If you’ve been on LinkedIn lately, you’ve probably scrolled past posts on “quiet quitting,” burnout, or work-life balance. These topics resonate because so many professionals feel caught in a work culture that demands more time, energy, and mental space than ever before.

Make no mistake: this article isn’t a rallying cry to quit your job, nor is it a personal rant. While I’ve witnessed some of the troubling trends mentioned below in my past roles, I’m also speaking from a privileged vantage point: I currently work with a supportive team at a company striving to make the world safer, more inclusive, and genuinely better. It’s a place where colleagues encourage one another to take time off, set boundaries, and actually log off at a reasonable hour.

Sadly, not everyone is so fortunate.

So consider this a gentle nudge to examine why the 2,000-hour work year—fueled by a digital tether that never sleeps—has become our default, and whether we might choose a different path altogether.

~Dom

Recommended Listening:

The Moment Slips Away Before the Dinner Gets Cold

On Sunday evening, Sarah prepared dinner while her husband, Mike, tried to shrug off the stress of the week. The kids were chattering about their weekend playdates and school projects, filling the room with laughter. But Mike’s distant gaze told another story. Though he nodded at the right moments, his mind had already leapt ahead to Monday’s to-do list.

When they settled on the couch for a family movie, Mike’s fingers twitched reflexively, reaching for a phone he’d deliberately left on the counter. Sarah could almost see the mental wheels churning: Did I email the budget update? Will the procurement meeting go sideways again? What have I forgotten?

It wasn’t that Mike disliked his job; in many ways, he found it fulfilling. The real issue was that he no longer felt he could pause. Work had consumed not just his weekdays, but his nights, weekends, and even his sense of identity. That weight was crushing.

For many professionals, this story hits close to home. We talk about the “Sunday Scaries”—that creeping dread before Monday. But for a lot of us, the dread is more than a fleeting feeling. It’s a symptom of a bigger problem: our jobs have become inescapable, taking up far more space in our lives than we ever expected.

The Ties That Bind: Why Work Dominates Our Lives

You’d think that in the richest nation on Earth, with unparalleled technology and a commitment to individual freedom, we’d find ways to reduce the grind. Instead, the opposite has happened. Americans work more hours than many of their global peers, often with fewer protections and less vacation time.

It’s not that people resent work itself. Rather, they resent the culture that demands perpetual availability—where you’re never truly off the clock, where a single missed email can snowball into crisis, and where the guilt of taking time off gnaws at you.

1. Economic Uncertainty and Fear

Professional life in the United States is often shaped by a backdrop of financial vulnerability. Housing costs in major metro areas have soared; student debt and healthcare expenses can loom for decades. Even two-income households struggle to cover life’s essentials, leaving little wiggle room should anyone lose their job or fail to meet performance targets.

That fear can be paralyzing. It pushes employees to stay connected, to overwork, and to avoid challenging the status quo because, in the back of their minds, they worry about what happens if they push too hard.

2. Cultural Myths Around “Hard Work”

The American Dream is frequently linked with the idea that “hard work” is inherently virtuous. Historically tied to the Protestant work ethic and reimagined in corporate culture, this value system suggests that more work equates to moremoral worth. Over time, companies have leveraged this narrative, holding up those who work weekends or answer late-night emails as role models.

The result? Many professionals now feel like failures if they try to set healthy boundaries. They absorb the message that they should be grateful to have a job at all—and that expressing dissatisfaction or pushing for better conditions is somehow disloyal or lazy.

3. Technology That Never Sleeps

Our modern tools—email, instant messaging, mobile apps—make it easier than ever to do our jobs. Ironically, they also make it easier than ever to never stop doing our jobs. According to some workplace studies, more than 50% of professionals check work-related messages during weekends or vacations.1

The convenience that allows us to work remotely also chains us to a digital office that’s always open. For many, it’s hard to remember a time when we weren’t expected to respond to a “quick question” on a Saturday night.

How did we get from seasonal labor and communal activities to the 2,000-hour (or more) work year?

From Ancient Greece to the Industrial Revolution

In ancient Greece, physical labor was often relegated to slaves while the elite prioritized leisure, civic duties, and contemplation—equating work with drudgery. Though the moral framework is clearly outdated, it demonstrates that past societies, even those considered great empires, didn’t inherently idolize labor.

Moving forward in time, medieval Europe had its own rhythms: people worked hard, but their schedules often followed seasonal cycles. Labor was punctuated by community festivals, religious observances, and harvest celebrations. While life then was hardly comfortable by modern standards, work was more of a necessity than an identity.

The Industrial Revolution flipped this model on its head. Factories, wage labor, and standardized schedules reshaped the world. Suddenly, time literally became money, and hours clocked translated directly into profit. The Protestant work ethic—endorsing hard work as both morally righteous and individually rewarding—further fueled this shift.

The Corporate Age and Today’s Realities

By the mid-20th century, corporate hierarchies rewarded employees who exhibited total devotion. Being a “company man” was a badge of honor, complete with corner offices and upward mobility. Over decades, that drive for success morphed into an expectation that employees would sacrifice evenings, weekends, and personal well-being for the job.

Today, we see stark contrasts across the world. Nordic countries, known for robust worker protections, limit weekly hours and encourage substantial time off. But in the United States—a place that often frames itself as the bastion of personal freedom—the average worker remains perpetually on call.

Here’s the irony: In some countries that Americans might label as “oppressive,” workers spend fewer hours on the job or have more comprehensive social safety nets. This doesn’t mean those societies are freer in the grand scheme. But it highlights a paradox: we’re in a nation that valorizes individual liberty, yet we’ve built a system that leaves many of us feeling far from free.

Grasping for a Fair Deal: Productivity vs. Compensation

One look at productivity and wage trends over the past 40 years paints a grim picture. Workers have become vastly more efficient, but real wages have stalled. Where did the gains go? Predominantly to executives and shareholders. According to data from the Economic Policy Institute, CEO pay has soared in recent decades, widening the chasm between top-tier compensation and the median worker’s wage.

It’s not just about money. It’s about the fundamental sense of fairness. If an organization prospers, shouldn’t those responsible—its employees—share in that prosperity? Instead, we see many corporations cutting benefits, automating tasks to reduce staff rather than to expand offerings or increase their creative contributions, or outsourcing labor, all while expecting remaining employees to pick up the slack.

But still, we accept it—partly because we’ve internalized this culture of work and partly because so many feel they have no choice. When you’re worried about mortgage payments, loan obligations, or health insurance, questioning the system feels like a privilege you can’t afford.

Is This Oppression by Another Name?

Let’s be clear: American workers enjoy freedoms that many people in genuinely repressive regimes do not. Yet, from an economic standpoint, it’s worth asking if incessant overwork is just another kind of oppression—the type that’s harder to pinpoint because it doesn’t look like tyranny at first glance.

• Lack of Time Freedom: Who truly controls your evenings, weekends, or even your mental space?
• Dependent on Employers for Healthcare: In the U.S., a job can be the gatekeeper to medical coverage, a necessity for survival.
• Never-Ending Anxiety Cycle: Constant performance reviews, fear of layoffs, and a crushing sense of responsibility that extends well beyond any 40-hour frame.

If you’re too stressed or too indebted to consider alternatives, your personal freedom—however theoretically guaranteed—can feel out of reach in practical terms. “No one wants to work like this” might well be a rallying cry we haven’t fully articulated yet.

Historically, 2,000+ Hours a Year Was Unheard Of

It’s easy to forget how new the 2,000-hour-plus work year really is. For centuries, most human labor revolved around agriculture and craftsmanship; while that life was often grueling, there were also clear cyclical lulls—times of forced rest due to weather, festivals, or community events.

Even looking back just a hundred years, many industrial workers had union protections that, over time, secured the 40-hour workweek, weekends off, and overtime pay. These were not gifts from benevolent employers; they were fought for by collective action.

Since then, however, we’ve seen those protections erode. Union membership in the private sector has plummeted, and a large portion of the workforce—especially in white-collar fields—operates outside the traditional framework of overtime rules. Throw in 24/7 technology, and the result is a workforce that’s accessible and accountable day and night, all year round.

The Choice to Continue or Challenge

Now, let’s pivot back to you—the corporate professional on LinkedIn. You might read this and think, Well, it’s not great, but what can I do about it?

First, acknowledge that the status quo persists partly because we let it. When we choose not to take all of our PTO, or when we respond to emails at midnight, we reinforce the expectation that we’re always available.

Second, recognize that pushing back doesn’t have to mean staging a full-scale rebellion or walking out. It can start with small, deliberate steps: setting boundaries, discussing sustainable workloads with managers or HR, and looking out for colleagues who might be quietly drowning under unrealistic demands.

Practical Tips for Protecting Your Time and Sanity

1. Set—and Communicate—Boundaries

• If you decide to stop answering emails after 7 p.m., let your team know respectfully but firmly. Most reasonable managers will accommodate clear boundaries, especially if you remain responsive during standard work hours.
• Why it matters: Boundaries protect you from burnout and can actually increase your productivity and longevity at work.

2. Use Your Benefits

• According to the U.S. Travel Association, more than half of Americans don’t use their paid vacation. If you have PTO, take it. If your job offers mental health support, use it.
• Why it matters: Rest isn’t just a personal need; it improves focus, creativity, and resilience—qualities any employer should value.

3. Refine Your Online Presence

• On LinkedIn and other platforms, don’t just promote “hustle” achievements. Share insights about work-life balance, mental health, and efficient collaboration. You might be surprised how many people resonate with a more balanced perspective.
• Why it matters: The professional narrative is shaped by what we celebrate. Shining a light on the value of quality work (vs. quantity of hours) can help shift cultural expectations.

4. Advocate for Fairer Workloads

• Engage in conversations about workload distribution, realistic deadlines, and staffing. Even if you’re not a manager, you can voice concerns or suggestions in team meetings or one-on-ones.
• Why it matters: Organizations are often slow to notice problems until employees speak up. Change can begin from the ground up.

5. Consider Collective Action

• If you work in an industry where unionizing is an option, learn about it. If not, join professional associations that advocate for better standards.
• Why it matters: Historically, labor movements have been the most direct path to systemic change—from regulated hours to fair pay and benefits.

6. Redefine Personal Success

• It’s easy to tie your sense of self-worth to your job title, performance reviews, or paychecks. Try expanding your definition of success to include personal milestones, relationships, health, and community involvement.
• Why it matters: A broader sense of identity can help you maintain perspective and resilience, especially during stressful times at work.

Reflecting on What We Truly Value

Imagine a world where “Sunday Scaries” no longer exist, because Sunday is actually a day for recharging—free of guilt or looming obligations. Where professionals put in focused, productive hours during the week and then truly disconnect. Where parents like Sarah and Mike can fully engage with their children rather than splitting their attention between family dinner and tomorrow’s meeting.

It doesn’t require dismantling capitalism or halting innovation. It does require us to revisit what we truly value—individually and as a society. If our ever-rising productivity doesn’t translate into higher wages, shorter hours, or better well-being, then whom exactly does it serve?

Recommended Listening:

A Closing Challenge, Not a Shout for Rebellion

Is this the future we choose, or is it just the default we’ve drifted into? For many of us on LinkedIn and beyond, the first step is as simple as recognizing that we have the agency to shape our professional lives, at least in small ways—by using all our PTO, by setting real boundaries, by speaking up when workloads become untenable.

The deeper truth is that real change often starts in the seemingly mundane choices we make every day. If enough of us set boundaries and advocate for healthier work cultures, organizations will have to respond. Over time, that could lead to a broader cultural shift—one that finally acknowledges the difference between finding meaning in our work and letting work consume our meaning.

So, here’s the question: Will we allow this trend of perpetual overwork to continue, or will we challenge it—individually, collectively, and consistently? The path ahead remains ours to carve, and if we take a careful look at how history, economics, and technology have shaped our current system, we might just find the perspective and motivation we need to push for change.

Because truly, when you scratch beneath the surface, no one wants to work like this. Not to the point where we’re not sure if we’re working to earn a living and build a life, or living through the weekend to return to work. The good news is, we don’t have to.