LETTER: Ever since the Covid-19 pandemic forced many countries into lockdown, Work From Home (WFH) arrangements emerged as the alternative workspace which became the "new normal". While this may be necessary to keep firms functioning, it exposes a serious drawback — work hours have stretched. Employees now Work Without Hours (WWH), jeopardising their mental well-being.
Is the prolonged duration of overtime work sustainable? Undoubtedly, no. This is unhealthy, as additional hours of fatigue affect productivity. Working overtime remotely hits a different note. As we clock out at 5 or 6pm, our focus tends to divert to daily household commitments, since we are already at "home".
As commuting to and from offices no longer becomes necessary, time previously used to commute may be turned into extra working hours. Also, WFH arrangements may work for some workers but not others. Not everyone is privileged to own a designated working space or room at home. WWH might not be conducive, especially for those living in low-cost apartments or communal housing.
The transition to WFH may disproportionately disadvantage the Bottom 40 per cent (B40), who are often employed in jobs where WFH is not an option, or are in living conditions not conducive to WFH. The absence of support systems and appropriate technical capabilities to facilitate a smooth transition to online platforms impedes productivity. While these factors appear short-term, they impact employees considerably.
First, mental health is adversely affected. A 2019 AIA Vitality survey found that many employees were overworked and sleep-deprived, with 51 per cent suffering at least one dimension of work-related stress and 53 per cent getting less than seven hours of sleep a day.
Mental health problems continue to be on the rise with 22 per cent of employees reporting financial concerns. This has likely exacerbated since the pandemic began. Inconvenient home environments, on top of working pressures, will further weigh down on mental well-being.
Second, disruptions due to Covid-19 brought about accelerated automation as businesses rapidly shifted their focus to the digital economy. Skills that are not alligned to changing demands result in inefficiencies in the labour force, exacerbating labour market mismatches.
In short, work-life balance is severely lacking. Covid-19 paved the wave for creative destruction. Job security and employment prospects are bleak, as countries face recessions. The Malaysian economy registered a razor-thin growth of 0.7 per cent in the first quarter of this year.
Many firms facing shrinking revenue resorted to laying off employees to stay afloat. Consequently, the remaining employees are burdened with additional workload while those laid off face financial instability. The new normal of WFH will remain the norm in the medium term, until the pandemic is fully contained. Hence, it is key to remain flexible and resilient. Following the accelerated digitisation, remaining relevant is the new norm for staying competitive.
It is never too late to achieve work-life balance without compromising standards at work. To this end, I recommend several measures. Stop procrastinating, pick up a hobby for leisure, take breaks, and exercise. Self-discipline is key. If WFH is not ideal, experiment with different ways to find what works best. Mental health is paramount.
Employers must manage expectations in job delegation to avoid overloading employees with work and prioritise those with poor trade unions. Politicians should focus on lobbying for policies that improve employee welfare, especially for the B40. Stronger social safety nets are needed to protect the vulnerable.
WWH must never be imposed but be a decision made by choice. Changing that requires a collective effort, and mutual respect to the professional-personal division, which should not be preconditioned on the physical presence of an office.
LYNDON LUM
KUALA LUMPUR
The views expressed in this article are the author's own and do not necessarily reflect those of the New Straits Times