Many employees, and employers, report increasing pressure to work outside of normal hours, due to constant messages, out of hours meetings, and an expectation to be available outside of their working times.

Microsoft’s latest report has found that the traditional 9-to-5 working day is becoming a thing of the past, with most employees now working an “infinite work day”.

40% of employees reportedly check inboxes from 6am, with just under 30% also logging back in around 10pm.

20% check emails at the weekends (before midday on Saturday or Sunday), with a further 5% checking again on Sunday evenings.

Why are staff working longer hours

Some of the reasons for working longer hours should be concerning for employers. Workloads, pressure at work, unreasonable expectations and anxiety about not being in control for example.

For some staff, working out of hours may afford them some flexibility during their traditional shifts, especially those with caring responsibilities or who are unable to work the traditional 9 to 5. It is likely to be expected more in some industries, or levels, with managers often reporting to working out of hours most frequently.

Technology has also increased the potential to work out of hours. Many staff have emails on their phones or tablets, adding to the temptation to “have a quick look” at emails. Mobile phones mean people can be contacted even when away from their desk. Social platforms like LinkedIn often send notifications, which can often interrupt non-working hours. The number of meetings being scheduled after 8pm increases by approximately 16% year on year, with the average employee now receiving over 50 messages outside of standard hours.

How can employers manage this situation?

Making sure that staff understand the expectations with regards to working out of hours is important – reinforcing that there is no expectation to do so, and leading by example are vitally important. If managers are emailing out of hours, staff may feel pressure to respond.

Scheduling emails to be sent during working hours (even if written outside) can be a good way to manage this, which still allows flexibility for those who need to work late, whilst not interrupting recipients.

Having a supportive culture is vital, providing support for employees, recognising signs of stress, and ensuring workloads are reviewed, and manageable, can all go a long way to managing stress and burnout.

Identifying staff who regularly work out of hours, and having a discussion to understand the reasons, can help issues to be identified and resolved before they become a problem.

Support

If you need any support implementing policies, wellbeing strategies, or with any other aspect of HR or management training, please contact us on team@hrprime.co.uk.