recent study conducted by HR software provider Ciphr has unveiled a concerning trend in the UK workforce: a significant portion of employees is working unpaid overtime. This practice, which has become alarmingly common, not only affects workers' well-being but also raises questions about the work-life balance and fairness in the workplace.
Ciphr's study reveals a stark reality – 49% of UK employees work unpaid overtime, while only 23% receive overtime pay. This means that nearly half of the workforce is giving their time and effort for free, contributing an average of just over three hours per week without compensation. Over a year, this adds up to a staggering 18 additional days, or 139 hours of unpaid labour.
Certain groups within the workforce are more susceptible to this trend. Senior managers, remote workers and those in legal services and education tend to work the longest hours of unpaid overtime, with some averaging 4.1 hours per week. Employees aged 25-34 are also heavily impacted, with 3.5 hours of unpaid work per week on average.
One alarming consequence of this unpaid overtime culture is the impact on individuals' health and well-being. Shortening or skipping lunch breaks is one of the common ways employees overwork, with only 36% of respondents in the survey taking their full lunch break every day. If this pattern continues, it could lead to stress, burnout and negatively affect physical and mental health.
Unchecked overwork can have detrimental effects not only on individuals but also on workplace dynamics. It may lead to employee resentment, particularly if the unpaid overtime is not a voluntary choice but a result of unrealistic workloads, understaffing, or unattainable targets.
The study also highlights a gender gap in unpaid overtime. Women are more likely to skip their lunch breaks, with 27% admitting to not taking their full break most days of the week, compared to 19% of men. This sheds light on an additional layer of disparity in the workforce.
The prevalence of unpaid overtime should not be normalised. It is essential for both employees and employers to recognise the importance of a healthy work-life balance and fair compensation for extra hours worked. Employers must take responsibility for managing workloads, setting realistic expectations, and ensuring that overtime, when necessary, is compensated fairly.
Claire William – Chief People Officer at Ciphr – stated:
“If an individual thinks they are doing too many unpaid hours, then it’s vital that they address this with their employer as soon as possible. Doing a bit of extra work occasionally is one thing – and it is relatively common practice to work additional hours, at times, to fulfil your role but feeling like you ‘have’ to do that extra work regularly because it is being expected of you is quite another.”
She added:
“This research serves as a good reminder on the importance of keeping track of employees’ working hours – mainly to help ensure that people are not working unreasonable hours, but also, as an organisation, that you’re not breaching Working Time Regulations or the national minimum wage rules.
If regular overworking is a problem, and employees are raising their concerns, don’t ignore the situation - it’s definitely in an employer’s interest to understand what they can do to help, and make changes where possible, before it impacts an individual’s health and wellbeing, and, ultimately, the wider business.”
