Issues around working hours and conditions are “at the heart of most of the labor market reforms and developments taking place in the world today”, Branch Manager Philippe Marcadent said in the preface. of the ILO‘S Working hours and work-life balance around the world.
“The number of hours worked, the way it is organized and the time it takes to rest can significantly affect not only the quality of work, but also life outside of the workplace.”
recording hours
This is the first study to focus on work-life balance, looking at the effects of working hours and time schedules on the performance of businesses and their employees.
A woman working remotely in Bali, Indonesia.
Includes periods before and during COVID-19The report reveals that more than a third of all employees regularly work more than 48 hours per week, while a fifth of the global workforce is working part-time less than 35 hours per week.
Lead author Jon Messenger said: “The phenomenon known as the ‘Major Resignation’ has put work-life balance at the forefront of social and labor market issues in the post-modern world. Translate”.
different arrangement
The report analyzes different work schedules and their impact on work-life balance, including shifts, scheduling to be on call, compressed hours, and scheduling average number of hours.
Creative ways to organize your work time, such as those introduced during the COVID-19 crisis, can yield huge benefits, including greater productivity and improved productivity, said Mr. Messenger. improve work-life balance.
“This report shows that if we take some of the lessons from the COVID-19 crisis and look very carefully at how work hours are structured, as well as their overall duration, we can create win-win benefits, improve both business efficiency and work-life balance”, he added.
However, the report warns that the benefits of some flexible arrangements, such as spending more time with family, can also come with a gender imbalance and greater health risks.
Responding to the pandemic
The report also examines the crisis response measures governments and businesses have taken during the pandemic to help keep institutions afloat and preserve jobs, finding that many workers reduced working hours helped prevent job losses.
The study also highlights long-term changes.
It states: “The large-scale rollout of telework in nearly every corner of the world is possible, has changed… the nature of work, most likely for the foreseeable future.”
The COVID-19 crisis measures also provide strong new evidence that by giving workers more flexibility about how, where and when they work, there can be positive benefits for both them and the business, with significantly increased productivity.
In contrast, limiting flexibility brings significant costs, including higher employee turnover rates.
The report states: “There is ample evidence that work-life balance policies provide substantial benefits to businesses, supporting the argument that such policies are ‘win-win’. for both employers and employees”.
observe
The report includes several conclusions, such as longer working hours are generally associated with lower productivity, while shorter working hours are associated with higher output.
It also advocates that laws and regulations place higher limits on statutory hours of work and rest, contributing 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’s office in Sandton, South Africa.
Recommendations
Based on working time, Countries should continue to support initiatives during the pandemic, such as comprehensive short-term work programmes, which not only save jobs but also boost purchasing power and help ease the impact of the pandemic. of economic crises.
It also advocates public policy change to reduce working hours in many countries and promote a healthy work-life balance.
And finally, the report promotes teleworking to help maintain jobs and give workers more autonomy.
However, to prevent potential negative effects, it warns that these and other flexible working mechanisms need to be fine-tuned, to support what is commonly known as the “right to disconnect”. “from work.
