The recent ADP People at Work 2026 report indicates that India has the highest proportion of workers engaging in unpaid labour, with 24 per cent of individuals reportedly dedicating over 16 hours each week to such activities. Additionally, 40 per cent of the workforce is reported to spend between six and 15 hours weekly on unpaid tasks. This suggests that a significant segment of India’s workforce is dedicating considerable time without compensation.

In a broader global context, the distribution of unpaid work appears less pronounced. Data reveals that 62 per cent of workers globally report contributing up to five unpaid hours each week. Meanwhile, 26 per cent of workers globally dedicate between six and 15 hours to unpaid activities, with 12 per cent committing 16 hours or more to such work. These figures highlight stark contrasts between Indian workers and their global counterparts.

Impact of Unpaid Work on Productivity

A noteworthy revelation from the report is that an increase in unpaid hours does not inherently correlate with enhanced productivity. Workers who reported engaging in a greater number of unpaid hours expressed that they often felt less productive than they could be. Many of these workers also noted feelings of stress and a desire to leave their current positions.

While employees who spent over 16 hours on unpaid work were more likely to report a sense of meaning in their roles and higher levels of engagement, this was coupled with lower perceived productivity and diminished wellbeing. There was a significant trend indicating that these workers were more inclined to contemplate job transitions, illustrating the potential costs associated with unmeasured labour.

The ADP report thus raises concerns about the implications of unpaid work on overall workplace morale and efficiency. Employers may find that the increase in unpaid labour could adversely affect employee satisfaction and retention rates.

Trends Among Remote Workers

The phenomenon of unpaid work is not confined to any specific workplace arrangement. The findings indicate that remote workers are more likely to report engaging in substantial amounts of unpaid work compared to their hybrid or office-based peers. This trend suggests that the dynamics of remote work may contribute to the increase in unpaid hours reported across various employment sectors.

Furthermore, younger employees are identified as being particularly susceptible to working unpaid hours, underscoring a potential generational difference in work attitudes and behaviours. This demographic may prioritise work commitments or feel less empowered to advocate for paid remuneration for extra efforts.

These trends underscore the necessity for organisations to reassess how they manage employee workloads, particularly in the context of remote work settings. As unpaid work continues to escalate, the report cautions that the resulting additional hours could carry significant implications for productivity, employee wellbeing, and overall workforce retention.

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