Questions about working hours and conditions are “at the heart of most labor market reforms and developments that are taking place in the world today,” said industry boss Philippe Marcadent in the foreword ILO‘s Working hours and work-life balance worldwide.
“The number of hours worked, their organization and the availability of rest periods can significantly affect not only the quality of work, but also life outside of the workplace.”
recording hours
The study, which addresses the issue of work-life balance for the first time, examines the effects of working hours and schedules on the performance of companies and their employees.
A woman works remotely in Bali, Indonesia.
Coverage of the periods before and during COVID-19the report shows that more than a third of all employees regularly work more than 48 hours a week, while a fifth of the global workforce works less than 35 hours a week part-time.
“The so-called ‘Great Resignation’ phenomenon has put work-life balance at the forefront of social and labor market issues in the post-pandemic world,” said lead author Jon Messenger.
Different arrangements
The report analyzes different working time models and their impact on the work-life balance, including shifts, on-call regulations, compressed working hours and hourly average regulations.
Innovative working time arrangements like those introduced during the COVID-19 crisis can bring major benefits, including increased productivity and a better work-life balance, Mr Messenger said.
“This report shows that if we apply some of the lessons learned from the COVID-19 crisis and look very closely at the way working hours are structured, as well as their overall length, we can create a win-win situation that both business performance and improves work-life balance,” he added.
However, the report warns that the benefits of some flexible arrangements, such as Spending more time with family, for example, can also be associated with greater gender imbalances and health risks.
Pandemic Responses
The report also looks at crisis response measures governments and businesses have taken during the pandemic to keep organizations running and jobs alive, noting that more workers on short-time work have helped prevent job losses.
The study also shows long-term changes.
“The large-scale adoption of telecommuting almost everywhere in the world where it has been possible has … transformed the nature of employment, most likely for the foreseeable future,” it says.
The COVID-19 crisis response also provided compelling new evidence showing that allowing workers greater flexibility over how, where and when they work can be positive for both them and the company, with significant productivity gains.
Conversely, limiting flexibility comes with significant costs, including higher staff turnover.
“There is ample evidence that work-life balance policies offer significant business benefits, supporting the argument that such policies represent a ‘win-win’ situation for both employers and employees,” states in the report.
observations
The report makes a number of conclusions, such as that longer hours are generally associated with lower productivity, while shorter hours are associated with higher performance.
It also acknowledges that laws and regulations that impose caps on working hours and statutory rest periods contribute to the long-term health and well-being of society.
Sebabatso Nchephe (right), 18, chats remotely with her mentor Pretty Jagivan (on screen) at Roche Pty Ltd offices in Sandton, South Africa.
recommendations
After Working hours, Countries should continue to support pandemic-era initiatives such as inclusive short-time work, which have not only saved jobs but also boosted purchasing power and helped cushion the impact of economic crises.
She also advocates policy change to reduce the number of hours worked in many countries and promote a healthy work-life balance.
Finally, the report encourages teleworking to preserve employment and give workers more choice.
However, to limit any potential negative impact, she warned that these and other flexible working arrangements need to be well regulated to support what is often referred to as a “right to disconnect” from work.
