A 2022 report by the International Labour Organization pointed out that hyper-connectivity has blurred the distinction between work and personal life. Workers are frequently made to stay on call after regular working hours, sacrificing personal health for work-related needs. In Pakistan, this happens on a large scale. Gallup Pakistan’s 2023 workplace survey highlighted how cultural values, financial stress and the pace of digital tool adoption have contributed to an ‘always-on’ workplace culture.

Long Working Hours: The Norm, Not the Exception: According to the Pakistan Bureau of Statistics (PBS) FY 2021–22 Labour Force survey, professionals in urban areas work an average of more than 48 hours per week, and some industries, including banking, finance, technology, healthcare, consulting and media, have even longer hours. The State Bank of Pakistan’s 2021 Annual Banking Sector Review stated that banking and finance staff regularly work 12 to 14 hours daily. Likewise, in 2022, the Pakistan Software Houses Association (P@SHA) reported that IT professionals working on international projects often work late nights to keep pace with international time zones. The Pakistan Medical Association (PMA) in a 2021 survey found that doctors, nurses and paramedics work shifts beyond 18 hours, leading to a high level of fatigue and stress.

While most Western nations have adopted legal and cultural frameworks to guard work-life balance, Pakistan has an extensive gap in formal workplace policies aimed at safeguarding workers’ welfare. In a culture where prolonged working hours are not just valued but rewarded, professionals have a hard time balancing career ambitions and personal wellbeing.

Global Comparisons: The European Commission, in a directive issued in 2020, highlighted strict work-hour policies among EU member nations, frequently limiting the workweek to 35 to 40 hours. The same directive touched upon the ‘right to disconnect,’ stopping employers from contacting employees after working hours. In America, Microsoft’s 2021 Work Trends Index revealed that Google and Microsoft (amongst other big brands) have implemented flexible work arrangements, comprehensive mental wellbeing support, and liberal paid time off as a means to improve work-life balance. In 2018, Japan’s Ministry of Health, Labour and Welfare introduced the ‘Work Style Reform’ in a country where brutal office culture has led to several deaths. The reform aimed to (i) reduce the infamous long working hours of Japanese workers, (ii) introduce flexible and diverse work styles, and (iii) ensure that all workers receive equal treatment. Similarly, according to Khaleej Times, in 2022, the UAE slashed its working week to a 4.5-day workweek for federal government employees as a way to boost productivity and improve work-life balance.

Gender Roles and the Double Burden on Women: In a 2022 study, the Aurat Foundation highlighted the significant challenges working women in Pakistan face, noting that 75% felt overwhelmed by the dual burden of professional and household responsibilities. Many women reduce their working hours or exit the workforce altogether due to societal expectations and insufficient support systems. Limited workplace childcare facilities and inadequate maternity leave policies further compound these challenges. The Aurat Foundation also found that cultural pressures typically lead women to prioritise domestic life instead of career development, while discriminatory attitudes toward flexible work patterns discourage women from applying for jobs with the option to balance work and life. Nevertheless, Telenor Pakistan’s 2021 report on employee wellbeing and sustainability cited how Telenor is providing extended maternity leave, paternity leave and flexible work arrangements to overcome these challenges.

Gallup Pakistan’s 2023 survey revealed that most professionals in Pakistan work late at the office mostly because of a culture whereby being physically present for long hours is viewed as an indicator of commitment. High levels of unemployment, as documented by the PBS in 2022, also contribute to the pressures and expectations that weigh on workers for fear of losing their jobs if they fail to keep up with demanding schedules. The Aurat Foundation has observed that such cultural expectations create an additional burden for women who might already be subjected to questions about their commitment towards work because of family responsibilities.

Flexible Work Arrangements: In its 2021 Work Trends Index, Microsoft demonstrated how models of hybrid work can decrease travel stress and increase productivity. In a 2020 summary of its employee benefits, Google highlighted that flexible hours enable people to balance personal commitments while remaining productive. Furthermore, the International Labour Organization in a 2022 report cited that moving towards a results-based environment, where output is measured by KPIs rather than the number of hours spent in the office, leads to enhanced efficiency and innovation.

Digital Detox and ‘No-Email’ Policies: Gallup Pakistan’s 2023 workplace survey found that 72% of workers believe remote work provides flexibility and appreciate the benefits of being able to manage their schedules, reduce commuting time and integrate personal activities throughout their day. However, 48% find it challenging to establish clear boundaries between work and home. According to a WHO report, burnout – characterised by chronic workplace stress – is on the rise globally, owing to employees’ inability to disconnect from work. Being constantly connected to their devices compels many to respond to emails late into the night and check notifications during personal time. While remote work offers increased autonomy and convenience, it can also lead to blurred work-life boundaries and fatigue, reduced focus and anxiety – a phenomenon known as ‘technostress’. Basecamp, a US tech company, implemented a fixed work hours policy that limits work from nine a.m. to five p.m., disables after-hours notifications, and avoids late emails. This approach resulted in a 30% increase in employee satisfaction and a 20% boost in productivity.

Google in the United States has widely documented the institution of on-campus wellness programmes, discounted childcare options and expanded telecommuting since the Covid-19 pandemic. In Germany, SAP, a European multinational software company, tested four-day workweeks and provided robust mental health resources. Unilever launched an agile working policy in 2020 that promotes job sharing, part-time roles and other flexible arrangements, and Khaleej Times reported in 2022 that DHL in the UAE has successfully adopted a ‘work-from-anywhere’ model, significantly improving employee satisfaction and retention.

According to a 2021 survey by the Chartered Institute of Personnel and Development, 56% of employers offering flexible schedules reported a notable decrease in absenteeism. The Society for Human Resource Management, in its 2021 Employee Job Satisfaction and Engagement Report, noted that companies adopting flexible work policies experienced a 25% reduction in turnover on average. Meanwhile, Gallup’s 2022 State of the Global Workplace Report indicated that employees who have the freedom to manage personal and professional obligations are 43% less likely to experience burnout, leading to higher engagement and productivity.

Changing the work culture in Pakistan will involve a collective and concentrated effort from policymakers, employers and employees. As emphasised in various studies, an ‘always-on’ culture can result in burnout, decreased productivity and turnover. Adopting flexible work arrangements, digital detox and mental wellbeing initiatives can help Pakistani businesses develop a more engaged and resilient workforce. Most importantly, perhaps, adopting a balanced stance in professional and personal life not only contributes to the wellbeing of individuals, it also drives sustainable organisational success.

Fauzia Kerai Khan is CEO, I&B Consulting, fauzia@iandbconsulting.com