The Hidden Dangers of Working Long Hours

In today’s fast-paced and highly competitive work environment, many employees work well beyond the traditional 40-hour workweek, often stretching to 50 or even 60 hours. The demands of modern workplaces and the increasing pressure to meet tight deadlines and achieve ambitious goals have made extended working hours commonplace for many. While some employees consider this a necessary sacrifice to get ahead or stay on top of their workload, these extended hours’ physical and mental consequences can’t be overlooked.

This overworking trend may seem like a short-term solution for completing critical tasks, but research indicates it may do more harm than good. Contrary to popular belief, working longer hours does not always lead to better performance. It often has the opposite effect — leading to burnout, reduced cognitive function, and long-term health issues. Overworked employees become less productive, less creative, and more prone to making mistakes, ultimately hurting the company’s bottom line. As business leaders, recognizing the detrimental impact of long working hours on employee well-being and organizational success is crucial.

The Health Implications are Alarming

According to a joint study conducted by the World Health Organization (WHO) and the International Labour Organization (ILO), individuals who work 55 hours or more per week are at a 35% higher risk of suffering from a stroke and a 17% higher risk of developing heart disease compared to those who work 35-40 hours per week.1 These risks cannot be taken lightly, especially in an age where employee health and well-being are increasingly recognized as vital components of a thriving workplace. These statistics raise important questions for HR leaders: Are we asking too much of our employees? What can be done to mitigate the risks associated with long working hours?

The lesson is clear: addressing long working hours isn’t just about improving health outcomes — it’s about safeguarding productivity, creativity, and employee morale. When employees are tied to their desks for extended periods, their health, happiness, and work performance suffer. Addressing this issue requires a proactive approach from HR leaders to ensure employees aren’t pushed beyond their limits.

How to Reduce Long Working Hours in Your Workplace

1. Understand the Root Cause

The first step to solving the issue is understanding why your employees must work long hours. Are workloads too high? Are deadlines unrealistic?

Managers should regularly check in with their teams to evaluate workloads and bandwidth. This ensures tasks are manageable within a standard 40-hour workweek. During this process, it’s essential to consider your company’s culture, as it sets the foundation for employee expectations regarding how they work. Elements such as collaboration and effort are influenced by culture.

As Benjamin Laker notes in Forbes, “Companies with strong cultures have seen a 4x return in revenue growth.”2 In essence, employees are more likely to thrive and be productive when they feel motivated and aligned with their workplace culture.

2. Plan with Precision

Once you understand your employees’ workloads, the next step is to help them plan their time effectively to prevent the need for long hours.

This begins with offering structured training programs or workshops to enhance time management, prioritization, and productivity skills. These programs equip employees with the tools they need to manage their tasks more efficiently while also providing opportunities for team-based learning that can increase collaboration efforts.

Breaking down large tasks into smaller, more manageable components and assigning them to specific team members ensures that work is evenly distributed, reducing the risk of anyone becoming overwhelmed. To support this process, project management software can be introduced to track deadlines, monitor task progress, and maintain visibility across the team. 

3. Offer Support and Resources

​​It’s crucial for employees to feel comfortable asking for help when they need it, whether that means offering additional support on large projects or adjusting deadlines to relieve pressure. Regular team check-ins are essential for having open communication about workload, which allows managers to identify when someone is overburdened and adapt accordingly.

Additionally, creating a culture where asking for help is encouraged, not discouraged, helps prevent burnout and improves overall team morale. When employees know support is readily available, they’re more likely to perform at their best and maintain a healthy work-life balance.

Long-term Goals for Your Employees

When looking for a long-term effect for how your employees can get the additional support they need to combat those health needs, look towards Healthee. Our app allows your employees to streamline their healthcare from anywhere, anytime.

Using a feature like telehealth support can give your employees instant access to doctors and mental health specialists who are ready to explain any concerns your employees may feel about their health that could have been caused at your establishment. What are you waiting for? Click here to book a demo with us.

As the HR leader of your company, it’s critical to collaborate with managers and C-suite employees to ensure that employees aren’t overburdened with extra work so that teams can meet certain quotes. Not only will this create a healthier workplace, but it will also lead to improved productivity and a better work-life balance for your team.

References

[1] Frank Pega, Corresponding Author. “Global, regional, and national burdens of ischemic heart disease and stroke attributable to exposure to long working hours for 194 countries, 2000–2016: A systematic analysis from the WHO/ILO Joint Estimates of the Work-related Burden of Disease and Injury,” Environment International, 2021.

[2] Benjamin Lacker, Senior Contributor. “Culture Is A Company’s Single Most Powerful Advantage. Here’s Why,” Forbes, 2021.