A widespread culture of overwork and unpaid overtime is severely affecting UK businesses, with excessive workloads and unrealistic managerial expectations undermining motivation, productivity and staff retention, a new study suggests.
Research by workforce management software firm Protime among 2,000 UK employees reveals that more than half (54%) work between half a day and four days of unpaid overtime each month — amounting to 19 million days of uncompensated work annually.
One in five employees wants to leave their current job within the next six months to escape excessive workloads, while nearly half (49%) say they are unwilling to take on additional work and 42% are avoiding management responsibilities for the same reason.
A Workforce Pushed to Its Limits
The findings highlight a work culture that prioritises long hours at the expense of well-being and performance:
- Hybrid workers face more pressure: 33% of employees say they are more likely to work unpaid overtime when working remotely.
- Unrealistic workloads are common: 28% report being unable to complete their job within regular hours.
- Management is failing to protect workers: 27% want managers to ensure workloads are more evenly spread, while 20% say the work they are given is unrealistic for the time available.
- Overwork damages business performance: 38% of employees feel less productive, 29% say the quality of their work suffers, and 28% report a strained relationship with their manager.
Employee wellbeing is suffering: 53% experience increased stress and anxiety, 41% feel burnout, and 25% avoid taking holidays due to workload pressures.
How Employers Can Break the Cycle of Overwork
Rather than seeing unpaid overtime as a sign of commitment, businesses should recognise it as a warning sign that their systems need to change. Experts recommend several strategies to create a healthier, more productive workforce:
Implement Clear Workload Management Systems
Employers can use workforce management software to monitor workloads and prevent excessive task delegation. Regular workload reviews can help ensure that no single team member is disproportionately burdened.
Establish Clear Boundaries for Work Hours
Hybrid and remote workers often struggle to switch off. Implementing right-to-switch off policies, as seen in countries like France and Ireland, can help ensure employees are not expected to respond to emails or complete tasks outside working hours.
Train Managers to Recognise and Prevent Overwork
Management training should include strategies for distributing tasks fairly and identifying signs of burnout. Encouraging open communication between employees and managers can help address workload concerns before they escalate.
Encourage Flexible and Outcome-Based Working
Rather than rewarding presenteeism, companies should focus on measuring results rather than hours worked. Flexible scheduling and performance-based evaluation can enhance productivity while reducing unnecessary overtime.
Promote a Culture of Wellbeing
Ensuring employees take their full holiday entitlement and encouraging a healthy work-life balance can lead to higher engagement and better performance. Mental health support services and workplace well-being initiatives can further reduce stress levels.
‘A Broken System’
Simon Garrity, UK Country Manager of Protime, warned that unless employers acted, they risked losing talent and damaging their bottom line. “The UK’s widespread culture of overwork is a ticking time bomb that HR leaders can’t afford to ignore,” he said. “Excessive workloads and unrealistic expectations are burning employees out, killing motivation and productivity and driving away top talent from organisations.
“Our data reveals a vicious cycle for employees, as lack of manager support and boundaries enables overwork, which in turn harms wellbeing, retention and the bottom line.
Garrity ssaid it was important that employers understood that unpaid work was not an indication of a worker’s dedication but “symptoms of a system which has to work better”.
He added that “only by creating a culture that respects employee time, prioritises workload management and encourages healthy work-life balance, (can) businesses can reap the benefits of a happier, more productive workforce.”
As the debate over work-life balance intensifies, the research serves as a reminder that without proactive change, experts say the UK’s workforce risks further burnout, disengagement and talent loss.
