Work-life balance in New Zealand: Why professionals are still working after hours

New Zealand’s always-on work culture: 70% regularly work outside of contracted hours

New Robert Walters research shows that professionals across New Zealand are regularly logging in beyond their contracted hours.

While flexibility and wellbeing are increasingly part of workplace conversations, the reality is that heavy workloads, leadership behaviours, and global business demands continue to fuel an “always-on” culture.

This blog explores the real drivers behind after-hours work, the impact on employees and organisations, and practical strategies to restore balance.

Why New Zealand professionals are still working longer hours

Heavy workloads 
Nearly two-thirds (52%) of professionals describe their workload as heavy or very demanding. 40% of people say this is the main reason for working additional hours, and with headcount under pressure, 27% of employees cite under-resourced teams as the main driver.

Leadership behaviours 
When managers reward responsiveness or model long working hours, employees receive a clear signal: being “always on” is valued. 10% of employees say managers’ expectations to be available around the clock is the reason they work additional hours. Even without explicit pressure, this creates a culture where staff feel compelled to extend their workday.

Global time zones 
New Zealand’s geographic position also drives after-hours work. To collaborate with colleagues or clients across Europe, North America, and Asia, professionals often attend late-night calls or respond to messages outside local business hours - 22% say this is the reason they work extra hours.

Cultural norms 
On average, New Zealanders work longer hours than many of their OECD peers. Long hours remain embedded in workplace culture, where commitment is often equated with availability.

The impact of overwork

Persistent overwork carries significant risks for both employees and businesses:

• Burnout and mental health issues: Long-term overwork contributes to stress, anxiety, and exhaustion.
• Lower productivity: Fatigue reduces focus, creativity, and output.
• Retention challenges: Professionals increasingly choose employers who respect boundaries.
• Eroded morale: A culture that rewards hours over outcomes can damage engagement and collaboration.

Strategies for employers to restore balance

To tackle the root causes of overwork, employers should focus on:

• Leadership modelling: Senior leaders must set the tone by respecting boundaries and rewarding results, not hours.
• Clear communication: Define expectations around working hours, deadlines, and response times.
• Workload management: Regularly assess task allocation, ensure teams are adequately resourced, and prioritise effectively.
• Cultural initiatives: Encourage practices like ‘power hours’ and recognise output instead of presenteeism.
• Technology policies: Limit after-hours notifications and promote asynchronous communication.
• Flexibility and wellbeing support: Offer hybrid work options, flexible schedules, and mental health resources.

Tips for employees to set boundaries

Professionals can also take steps to protect their personal time, including:

• Setting and communicating clear working hours
• Using email scheduling tools to delay after-hours messages
• Taking regular breaks and fully utilising leave entitlements
• Raising workload concerns early to prevent unsustainable demands
   

Even small adjustments can help create healthier work habits and reduce stress.