There was a time when staying late at the office was worn like a badge of honour. The last one to leave, the first one to log in, the person “always on” — these were the markers of dedication and ambition. But in 2025, the conversation is shifting. More and more, what once looked like commitment now risks being seen as a symptom of poor boundaries, inefficient planning, or even a toxic workplace culture.
At Proximity Recruitment, we speak to employers and candidates every day, and one theme is clear: the way we measure dedication is changing. Long gone are the days when presenteeism equalled productivity. Today, employers are starting to recognise that consistently working late isn’t a sign of loyalty — it’s often a red flag.
The Cost of Always Staying Late
Research continues to show that long hours don’t automatically translate into better results. In fact, chronic overtime can quickly tip into burnout, leading to:
- Lower productivity
- Higher staff turnover
- Reduced creativity and problem-solving
- Increased absenteeism due to stress and illness
For recruitment and retention, that last point matters. Burned-out employees aren’t just disengaged; they’re more likely to walk out the door, taking valuable skills and knowledge with them.
Is It Time Management — or Culture?
It’s tempting to assume that working late comes down to poor time management. In some cases, it does. But more often, the root cause lies deeper. When employees feel pressure — whether explicit or subtle — to always be available, they’ll keep stretching their hours.
The problem is, this pressure rarely delivers long-term benefits. Instead, it breeds resentment and a cycle of diminishing returns. A healthy culture doesn’t reward exhaustion; it rewards effectiveness. And that means leaders need to actively challenge the old notion that busyness equals worth.
Rethinking What Dedication Looks Like
So what does dedication look like in 2025? Increasingly, it’s about:
- Delivering results during contracted hours
- Using time smartly rather than stretching it endlessly
- Setting healthy boundaries without guilt
- Contributing ideas, not just hours
Employers who champion this definition of dedication often find themselves with stronger, more engaged teams — and a far better reputation in the job market.
What This Means for Recruitment
For candidates, it’s worth asking during interviews how a company views overtime. Do they praise long hours? Or do they value efficient work and a healthy work-life balance? The answer can be a telling insight into the culture you’d be stepping into.
For employers, the challenge is to lead by example. If managers regularly send late-night emails or praise those who stay past dark, they’re setting a precedent — even if unintentionally. Shifting that narrative requires visible commitment to wellbeing and a clear message: working late isn’t a prerequisite for success.
We know that the right culture attracts the right talent. When long hours are no longer seen as proof of dedication, both employees and employers win. The real measure of commitment isn’t how long you stay logged on — it’s the quality and impact of the work you deliver.
