Over the past few months, the Indian discussion of a 90-hour work week has triggered much debate about productivity, economic growth, employee well-being, and labour rights in the country. The suggestion, which some policymakers and industry leaders have proposed, is part of broader global discussions about the link between work hours and economic production. However, as for its feasibility and desirability, those remain hotly contested.
The Context of the Proposal
India has the largest and youngest workforce in the world, with more than 65% of the population comprising individuals under 35 years of age. However, policymakers and corporate leaders have been scrabbling for ways to unleash faster productivity growth to exploit this demographic dividend. In this context, a proposal for a 90-hour workweek raised fair criticism and enthusiasm.
Supporters of the potential change contend that longer working hours would enable India to compete more strongly with labour output, countries such as China that have proven such. For instance, the Chinese “996” culture (working 9 am to 9 pm, six days a week) has frequently been pointed to as an element in the country’s meteoric economic rise. However, critics argue that these comparisons fail to account for the unique social, cultural, and economic dynamics at play in India.
The meaning of work Hours in history and the world
The number of hours in the workweek has been a contentious topic worldwide throughout history. During the Industrial Revolution, workers in Europe and the United States commonly worked 12-16 hours a day, six days a week. The labour movement’s struggle for an eight-hour workday was a watershed moment, with the International Labour Organisation (ILO) enshrining a 48-hour workweek as a norm in 1919.
Most countries today adhere to a work week range of 35 to 48 hours. In the United States, this means a de facto 40-hour work week; in France, an official labour law stipulates a 35-hour work week. In India, the Factories Act of 1948 provides that 48 hours be the legal work week, spread over six days with an overtime limit that can only be worked up to certain ceilings.
The Case for 90-Hour Work Weeks
Argument to Advocate Adding Hours of Economic Growth: In a country like India, where GDP growth is placed at the top of the pile in the neighbouring department, it can lead to increased competitiveness on the world stage in that area. While the World Bank estimates India’s GDP to be $3.73 trillion in 2022, its per capita income lags significantly behind that of developed economies. They believe a more intensive work culture could help fill this gap.
High levels of commitment and long hours are often needed in the tech, manufacturing and startup industries. In those industries, a 90-hour work week might fit the existing hyper-advancement and scaling 10x ethos. Other business leaders argue a model like that could spur innovation and entrepreneurship, particularly in a globalized, competitive marketplace. With over 900 million of India’s working-age population, supporters argue that the longer hours could harness the energy and ambition of younger workers. This might allow them to acquire skills, experience and financial stability sooner.
Concerns and Criticisms
Worker Health and Well-being: One of the more troubling criticisms is the potential burden on employees’ physical and mental health. According to studies by WHO (World Health Organization) and ILO (International Labour Organisation), working 55 hours or longer weeks is associated with a 35% and 17% increase in the risk of stroke and heart disease compared to 35-40-hour weeks. And in a country where work-related stress is already on the rise, a 90-hour work week could exacerbate these issues.
A lot of research has shown that working more hours doesn’t inevitably boost productivity. According to a study by Stanford University, productivity per hour declines steeply after 50 hours of work per week and falls off a cliff after 55 hours. This questions whether a 90-hour work week would fulfil its expected economic advantages. Already, India’s workforce faces issues surrounding work-life balance. A 2022 LinkedIn survey showed that 45% of Indian professionals felt burnt out due to excessive work demands. A 90-hour working week might be hard on the family, taking time away from leisure and reducing the quality of life.
To introduce such a drastic change, legislation such as the Factories Act and the Shops and Establishments Act will need to be massively overhauled. Plans like those could face pushback from labour unions and human rights groups. How much, and what would be fair remuneration, would need to be worked out to avoid exploitation, especially around overtime pay?
Lessons from Other Countries
On the road to productivity and well-being, several countries have experimented with various lengths for the working week. For example:
- Japan: After gaining a reputation for its “karoshi” culture (literally, death by overwork), Japan has implemented measures to help reduce excessive hours, including mandatory vacation time and caps on overtime.
- Sweden: Research on six-hour workday trials in some fields indicated enhanced employee well-being and steady output.
- Germany: The average working hours for much of the labour force are around 35 hours a week. However, Germany still enjoys high productivity and economic output, so shorter workweek models can work.
These are only a few examples, and they also illustrate that there is not a ‘one-size-fits-all’ solution and any alteration of the hours worked norms will be context-specific.
The Way Forward
Understandable reasons drive this proposal, and while it may appeal to some parts of the workforce and industry, there is also space to open up discussion around the argument for such a model. Policymakers have to weigh perceived economic upsides against social, health, and ethical outcomes.
- Skip the Long Hours: Rather than longer hours, Employees could focus on what counts — increasing productivity through better technology, training and infrastructure.
- Encouraging Fluid Models of Work: Implement hybrid and/or fluid work models while employing the flexibility and understanding that can come from both considerations of the full spectrum of remote work and work in-office.
- Improve Labor Protections: Formalizing labour laws to guarantee minimum wages, reasonable office hours, and health and safety measures is key.
- Invest in Up-skilling: Hiring skilled workers could make them work more efficiently rather than overworking and keeping them for long hours.
Conclusion
The 90-hour work week in India debate encapsulates the tension between economic aspiration and human well-being. The proposal seeks to reap the benefits of India’s young workforce but raises serious health, productivity and social equity questions. As India attempts to establish itself as a global economic powerhouse and invest in sustainable and inclusive approaches to work, this will be of particular significance. Maybe a better focus going forward would be creating a culture of innovation, efficiency and employee well-being rather than just counting work hours like a bun-coin slot machine.
