The Sad Demise of the 9–5 Jobs: Is it Outdated?

My clients sometime ask me: Has work from home (WFH) during the COVID pandemic or remote working thereafter has put an end to the 9-to-5 workday ritual? This tradition used to be pretty much a normal standard for all the employees across the globe for decades, but it has changed significantly over the last few years. Now freelancing and self-employment are on the rise, and there’s been a steady shift toward implementing remote work plans . According to the Pew Research Center , 35 percent of employees whose jobs can be done remotely take advantage of the opportunity full time, while 41 percent do so at least some of the time?—?with the vast majority of this segment working remotely at least three days a week.

A USA Today/OnePoll study revealed that 42 percent of office workers would accept 10 percent less pay if a job had a remote component. Only 16 percent of white-collar professionals would accept a job without a remote component. Clearly, many employers are rethinking the 9-to-5 workday and whether it’s possible given the level of flexibility many employees expect. Let’s look at the pros and cons of the traditional work structure and where it’s headed.

History of 9-to-5?workday?

A 9-to-5 workday assumes that employees log a standard 40-hour workweek. They start working at 9 a.m. and, other than a few short breaks, don’t stop until 5 p.m. While this schedule may sound rigid, 16-hour workdays were the norm during the Industrial Revolution. The British social reformer Richard Owen saw this as unsustainable and began campaigning for the eight-hour workday. The rationale was that there are 24 hours available in a day, so we should aim to balance them equally between work, leisure and rest.

Henry Ford was among the first to introduce the eight-hour workday back in 1914. It proved to be a success for the Ford Motor Company in terms of increased productivity and profitability, so other companies quickly followed suit. It seemed that this was the beginning of an inexorable trend toward working less. In 1930, John Maynard Keynes predicted that his grandchildren would have to work only 15 hours per week thanks to technology.

Has remote working put an end to the 9-to-5?workday?

The endless advances in online technology and cultural shifts have changed the way we work. Let’s assess if the following technological and cultural shifts spell the end of the 9-to-5 workday?

1. The Technological Revolution

At the heart of this transformation is the rapid advancement of technology. Over the past few decades, we have witnessed incredible leaps in digital communication, automation, and artificial intelligence (AI). These technologies are not just changing how we work but also when and where we work.

The advent of high-speed internet, cloud computing, and a plethora of collaboration tools like Slack, Zoom, and Microsoft Teams has made it possible for employees to work from anywhere in the world. As these technologies continue to evolve, the necessity of having employees in the office from 9–5 is rapidly diminishing. This trend makes the traditional workday increasingly irrelevant. In this new paradigm, results and productivity take precedence over the number of hours worked physically.

2. The Rise of the Gig?Economy

Another significant factor contributing to the decline of the 9–5 job is the rise of the gig economy . This new economic model, characterized by short-term contracts or freelance work, is quickly becoming a dominant force in the labor market. Platforms like Uber, Airbnb, Fiverr, and Upwork have democratized access to work, allowing individuals to offer their services directly to consumers on their own terms.

Moreover, the gig economy is not limited to low-skill jobs. Increasingly, professionals in fields such as graphic design, software development, marketing, and consulting are choosing freelance work over traditional employment. As this trend continues, the rigid structure of the 9–5 job will become less appealing to both workers and employers.

3. Automation & AI: The Role Redefiners

As automation takes on more routine tasks, the roles that remain for humans will be those that require creativity , thought-leadership, and emotional intelligence . These jobs are less likely to conform to a standard 9–5 schedule. For instance, creative professionals like writers, designers, and strategists often work best when they have the freedom to choose their own hours and environments. The traditional office, with its fixed hours, noise polution and rigid structures, is often seen as stifling creativity rather than fostering it.

In addition, AI-driven tools can help optimize work schedules by analyzing productivity patterns. For example, some employees may be more productive in the early morning, while others might hit their stride in the evening. By allowing employees to work during their most productive hours, companies can enhance efficiency and job satisfaction, further undermining the need for a standardized workday.

4. Ever-Changing Cultural?Values

Cultural values are also shifting in ways that are incompatible with the traditional 9–5 job. Younger generations, particularly Millennials and Generation Z , have different expectations for their careers than previous generations. They prioritize flexibility, purpose, and work-life balance over job security and long-term employment with a single company.

These generations are more likely to seek out jobs that offer flexible hours, remote work options, and the ability to integrate their personal and professional lives. They are also more inclined to switch jobs frequently, pursue freelance opportunities, or start their own businesses. The traditional 9–5 job, with its fixed hours and long-term commitment, simply doesn’t align with their value system.

5. The Globalization Impact

Globalization is another factor contributing to the decline of the traditional workday. In today’s interconnected world, businesses operate across multiple time zones, and teams are often dispersed around the globe. The 9–5 schedule, which was designed for a time when most employees worked in the same location, is ill-suited to this new reality.

For global teams, flexibility is essential. Team members may need to collaborate with colleagues in different time zones, requiring them to work outside of the traditional 9–5 hours. In such a scenario, rigid work schedules are not only impractical but also counterproductive. As globalization continues to expand, the need for flexible, non-traditional work hours will only increase.

Takeaways: The Future of Work: A New?Paradigm

As we move further into the 21st century, it’s clear that the future of work will be defined by flexibility, autonomy, and a focus on outcomes rather than hours worked. The traditional 9–5 job, with its rigid schedule and emphasis on time spent in the office, is increasingly out of step with the demands of the modern workforce and the realities of the global economy.

In the near future, we can expect to see the rise of hybrid work models that combine the best aspects of remote work, gig work, and traditional employment. These models will allow employees to work flexible hours, from any location, while still enjoying the benefits of stable income, health insurance, and other perks associated with traditional jobs.

About the Author

Muhammad Sajwani is a C-Level HR, Transformation Leader, Board Advisor, Business Coach & Organisational Consultant working in the capacity of Managing Director, Evolve HR . He is an author, columnist and a contributor who besides writing for other platforms also regularly writes at BizCatalyst 360 . He brings along 30+ years of local & international experience. He is a change catalyst specializing in unleashing the human Dreamgenius through Leadership, Creativity and Change Management. Muhammad has been instrumental in helping organizations come to terms with organizational changes like right-sizing and business process re-engineering. His innovative approach & high personal competence encourages people to not only accept change, but also to excel in it. Muhammad has diverse experience in conducting strategic & management development programs, conferences & events for organisations across sectors.