Saying yes to extra work is becoming the norm – despite the risk of burnout

In the modern workplace, extra work has shifted from being the exception to becoming the norm.

A striking 77% of employees report being asked to handle tasks outside their job descriptions at least weekly.

And, for over a third (36%), these requests are a daily reality. Whether it’s covering for colleagues, planning events, or stepping into unfilled roles, these “extras” often evolve into an unspoken part of the job.

LiveCareer’s report, Hidden Costs and Rewards of Extra Work, highlights this growing trend, revealing how frequently employees have to take on additional responsibilities, the toll that extra work takes on their mental health, and the rewards that keep them saying yes.

Why don't people say no to extra work?

It’s not as straightforward as it seems. Over half (56%) of employees feel pressured to agree, even when they would prefer not to.

Only 11% of workers confidently set boundaries and say no.

Meanwhile, the remainder either embrace the challenge (30%) or simply don’t know how to decline (8%).

Workplace culture has a significant role to play. Saying no can feel risky when there’s fear of appearing uncooperative or missing out on opportunities.

While saying yes can earn you a few brownie points, it often comes at a cost. An overwhelming 93% of workers report feeling burntout due to additional responsibilities. Here’s how that can manifest:

• Strained relationships with managers (40%)
• Productivity decline (37%)
• Job dissatisfaction (34%)
• Concerns about setting unrealistic expectations (32%)

Also Read: Always on? How hustle culture hurts wellbeing

Why saying yes can also benefit helpers in the team

It’s a delicate balancing act of being helpful without compromising your own wellbeing because, on the flip side, extra work can sometimes pay dividends. Employees report benefits such as:

• Developing new skills (33%)
• Financial perks, e.g., bonuses or raises (32%)
• Building stronger connections with colleagues (31%)
• Unlocking career growth opportunities (31%)

When managed properly, these tasks can drive both personal and professional development.

It’s not always about external pressure either. Ambition plays a role too.

Employees often agree to extra work because:

• They want to impress their boss (27%)
• They see it as a chance to stand out (24%)
• They genuinely want to support their team (23%)
• They aim for career advancement (18%)

In essence, everyone wants to feel valued and recognised.

Also Read: Golden handcuffs: Are you chained to a job you hate? 

How leaders can set the right example of helping

Leaders hold the key to creating a healthier dynamic. Here’s how they can make a difference:

• Encourage open conversations about workloads
• Respect boundaries when employees say no
• Recognise and reward contributions in meaningful ways

Saying yes to extra work isn’t inherently bad – it can be a chance to grow and shine. However, it’s only beneficial when employees feel supported. When leaders foster a culture of balance, the result is a workplace where everyone thrives.

Ultimately, the issue of extra work isn’t just about workload – it’s also about culture, communication, and leadership. Employees need to feel empowered to set boundaries without fearing negative repercussions.

At the same time, organisations must actively promote a work environment where taking on additional responsibilities is recognised as a choice, not an obligation.

When leaders take the time to listen, reward effort meaningfully, and model healthy work behaviours, they create a workplace where extra work becomes an opportunity rather than a burden.

Employees are more likely to approach these tasks with enthusiasm when they feel supported, appreciated, and confident in their ability to manage their workloads.

In the end, balance is key.

Extra work, when approached thoughtfully, can be a stepping stone to growth for both individuals and organisations.

However, it requires a shared commitment from employees and leaders to foster a culture that prioritises both wellbeing and ambition. Only then can these “extras” turn into meaningful contributions that benefit everyone involved.