The case against ‘clopening’ shifts

If you’ve ever heard the term clopening, you know it’s shorthand for one of the harshest scheduling realities in the service and retail world: working the closing shift one night and the opening shift the next morning. This type of work is often referred to in shorthand as the ‘clopening shift’, and it has become a troubling symbol of modern work in retail, hospitality, and food service.

For the workers who endure them, clopenings mean little rest, with often less than 11 hours between shifts, reducing their ability to manage childcare, personal tasks, or even get sufficient sleep. For businesses, they create sleep deprived employees, which ultimately leads to decreasing productivity and higher turnover.

Below, we make the case against clopening shifts, demonstrating the toll they take on employee health, their conflict with fair scheduling laws, and the damage they cause to both companies and their valuable customers.

What exactly are clopening shifts?

At its core, clopening is about forcing someone to work consecutive shifts without an adequate rest period. For example, a fast food worker may stay late to finish closing duties at 11 p.m., only to return for the next shift at 6 a.m. That’s just a few hours at home—often not enough for adequate sleep, let alone the chance to handle other personal tasks or spend time with family members.

These scheduling practices might seem like an efficient move—“just schedule employees who already know the ropes”—but the effects of clopening ripple far beyond convenience. Workers stuck in such schedules are more prone to sleep deprivation, mood swings, and even long-term health problems such as a weakened immune system or high blood pressure.

Why employers rely on clopening

Many retail businesses and service sectors depend on labor flexibility. Managers often justify clopenings as necessary to “cover extended hours,” avoid paying overtime pay, or simplify staffing. In some cases, hourly managers even ask employees to trade shifts or take on one shift after another to prevent gaps in coverage.

Unfortunately, this short-term fix undermines employee well being and fair treatment. The assumption is that hourly employees can absorb the costs of fatigue and rearrange their personal activities. But in reality, sleep impaired or fatigued workers are more likely to make mistakes, leading to poor job performance, dissatisfied customers, and even safety hazards.

Health consequences of clopening

The negative effects of clopening on employee health are well-documented. Medical research links irregular sleep and night shifts to conditions like high blood pressure, obesity, and a weakened immune system. Being forced into back to back shifts with less than 11 hours of downtime contributes to sleep deprivation, leaving workers with very little rest.

The physical and psychological fallout of clopening shifts can be severe. Employees report mood swings, chronic fatigue, and the inability to recover properly between shifts. The physical well being of staff isn’t just a personal matter—it directly impacts the business. Exhausted, sleep impaired employees are more likely to deliver poor customer service, mishandle orders, or overlook safety protocols.

Impact on work life balance

Perhaps the most devastating consequence is the destruction of work life balance. Workers assigned to work clopening shifts often can’t maintain steady routines, attend family events, or complete personal tasks. They may miss chances to rest, socialize with family members, or pursue professional development.

Instead of protecting space for personal activities and recovery, clopenings leave workers scrambling to do laundry, cook, or handle other personal tasks in the slim gap between shifts. Employers that schedule employees in this way undermine long-term loyalty and morale.

Legal and regulatory context

In recent years, cities and states have moved to protect employees from clopening. For example, New York City has enacted predictive scheduling laws that require advance notice of schedules and a mandatory rest period between shifts. These scheduling laws and implemented regulations aim to protect workers from exploitation.

Some companies have been forced to pay half pay when they schedule clopenings in violation of mandatory rules or applicable laws. Other jurisdictions require employers to set mandatory rest hours or comply with mandatory rest hours guidelines. By doing so, they enforce mandatory rules that safeguard employee health and employee well being.

However, gaps remain. Not all regions in the US and beyond have clopening legal protections, and enforcement can be inconsistent. Without broad adherence to labor laws, businesses continue to rely on such shifts despite the negative effects on employees and customers.

Business consequences: Productivity and turnover

Companies often overlook the hidden costs of clopening shifts. Fatigue leads to decreased productivity, customer dissatisfaction, and errors in service. For instance, a sleep deprived employee may mishandle cash, overlook closing duties, or forget critical steps at opening. Over time, these slip-ups alienate valuable customers.

Clopening also drives employee turnover. Workers subjected to work clopening shifts are far more likely to quit, creating churn that increases hiring and training expenses. The end result is a vicious cycle: businesses rely on clopenings to fill gaps, which burns out workers, who then leave, forcing management to find replacements.

Moving toward fairer scheduling practices

The solution to clopening lies in smarter scheduling. Employers should:

• Provide advance notice so workers can plan around their work schedule.
• Eliminate scheduling clopening shifts and allow workers to refuse consecutive shifts without penalty.
• Offer the option to trade shifts voluntarily without coercion.
• Ensure a rest period of at least 11 hours between shifts.
• Use scheduling tools that help schedule employees fairly and transparently.

By adhering to fair scheduling and prioritizing employee health, businesses can retain loyal staff, protect employees, and maintain consistent service quality.

Real-world examples and enforcement

In 2017, New York City became a leader by passing predictive scheduling laws that directly addressed clopenings. These laws applied primarily to food service and retail, requiring employers to give advance notice of shifts and guarantee adequate rest periods. Companies that ignored the rules faced fines or were required to pay half pay compensation.

Other cities have followed suit, introducing scheduling laws that aim to reduce negative effects like low morale employees, decreased productivity, and health risks from extended hours. These implemented regulations are clear evidence that the movement against clopenings is growing.

Clopening in practice

Let’s put ourselves in the shoes of someone working multiple clopening shifts each week. A fast food worker clocks out after closing duties at midnight, gets home by 1:00 a.m., and tries to rest. However, with only a few hours before their next start time, they are forced to wake by 5:00 a.m. ready for the opening shift. Exhausted and sleep impaired, they struggle to serve coffee, face irritable customers, and juggle personal tasks like paying bills or caring for family members.

Multiply this scenario across thousands of hourly employees in service sectors, and you see the widespread negative effects. Workers lose time for personal activities, relationships suffer, and businesses pay the price in employee turnover and the loss of valuable customers.

Why companies must change

Ending clopenings isn’t just about following labor laws—it’s about building sustainable businesses. Companies that protect workers by enforcing mandatory rest hours and respecting work life balance see lower turnover, healthier staff, and more satisfied customers.

When employers prioritize employee health and physical well being, they reduce the risk of accidents, illness, and burnout. Workers are better able to handle personal tasks, maintain their personal activities, and stay engaged in their roles.

The business benefits are clear: higher loyalty, stronger morale, and long-term profitability.

The case against clopening

The case against clopening is overwhelming. These back to back shifts devastate employee health, undermine work life balance, and conflict with fair scheduling standards. They lead to sleep deprivation, decreased productivity, and ultimately employee turnover that hurts businesses and alienates valuable customers.

By recognizing the effects of clopening and embracing predictive scheduling laws, employers can demonstrate fair treatment, comply with applicable laws, and build workplaces that truly protect employees.

In the end, the fight against clopening isn’t just about avoiding fines or checking boxes—it’s about creating a culture where both employees and businesses thrive. Employers who eliminate such shifts will find that healthier, happier workers mean stronger customer relationships and long-term business success.