SAN JUAN COUNTY, WA December 16, 2025 – Adopted as a cost-savings measure in 2023, San Juan County’s 32-Hour Work Week (32HWW) has amassed two years of data proving that the pilot project is paying off in more ways than one.
The final, two-year report details how the 32HWW enabled the County to operate within its fiscal means throughout 2024 and 2025 – without raising current expense taxes or significantly cutting staff and services. This shift saved the County nearly $2 million in projected cost-of-living expenses tied to a traditional 40-hour model.
These savings, related to the implementation of the 32HWW in 2023, have lessened the impact of escalating budget pressures the County is currently facing—preserving consistency in the face of rising financial constraints.
“As we face tighter fiscal years ahead, preserving the gains afforded by the 32HWW is even more critical,” said County Manager Jessica Hudson. “With limited resources, we’re using every tool available to manage our finances responsibly and conservatively, and the 32HWW has proven to be a valuable resource.”
The County’s recruitment and retention efforts have also seen measurable improvements under the 32HWW. On average, applications for County positions have increased by 216%, open roles are being filled 27% faster, and sick leave usage has declined by 18%—clear indicators that this model is strengthening the workforce.
With steady positive results across the pilot project’s two years, the County will continue operating under a 32HWW, using this schedule as the new standard for operations.
“We’ll continue working to leverage the benefits of this schedule and continue serving the public effectively and responsibly within our fiscal means,” said Hudson.
Background
During negotiations for the 2023-2025 labor contract, Union representatives requested increased cost-of-living adjustments and additional benefits based on hyperinflation, stagnated wages, and comparisons to other wage contracts in the region. These asks would have amounted to an unsustainable budget increase for the County.
The 32HWW was a strategic alternative that satisfied the Union’s desire for increased benefits and the County’s desire to live within its taxpayer-provided means.
Ultimately, the 32HWW was adopted in the fall of 2023 to support the County’s fiscal health in the face of rising wage and inflation pressure. The schedule change has also supported employee recruitment and retention efforts and the well-being of employees.
Final Report Highlights
- Fiscal Health: The 32HWW enabled the County to save approximately $2 million in cost-of-living adjustment expenses in the 2024–25 biennium—savings that would have been lost under a traditional 40-hour model.
- Recruitment and Retention: Since the implementation of the 32HWW, interest in County employment has dramatically increased. The total number of applicants has spiked by an average of 216% and the time it takes to fill positions has dropped by an average of 27%. Voluntary separations (quitting, retiring) have decreased by an average of 28%, allowing the County to retain a skilled workforce.
- Maintaining Productivity: Employee timesheet data shows an average of 18% less sick time used after adopting the 32HWW, and 21% less sick time used during flu season. Additionally, a 20% reduction in hours for full-time employees did not equate to 20% fewer hours worked across the organization. In fact, employee hours worked only dropped by an average of 13%, thanks to fewer vacancies and the continuous support of part-time and seasonal staff whose hours were unchanged.
Areas for Continued Growth
As one of the first counties to adopt a 32HWW, there were few precedents to follow, and every department was met with its own set of challenges. The report highlights areas for growth when it comes to balancing employee schedules and workloads, communicating the availability of public services, and maintaining productivity across departments.
The County remains committed to applying what we've learned, finding new ways to serve our community more effectively, and ensuring that our efforts remain aligned with the needs of those we serve.
What’s Next?
The two-year report serves as the culmination of the County’s reporting on the 32HWW pilot initiative, as it will now become the standard for operations. Moving forward, the County will use community feedback and the lessons learned to refine our practices, address challenges proactively, and ensure the long-term success of this model in service to both employees and the public.
Questions? Contact Communications Coordinator Erin Andrews at: erina@sanjuancountywa.gov
Information about the 32-hour work week can be found on the County’s Engage platform: https://engage.sanjuancountywa.gov/san-juan-county-s-32-hour-work-week
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