Why South African employers should pay attention to the hidden costs of unpaid work
South African employers are operating in a workplace where motivation, ambition and pressure often overlap.
According to ADP Research’s People at Work 2026: A Global Workforce View, unpaid work remains a major global workforce issue, with many employees regularly putting in additional hours beyond their contracted time.
The research, which surveyed more than 39,000 working adults across 36 markets, found that 62% of workers globally put in up to five hours of unpaid work each week.
A further 26% work between six and 15 unpaid hours, while 12% report working 16 or more unpaid hours per week.
For employers, this creates a complex challenge.
On the one hand, workers who put in the highest number of unpaid hours are often highly engaged and more likely to find meaning in their work.
This suggests that extra effort can come from commitment, purpose and a desire to contribute.
However, ADP Research also highlights the downside.
Higher levels of unpaid work are linked to increased stress, lower productivity, and a greater likelihood that employees may look for another job.
This makes unpaid work a critical issue for South African businesses to monitor.
In the Middle East and Africa region, the report shows that unpaid overtime is particularly notable, with 18% of workers reporting 16 or more unpaid hours per week.
For South African employers, this raises important questions about workload balance, employee wellbeing and long-term retention.
The message is clear: “free” labour is not truly free.
When employees consistently work beyond their paid hours, businesses may benefit in the short term. But over time, the hidden costs can become significant.
Burnout, disengagement, reduced productivity and higher turnover can all affect business performance.
Employers that want to build resilient, high-performing teams should focus on creating a culture where extra effort is recognised, workloads are realistic, and employees feel supported.
This means giving managers the tools to identify pressure points, encouraging open conversations about workload, and ensuring that productivity is not built on unsustainable working patterns.
South African workers have already shown strong levels of engagement and ambition.
The opportunity for employers is to protect that energy by making sure hard work does not quietly become unpaid overwork.
For businesses looking to retain talent and improve performance, addressing the hidden costs of unpaid work should be a priority.
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