2-2-3 Shift Scheduling: Is It Right for Your Team?

What is a 2-2-3 Shift Pattern?

The 2-2-3 shift pattern, also known as the Panama schedule, is a popular rotational roster used in 24/7 operations, particularly in healthcare, manufacturing, and emergency services.

It is designed to ensure continuous coverage while offering staff regular extended breaks. When implemented well, it can support well-being and reduce burnout.At its core, the 2 2 3 pattern follows a two-week cycle:

• Work 2 days
• Off 2 days
• Work 3 days

Then the pattern flips the following week:

• Off 2 days
• Work 2 days
• Off 3 days

This rotation typically includes two 12-hour shifts per day (a day shift and a night shift) and is usually organised across four teams (for example, A, B, C, and D) rotating through the cycle to maintain full coverage.This means that each team gets:

• Every other weekend completely off (a rarity in healthcare rosters)
• No more than 3 consecutive workdays
• A predictable, repeatable pattern that helps with personal planning

Which industries use the 2-2-3 shift pattern?

All sectors that require 24/7 coverage, operational consistency, and reduced staff fatigue tend to use the Panama schedule, including healthcare, emergency services, manufacturing, energy and utilities, security, and transport.

Why is it referred to as the Panama schedule?

The 2 2 3 shift pattern is often called the Panama schedule because it was reportedly first adopted by employees at a Panama-based petrochemical plant in the 1980s.

Over time, the term “Panama schedule” stuck and has since been adopted in various countries and industries.It’s worth noting that in some regions, similar shift patterns may be referred to by different names (such as “every other weekend off” or “alternating shift pattern”), but the Panama label remains the most widely recognised term in workforce management circles.

What are the pros of scheduling a 2 2 3 shift pattern?

For employers:

• Continuous coverage without needing additional casual or relief staff
• Fewer shift handovers, reducing errors in high-risk environments
• Predictable staffing, which makes planning easier for management and payroll
• Efficient use of full-time staff while limiting excessive overtime
• Appealing to employees, which can support retention

For employees:

• Regular extended breaks (e.g., 3 days off every other weekend)
• Never more than 3 days worked in a row, reducing burnout
• Predictable scheduling supports work-life planning
• Increased recovery time compared to traditional 5-day workweeks

What are the cons of scheduling a 2 2 3 shift pattern?

For employers:

• Complex to administer manually - requires careful rotation planning or a digital scheduling tool
• Long shift durations (12 hours) may increase fatigue risk if not monitored
• Harder to cover absences when each team already has a high shift load
• Not ideal for part-time or highly variable roles

For employees:

• Long workdays can be physically and mentally taxing
• Night shifts may impact health and sleep cycles over time
• Weekends are only off every other week, which can affect family routines
• Switching between day and night shifts (if not fixed) can disrupt body clocks

Is the 2-2-3 Pattern Right for Your Employees?

Whether the 2 2 3 schedule is a good fit for your team depends on your operational needs, workforce makeup, and the type of care or service you provide.

Consider the 2 2 3 pattern if:

• You need 24/7 coverage with minimal reliance on overtime or casual staff
• Your team can manage 12-hour shifts without excessive fatigue
• You value predictable rosters that support work-life balance
• Your operations benefit from fewer shift handovers and strong team continuity
• You can commit to fair, consistent rotation across all teams

It may not be ideal if:

• You have a high number of part-time or flexible roles
• Staff struggle with long shifts or switching between nights and days
• You need more weekend coverage than the pattern allows
• Your workforce includes those with health, childcare, or fatigue risks that make 12-hour shifts impractical
• You're rostering small teams where coverage gaps are harder to fill

What your staff think matters

The success of any shift pattern depends not just on efficiency but also on staff acceptance. Before moving to a 2 2 3 schedule, it's worth gathering feedback through:

• Staff surveys or listening sessions
• Trial periods or pilot rosters
• Health and fatigue risk assessments

Even a well-structured roster can cause issues if it doesn’t align with the realities of your team’s workload, wellbeing, or personal commitments.

Alternatives patterns to the 2 2 3 shift schedule

Alternatives to the 2 2 3 shift pattern:

• Panama Plus shift schedule - a variation of the standard Panama schedule, Panama Plus adds an extra workday every four-week cycle to slightly increase total hours without disrupting the core rotation. It’s ideal for departments wanting similar rest patterns while boosting coverage or aligning with local FTE requirements.
• Pitman shift schedule - Also known as the 2 3 2 schedule, this pattern alternates two workdays, two off days, then three workdays - followed by the reverse in the next week. It ensures every other weekend off while maintaining a consistent rotation, similar to Panama but with a slightly different rhythm.
• DuPont shift schedule - The DuPont model uses a four-week cycle where teams rotate through a mix of 3- and 4-day blocks with 3 to 7 days off in between. It’s more complex to administer but offers longer recovery periods, which can help reduce fatigue in high-stress roles.

Scheduling the 2 2 3 Shift Pattern using AI

Manually managing a 2 2 3 shift pattern can be time-consuming and error-prone - especially when factoring in staff preferences, skill mix, fatigue rules, and last-minute changes.

AI-powered rostering removes this complexity by automatically generating optimised schedules that meet both operational needs and staff wellbeing requirements.

Here’s how AI simplifies scheduling a 2 2 3 pattern:

• Automates the rotation across four teams, ensuring equitable distribution of day and night shifts
• Considers compliance constraints such as labour agreements, rest periods, and maximum shift limits
• Integrates leave, skills, and availability into the roster - no need for manual adjustments
• Adapts dynamically if someone calls in sick or requests a shift swap, maintaining coverage in real time
• Respects staff preferences, helping to improve satisfaction, reduce fatigue, and lower turnover

In healthcare environments where coverage is critical and fairness matters, AI rostering tools like RosterLab can generate fully compliant 2 2 3 rosters in minutes, not days.