This week, companies take differing stances over the 40-hour work week, why more workplaces are investing in mental health support, how remote workers are getting more productive, the reality of higher salaries for new hires, and an introduction to blind recruiting.

As workers and companies re-evaluate work-life balance, arguments for and against the 40-hour work week have been in the spotlight this week. But do working hours matter if workers themselves are getting more productive? New research suggests that remote workers are hitting their stride when it comes to working productively from home.

What else matters this week?

California looks set to follow in New York’s footsteps by requiring businessesto post salary ranges in job ads.

Job freezes and layoffs are causing anxiety among Silicon Valley tech workers,and they are sharing their feelings online.

Why cryptocurrency companies are buying up New York office space.

We’ve got a full breakdown of all the top headlines you can’t miss this week.

#1. The future of the 40-hour work week

Workers at Tesla have been told by their boss, Elon Musk, that they must spend at least 40 hours in the office or quit their jobs, according to a report in Bloomberg. While Musk’s new policy is a reaction against remote work, other companies have been questioning why 40-hours is the norm when it comes to the working week.

In fact, according to our latest global workers research, 7 in 10 workers think that companies should revisit the length of the working week and that employee contracts should focus more on meeting the needs of the role and less on number of hours worked. And 8 in 10 leaders agreed.

Is working 8 hours a day, five days a week, the best solution for businesses and employees? Experts suggest perhaps not, as shorter weeks or alternative structures could yield better results.

Read more at Fast Company.

Photo by Dylan Ferreira via Unsplash

#2. More companies are making changes to better support mental wellbeing for workers

Dramatic changes in working patterns in the past couple of years have shone a light on the need for better mental health and wellbeing support for workers. The good news is, many companies are acting on these needs.

A recent study found that 66% of businesses in the US are investing in things like online resources, employee assistance programs and training for managers to help provide better support for workers.

However, this comes in a context where many workers have previously been offered little or no support and brings a new challenge: making workers aware of the resources they now have at work and making sure they feel safe to use them.

Read more at Inc.

Photo by Marcus Aurelius via Pexels

#3. How people who work from home are getting more productive

A new study suggests that people who work from home are getting increasingly productive. In April 2022 semi-remote workers reported being 9% more productive at home, that’s a 5% increase compared with summer 2020.

How are workers managing this? While the switch to remote work during the pandemic was an emergency measure for most workers, more than two years later better systems, better technologies and more support are in place.

Read more at Vox.

Vadim Kaipov via Unsplash

#4. New hires could earn up to 7% more than existing staff

In a tight labour market, companies struggling to recruit are under pressure to offer more benefits to new hires. But what does this mean for existing employees working in the same roles?

One study has found that new recruits are paid an average of 7% more than those already working the same position. Obviously, existing workers should not be penalised for being loyal to their companies, but they are unlikely to be offered comparable raises purely out of a sense of fair play. Instead, they should get ready to negotiate.

Read more at Insider.

Photo by Fauxels via Pexels

#5. What is blind recruiting and how do you do it?

Working in inclusive and diverse companies is a priority for many younger workers and enabling this kind of workplace starts with recruitment.

Blind recruitment can provide one solution. The concept is that some personal information is blocked out on each candidates’ application, leaving only their qualifications and experience visible. This reduces the likelihood of bias due to race or gender, for example.

Read more at Forbes.

Photo by Adolfo Félix via Unsplash

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