Why might employees work off the clock?

Work-from-home and other remote work policies can lead employees to work off the clock without realizing it. They may get caught up in tasks or blur the line between their work and home lives. Whether employees work from home or in the office, employees may work off the clock for several other reasons.

• Receiving pressure from leadership: If managers or other company leaders push tight deadlines or pressure workers to increase production, they may inadvertently cause employees to turn to off-the-clock work to meet those demands.
• Catching up on work: Workers who have fallen behind or need to complete a project may complete work in off-hours instead of discussing an extended deadline or overtime with a supervisor. This might be due to fears that they’ll face negative consequences if they’re unable to meet a deadline.
• Desire for career advancement: Off-the-clock work can become a habit for employees who are pursuing a promotion or raise.
• Preparing for on-the-clock tasks: Your employees might work off the clock to prepare for tasks during their regular workday. For example, a meeting scheduled at 8am might require employees to review decks and other data before coming to work so they’re prepared for the immediate start.
• Inadequate staffing : If there isn’t enough staff to handle the workload, employees may feel like they must work extra hours off the clock to keep up with demands.

Why is working off the clock bad for your business?

Allowing off-the-clock work to go unchecked can impact your employees’ wellbeing and even your financial outcomes.

Employee morale and wellbeing

Off-the-clock work can erode employee morale and wellbeing. Since working off the clock is unpaid time, it can create negative associations with work. It can also create unhealthy competition and unfairness among coworkers if some employees feel pressured to work extra hours to keep up with others.

Negative impact on company bottom lines

Poor work wellbeing can also impact your business. Happy employees are often more adept at solving problems creatively and more likely to bounce back from a bad day or poor work outcome. This potentially leads to higher productivity and cost savings.

Ensuring your policies and culture support work wellbeing also allows you to retain your talent.

Tips for discouraging working off the clock

Prioritize policies that promote work wellbeing and create a culture that discourages working off the clock. Here are a few tips for doing so:

1. Avoid meetings outside of working hours

If your teams often squeeze meetings in at 7:30am or 6pm, you may have a meeting problem. Consider whether you can remove unnecessary meetings, and plan for meeting times that don’t require team members to spend off-the-clock hours attending or preparing for meetings.

If your company has offices or remote employees in different locations, be mindful of time zone differences and, when possible, try to schedule meetings at times that are convenient for all team members.

2. Create realistic goals and deadlines.

When setting goals and deadlines, consider potential obstacles to workflow. Collaborate with team members to set project deadlines. This helps you create attainable goals. When you know deadlines are tight, consider authorizing overtime or bringing in other team members to help get the job done.

3. Be clear about call and email requirements

Consider creating a policy that clarifies the need to take work calls after hours or answer emails during the weekend or on vacation. Ensure your policies give employees permission to disconnect fully and ask leadership to refrain from sending emails after work hours.

4. Empower team members to manage time well.

Provide technology tools, training and policies that train team members to manage their on-the-clock time well and permit them to create boundaries between work and home life—especially if they work at home.

5. Foster trust and good communication.

When team members trust each other and communication lines are open and honest, they’re more likely to discuss challenges and brainstorm solutions than turn to working off the clock.