Staying Late at the Office: Why It Shouldn’t Be a Badge of Honour
It’s a scene many UK professionals know all too well. The clock hits 5.30pm, but no one moves. The office stays lit, the keyboards still clack, and people exchange knowing glances – no one wants to be the first to leave.
For too long, staying late at work has been treated like a badge of honour. Proof that you’re committed. Dedicated. Going the extra mile.
But here’s the truth: working long hours doesn’t equal working smart. And it certainly shouldn’t be the strategy you rely on for career visibility or progression, especially when the cost is your health, family life, and sense of self.
Presenteeism Isn’t Progress
We’re not saying hard work doesn’t matter. It absolutely does. But presenteeism at work – the idea that being physically present equals being productive, is not just outdated. It’s harmful.
Visibility at work shouldn’t come from being the last person to log off. It should come from your impact. Your voice in meetings. Your leadership on key projects. Your ability to solve problems and drive results – not your ability to work late without complaint.
In today’s world of hybrid working, flexible hours, and output-driven management, staying glued to your desk long past contracted hours says less about your ambition and more about your lack of boundaries.
The Link Between Long Hours and Workplace Burnout
Of course, there are moments when extra hours are needed – looming deadlines, client emergencies, critical launches. But when long hours become the norm, that’s not dedication. That’s a sign of a toxic work culture.
And when leaders reward those who consistently work late while overlooking those who produce results within reasonable hours, they reinforce a dangerous message: burnout equals success.
Smart organisations know better. They understand that sustained performance doesn’t come from exhaustion, it comes from energy, clarity, and balance. In short, rested people perform better.
That’s why creating a culture where people feel safe to leave on time isn’t soft. It’s sustainable leadership and a crucial part of building a strong work life balance in the UK workplace.
For Women, the Stakes Are Even Higher
Women in the workplace often carry an additional burden. Not only are they more likely to take on non-promotable work – the minutes, the mentoring, the organising, the emotional labour, they’re also more likely to feel pressure to “prove themselves” by being always available.
You might think, “That’s not me.” But pause for a moment. Who’s always tidying up the team kitchen? Who’s staying late to help polish someone else’s presentation? Who’s volunteering to cover while a colleague’s off sick?
When you see it, you can’t unsee it.
Women, especially those with caring responsibilities, may feel they need to overdeliver just to stay visible, often with no extra recognition or reward. And over time, that leads to resentment, fatigue, and career stagnation.
It’s not enough to work hard. You need to make sure the work you’re doing is strategic, recognised, and aligned with your long-term goals.
Ask yourself:
- Is this extra effort being acknowledged?
- Is it leading to opportunities?
- Or is it just keeping me busy… and invisible?
If it’s the latter, it may be time to reset your boundaries at work.
How to Be Visible Without Burning Out
Visibility doesn’t require martyrdom. It requires intentionality. Here’s how to raise your professional profile without staying late every night:
- Speak Up: Make your voice heard in meetings – don’t wait for permission.
- Own Your Niche: Become known for something specific: strategy, delivery, mentoring, data storytelling.
- Network Internally: Build relationships beyond your team. Visibility grows when others champion your work.
- Share Your Wins: Don’t wait to be discovered. Talk about your impact, with confidence.
- Manage Up: Be proactive in showing progress. Ask for feedback. Share your goals.
This isn’t self-promotion – it’s career self-protection.
Culture Starts at the Top
If senior leaders are sending emails at 11pm, praising “weekend warriors,” or visibly rewarding those who stay late, they’re not promoting excellence, they’re promoting presenteeism.
To create a healthier culture, leadership must role-model balance. That includes encouraging employees to:
- Leave on time
- Take proper breaks
- Set realistic boundaries
- Focus on results, not face time
A high-performing team doesn’t need to sacrifice their personal lives to succeed. They need to be trusted, respected, and supported to work well, not just long.
Let’s Redefine Success
Staying late at the office should be the exception, not the expectation.
Let’s stop celebrating overwork as a sign of dedication and start recognising the real markers of success: clarity, contribution, and balance.
Because we weren’t hired to be martyrs.
We were hired to make an impact, and we can do that far more powerfully when we’re rested, visible, and valued for the work we do, not the hours we keep.
By Zoe Price, CEO, CV Pilots
www.cvpilots.co.uk www.resumepilots.com
[email protected]
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