The recent comments by L&T Chairman advocating a 90-hour work week have sparked intense debate. This isn’t the first instance of such statements; Infosys co-founder Narayana Murthy had earlier suggested a 70-hour work week. Unsurprisingly, social media is abuzz, with opinions divided. Some argue that extended work hours are essential for higher productivity, while others criticize these remarks as dismissive of work-life balance and toxic to workplace culture.
So, who is right, and who is wrong?
The outrage against these remarks highlights an existing corporate reality. Many employees already work extended hours, often clocking 12 to 16 hours daily since the onset of work-from-home and hybrid models post-COVID-19. Consider your workday—what time do you start checking emails, attending calls, or joining virtual meetings? And when do you finally stop responding to messages or winding down work-related tasks?
The truth is, for many, the so-called 70 or 90-hour work week is already a reality.
What’s concerning, however, is the potential legitimization of these excessive hours. When industry leaders publicly advocate for 70- or 90-hour work weeks, it could embolden companies to implement such expectations formally. Their comments might be used as a rationale, citing the success of these leaders to justify long hours. This normalization poses a significant threat to employees’ well-being and boundaries.
Another glaring issue is the lack of parity between work hours and compensation. Should a fresher earning an entry-level salary be expected to work the same hours as a chairman who takes home a thousand times more? Where is the logic in that?
If extended work hours are to be normalized, they should remain optional. Employees willing to take on extra work must receive additional compensation proportional to their efforts. Those who choose not to work beyond standard office hours should not face any penalties or bias.
Remarks like “How long can you stare at your wife or husband?” are not only insensitive but completely out of line. It is not an employer’s business to judge anyone’s personal or family life. Such comments reflect a disregard for the importance of personal relationships and work-life harmony.
Equally troubling is the silence from top CEOs and founders on the toxic work culture prevalent in many organizations. Instances of senior managers yelling at employees or using derogatory language are common but rarely addressed. Instead of advocating for extended work hours, leaders should focus on fostering a respectful and supportive workplace environment.
Before pushing for longer work weeks, the corporate world must address the more pressing issues of fair compensation and toxic workplace behaviors. Without these changes, advocating for a 70- or 90-hour work week reinforces the worst aspects of corporate life—turning it into little more than modern-day servitude.
Let work outside standard hours remain optional, and let fairness and respect take center stage in corporate policies.