Tackling the wellbeing fallout of ‘always-on’ work culture
Michel Ma, Advisory Programme Manager at Business in the Community, explores how the rise of an ‘always-on’ work culture is impacting employee wellbeing—and what employers can do.
July 30, 2025
Tackling the wellbeing fallout of ‘always-on’ work culture
Michel Ma, Advisory Programme Manager at Business in the Community, explores how the rise of an ‘always-on’ work culture is impacting employee wellbeing—and what employers can do.
The traditional workday 9 to 5 is fading fast. With flexible working and always-on digital tools, the boundaries between work and life are increasingly blurred. While this shift brings benefits, it also raises serious concerns about focus, stress, and wellbeing. We’re witnessing a concerning shift toward an ‘always-on’ work culture – the infinite workday.
The rise of the ‘always-on’ work culture
Microsoft’s 2025 Work Trend Index describes this phenomenon clearly: the lines between professional and personal time have almost disappeared. While BITC’s Your Job Can Be Good For You research shows that work-life balance is the most important factor in making a job beneficial for wellbeing, often ranking even higher than pay, Microsoft’s findings reveal a troubling trend:
Anxiety peaks when employees feel the need to stay ahead before the workweek even begins. This constant connectivity is more than a productivity issue—it’s a wellbeing crisis. Indeed, BITC’s research highlights that excessive pressure and workloads are the leading contributors to work-related poor mental health.
The mental cost of constant disruption
Frequent interruptions don’t just break up our time—they break up our thinking. A 2022 study found that digital overload is linked to increased stress, reduced cognitive performance, and lower job satisfaction.1
Even short interruptions can disrupt productivity. Research found that it takes up to 25 minutes to fully refocus after an interruption, and that task switching increases mental workload and error rates.2 For neurodivergent employees, who may already face challenges with attention and sensory processing, the impact can be even more significant.3
And the business cost? Higher stress levels are linked to increased absenteeism, higher turnover, and lower productivity. BITC’s Prioritise People report evidence that supporting employee wellbeing could deliver returns of £4,000–£12,000 annually per UK employee.
What employers can do to create better work for wellbeing
Employers have a key role to play in reversing the trend of the infinite workday.
1. Design work that works
Well-designed roles help contain work within the workday. Jobs should allow for deep focus, clear purpose, and manageable workloads. BITC’s Your Job Can Be Good for You report shows how co-creating roles with employees can balance performance with wellbeing.
2. Build a culture of psychological safety
Create an environment where employees feel safe to speak up, ask for help, and set boundaries. Promote healthy behaviours—like taking breaks, respecting time off, and openly discussing mental health—supported by fair and transparent systems and policies.
3. Practice inclusive leadership
Leadership is at the heart of BITC’s Workwell Model. Without visible commitment from senior leaders, wellbeing won’t become part of everyday culture. Leaders must model healthy behaviours, engage employees in shaping wellbeing strategies, and recognise the link between wellbeing and business performance.
4. Equip and support line managers
Line managers shape the daily employee experience. Provide training to help them support wellbeing, manage workloads, and create psychologically safe teams. BITC offers workshops and advisory support to build this capability across your organisation.
Next steps
Take the Workwell Self-Assessment
Understand your starting point and track progress using BITC’s free Workwell Self-Assessment Tool.
Make the Workwell Commitment
Join other organisations in publicly committing to measure and improve employee health and wellbeing. The Workwell Commitment is free and open to businesses of all sizes and sectors.
How we can help
Our Inclusion & Wellbeing Advisory Services help you prioritise your most valuable asset: your people. Grounded in our evidence-based Workwell Model, we take a strategic, data-driven approach to help you build a culture of wellbeing that is inclusive, sustainable, and tailored to your organisation’s needs.
