WORKING 9-TO-5 – A THING OF THE PAST?
IS THE TRADITIONAL WORKDAY A THING OF THE PAST? ACCORDING TO A NEW SURVEY, THE ANSWER IS YES.
The poll, which was conducted by Harris Poll on behalf of CareerBuilder, surveyed more than 3,200 full-time workers nationwide. More than 3 in 5 workers (61% of survey participants) indicated that they believed the traditional workday was an idea of the past.
Though the popular perception is that the younger generation (i.e. the millennials) is entering the workforce and challenging the 9-to-5 status quo, this may not actually be the case. Surprisingly, workers aged 45-54 were the largest demographic, at nearly 70%, believing working 9-to-5 was passé. Workers aged 18-24 (45%) and 25-34 (59%) were more likely to believe a traditional workday was alive and thriving.
What is contributing to this belief? Technology of course. Smartphones and other technology allow us to remain connected to the office outside of normal business hours, which means many workers are working even when they are not in the office.
Nearly half (48%) of survey participants indicated that they continue to work after hours. Those workers aged 18-24 exceeded all other age groups in this category with 52% admitting to working ‘off the clock’. Nevertheless, over half (52%) of all survey participants admitted to checking or responding to emails outside of work.
Therefore, while 39% of all survey participants believe in a traditional 9-to-5 workday, nearly half (48%) are putting in more work than a eight-hour day.
What does all of this mean? Well, for employers who have employees eligible for overtime, it may mean liability for uncompensated time worked. Remember, employers are required to pay employees for all hours worked. ‘Working’ includes checking and responding to email, even if after normal business hours. Employers should make sure their overtime eligible employees aren’t working (and don’t feel required to work) when they are off the clock.
The Nevada Association of Employers (NAE) is here to assist Nevada employers by providing guidance and support for their most pressing and complex employment-related issues. For more information about NAE and what we do for Nevada employers, visit our website. If you are a Nevada employer interested in membership, please contact membership@nevadaemployers.org or join today!
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Nevada Association of Employers (NAE) has compiled a collection of commonly used HR forms, checklists, policies, and employer guides to help Nevada businesses manage workplace compliance and HR administration.
Whether you are looking for an employment application, employee file checklist, payroll deduction form, performance appraisal form, or FLSA exemption worksheet, NAE provides resources designed to support employers with day-to-day HR operations.
These tools help employers maintain consistent documentation practices and ensure workplace policies align with federal and Nevada employment regulations.
Employers who need additional guidance on HR compliance may also benefit from services such as HR Hotline support or professional HR audits, which help identify potential compliance gaps before they become legal issues.
Access HR Forms Through the Member Portal
NAE members can access these HR resources through the Member Portal (login required). The portal includes downloadable HR forms, customizable policies, and other templates that help employers manage employee documentation and HR procedures efficiently.
These resources are designed to work alongside other NAE compliance tools, including the HR Compliance Checklist and Employee Handbook Review services that help employers maintain legally compliant workplace policies.
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If you don’t see the HR resource you need, NAE’s HR professionals and employment law attorneys are available to help.
Members can request guidance or customized resources through services such as Legal Hotline or employment legal services, which provide expert advice on workplace compliance and HR documentation.
Contact Nevada Association of Employers to speak with our team about your HR needs.
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