When I was 16 and working in McDonald’s, I was often put in charge of sorting out the deliveries.
It was in the early days of the McDelivery when an order came in, the system pinged so loudly that the sound would rattle in my brain for minutes after.
But no matter how stressful my shift was, when it finished I would go home – completely out of the reach of the wrung-out managers desperately trying to corral teenagers into something resembling order.
In my current job, as is the case for many British workers, the pinging comes from one of my two phones. Being contactable is expected – whether you’re in the office or not.
Many are forced to have their work emails on personal phones in order to stay up-to-date, making it even harder to relax when the work day has finished.
Instances of working unpaid overtime beyond contracted hours has contributed to Britain becoming a “burnt-out nation”, according to Mental Health UK.
Labour wants to tackle the pandemic of after-hours messages, and is planning to introduce a “right to switch off” within 100 days of taking power.
The Government is taking a lead from Australia, which introduced these rules on August 26 – and the 20 other countries across Europe and Latin America which also have similar guidelines.
Despite the warnings of toxic cultures of presenteeism, which No 10 described as “damaging to productivity”, the plans have provoked a swift rebuttal that this move is misguided and will stun productivity. But the criticism misses a crucial point.
As Gen Z, categorised as being born between 1995 and 2009, infiltrates the workplace, so does a new culture – and it’s not interested in working itself into the ground.
Ironic out of office messages – “Error 404: Employee not found” – hide a deeper truth. Gen Z workers know that picking up the phone at 10pm is unlikely to get you a promotion. They also know that working in jobs where that is the norm is soul-sucking, and that other options are available.
While it is a rite of passage for those entering the workforce to be described as “lazy” and “feckless” by those older than them, the truth is that Gen Z workers have quickly learned that setting boundaries has become more important.
As the first generation to grow up with smartphones and social media, younger workers are acutely aware that connectivity will only continue to improve.
The resulting impact on mental health is already evident – a survey by the Resolution Foundation earlier this year found that more than a third of those aged between 18 and 24 had problems including depression and anxiety.
In 2000, the number who said they were struggling was 24pc. You don’t need to be an HR expert to know that being allowed to properly switch off is crucial for wellbeing – and that happier employees usually tell in a bottom line.
Refusing to acknowledge this could cost companies their Gen Z staff, who are much happier to job hop than previous generations.
Younger workers could change jobs up to 10 times between the ages of 18 and 34, a survey of US students found, and more than half expect an annual promotion.
With Gen Z expected to make up more than a quarter of the workforce by next year, employers are going to have to get used to the red lines they bring with them – whether they are formalised by the Government or not.
That’s what I will be thinking when I switch off my phone as I leave the office each evening.
It’s not skiving, it’s just good sense.
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