According to FlexJobs’ 2024 Workforce Wellness Report, the majority of workers (70%) say that companies should reconsider the 40-hour workweek. The survey reveals that 28% of respondents say they experience a daily pressure to overwork beyond their regular hours, with another 30% stating they feel pressured to overwork at least weekly (12%) or a few times a month (18%).
Amid growing debates on remote work and evolving workplace dynamics, FlexJobs conducted the survey of over 3,000 U.S. professionals to gain greater insight into workers’ experiences and explore how today’s work landscape is impacting their health and wellness, career choices and perspectives on the future of work.
The survey finds that only 11% of respondents prefer to keep the standard, five-day workweek in place, compared to the 89% in favor of more flexible working arrangements like compressed schedules and four-day workweeks. Of these respondents, some:
- prefer to follow a four-day workweek (32%);
- would opt for a flexible schedule with the ability to choose their working hours (32%); and
- want a performance-based arrangement, where hours are based on goals (25%).
“The findings in FlexJobs’ survey highlight the prevalence of unhealthy ‘hustle culture’ and the pressure to overwork,” says Toni Frana, lead career expert at FlexJobs. “It’s critical that employers focus on developing organizations that prioritize work-life balance over burnover in order to foster healthier, more productive, and engaged teams heading into 2025.”
In addition to the more than half (58%) of respondents who indicate they feel pressured to work beyond regular hours, 80% say they have endured a toxic work environment because they were afraid of losing their job.
Workers cite “excessive workloads” (34%), “toxic bosses” (31%), and “unrealistic expectations from managers” (31%) as the three biggest stressors they are currently experiencing at work. Other top reasons shared were:
- job insecurity (29%);
- work-life boundaries (24%);
- difficult coworkers (23%);
- layoffs (23%);
- changes within the organization (22%); and
- lack of time (21%).
Whether a result of these challenges or tolerating a toxic work environment for job safety, over a third of respondents say they feel “stuck” (37%), “frustrated” (37%), “stressed” (34%), or “burned out” (34%) in their current job––a notably higher rate than those who stated they felt “engaged” (11%), “enthusiastic” (8%) or “excited” (7%) in their role.
As a result of workplace stress, nearly three-quarters of respondents (72%) say they have had trouble sleeping or changes to sleep patterns, over half (54%) have turned to comfort eating or unhealthy snacking, and 48% have demonstrated irritability or a shortened temper.
Other unhealthy behaviors or coping mechanisms workers said they have developed because of work stress include:
- procrastination or avoidance of tasks (47%);
- physical symptoms like headaches (46%);
- difficulty concentrating or making decisions (44%);
- excessive caffeine consumption (39%);
- negative self-talk (38%);
- isolating from friends and family (32%);
- reliance on screen time or social media (25%); and
- increased alcohol intake (20%).
The shifting priorities of work-life balance in the workforce are also reflected in respondents’ views on paid vacation time and flexible jobs—namely remote and hybrid workplaces. More than half of respondents (62%) to FlexJobs’ Workforce Wellness Report said they plan to take or have already taken all their paid vacation time in 2024. Conversely, only 34% have not.
In addition to paid time off, nearly all respondents agreed that remote and hybrid workplaces are the best working arrangements for their mental health. More than half (56%) say a remote environment is best for their mental health. Nearly half (43%) agree that a hybrid workplace, mixing remote and in-office work, is better for their mental health. Only 1% said being in an office full-time and not working remotely at all was best for their mental health.
Additionally, the survey shows respondents are not only interested in remote environments, but more specifically, work-from-anywhere arrangements that are free of any geographic or location restrictions.
In fact, over half (58%) say they would accept a pay cut for the option to work remotely from anywhere. Of these respondents, 31% would take a salary decrease of 5%, and 19% were willing to accept up to a 10% cut. For the option to work-from-anywhere, workers said they would also exchange:
- fewer chances for professional development (24%);
- forgoing company-sponsored health insurance (14%);
- increases in working hours (14%);
- retirement-focused company contributions (12%);
- decreased vacation days (12%); and
- a pay cut of up to 20% (8%).