Why Full-Time Workers in the US Are Working Less

The typical full-time employee in the US now works 42.9 hours per week, down from 44.1 hours in 2019, according to new Gallup data.

That’s a drop of more than an hour per week—and the change isn’t evenly spread.

• Workers under 35 are driving the shift, with a nearly two-hour weekly reduction since 2019.
• Older employees (aged 35 and above) have cut their weekly hours by about one hour.

Over the course of a year, younger full-time workers are effectively taking two extra weeks off, while their older peers gain roughly one additional week of time back.

So what’s behind this shift—and what does it mean for businesses and job seekers?

What’s Driving the Reduction in Work Hours?

Burnout and Wellbeing Are Taking Center Stage

Burnout is more than a buzzword—it’s a measurable workplace issue.

The World Health Organization classifies it as a work-related syndrome caused by chronic stress.

Gallup research highlights key triggers:

• Unmanageable workloads
• Unclear communication from managers
• Lack of support and unfair treatment
• Constant time pressure

Employees working over 45 hours a week are far more likely to experience burnout, especially if they feel disengaged. And burnout has a measurable impact:

• 74% of burned-out workers are looking for new jobs
• Burned-out employees are far less likely to feel motivated or customer-focused

This growing awareness of burnout is leading many workers—especially younger ones—to proactively scale back their hours in search of balance.

Work-Life Balance Has Become a Top Priority

The pandemic reshaped how people think about work.

In Gallup’s latest data:

• Work-life balance and personal wellbeing now rank among the top job priorities, especially for younger employees.
• Industries employing more young people—like retail, hospitality, and leisure—are seeing notable drops in average hours worked.

This is more than a generational trend. It reflects a shift in worker expectations, with many now willing to trade income for flexibility.

3. Technology Is Boosting Efficiency

Around 45% of employees say AI tools and other tech advances have improved their productivity. While this makes it easier to complete tasks in less time, it also means organizations need to rethink how they measure performance.

Efficiency doesn’t always mean engagement—and a more efficient but disconnected workforce might struggle to innovate or drive long-term growth.

The Burnout Equation: It’s Not Just About Hours

Hours worked matter—but they aren’t the whole story.

• Among engaged employees, burnout remains low, even with longer hours.
• For disengaged employees, burnout rises sharply above the 45-hour threshold.
• Younger disengaged employees are the most vulnerable, with over half reporting frequent burnout.

This suggests that how people are managed matters just as much—if not more—than how long they work.

What Employers Need to Know

Avoid One-Size-Fits-All Approaches

Trying to set rigid hour expectations across the board is risky. Gallup’s data show that different age groups, roles, and industries have very different preferences. Some workers thrive on structure. Others want flexibility. Some want to work more for career growth. Others prioritize family or personal wellbeing.

Focus on Manager Quality and Engagement

Good managers reduce burnout risk. They:

• Communicate clearly
• Offer realistic workloads
• Stay in regular contact with team members
• Recognize individual work-life preferences

Weekly check-ins are especially effective. These allow managers to spot early signs of disengagement or burnout and adapt expectations accordingly.

So What Does This Mean for the Job Market?

For employers, this shift in work hours is both a challenge and an opportunity.

• Hiring: Organizations need to emphasize flexibility and wellbeing in job ads, or risk losing top candidates—especially younger ones.
• Retention: Burned-out employees are more likely to leave. Offering reasonable workloads and strong management can improve loyalty.
• Productivity: Reducing hours doesn’t have to mean lower output. With better tech and higher engagement, teams can get more done in less time.

For job seekers, this trend is a signal that the market is evolving. Flexibility is no longer just a perk—it’s becoming standard. When evaluating a job, candidates should look beyond salary to ask:

• How does the company support wellbeing?
• What’s the management style?
• Are long hours expected or optional?

The Future of Work: Quality Over Quantity

The steady drop in average work hours shows a deeper transformation in the modern workplace. Employees want more than a paycheck—they want purpose, balance, and respect.

For companies that listen, adapt, and invest in better management, this can be a turning point for performance and culture. For those that don’t, rising burnout and higher turnover could prove costly.

Expert comment

WhatJobs CEO Alex Paterson:

“The data shows a clear shift in employee expectations. People no longer see long hours as a badge of honor—they want meaningful work and a life outside of it.

“Employers who adapt to this mindset will not only attract better talent but also build more resilient, productive teams.”

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