive. But the real decision-maker—the Executive Director with whom I had to cut the deal—had a combative management style. Yet, I was able to swing the deal. (And in case you’re wondering, I was nervous.) So remember, anything is possible!

Here’s a good scenario: You’ve been at your job for more than three years with the same manager with whom there is a high degree of mutual respect and good communication. There’s been formal (performance reviews, raises) and informal acknowledgment of your high-level responsibilities and achievements.

That’s a favorable environment for proposing a four day workweek with less than a 20% salary cut.

Especially if you are the only one in your job category and if you restructure your job to continue to maintain key responsibilities.

While I recognize the limitations imposed on civil service workers and union members in striking such a deal, for others, the opportunity is ripe for creative salary negotiations.

As the diet ads say, “Individual results may vary.”