When the Workday Never Ends: A Deep Dive into Excessive Hours in India’s IT Sector
Hyderabad — A recent formal complaint filed by a long-time tech worker alleging that he was regularly pressured to work more than 16 hours a day has reignited debate over work culture in India’s booming information technology (IT) sector. The case, lodged with the Telangana labour department by a former employee of a multinational corporation (MNC), underscores deep-seated issues around long hours, workplace norms, labour rights, and work–life balance in one of the country’s fastest-growing industries.
The central contention in the complaint is that although Indian labour law limits the regular workweek to 40 hours, the complainant alleges he routinely worked well beyond that — sometimes over 16 hours in a single day — for much of his 14-year tenure at the company. According to the complaint, this was effectively treated as an “unwritten norm” at the workplace.
This explainer explores what this complaint means, why it has struck a chord with workers nationwide, the broader dynamics behind long work hours in the IT industry, and what it means for the future of labour practices in India’s tech sector.
Industry Context: High Expectations and High Hours
What the Complaint Alleges
According to reporting on the case:
- The worker says he was pressured to work far beyond the legally allowed 40-hour week, sometimes up to 16+ hours per day.
- He claims he was not paid overtime wages as stipulated under law and his requests for compensation were denied.
- He alleges that when he raised concerns, the company terminated his employment soon after, which he sees as retaliation.
- Other IT workers have described long hours — including work during evenings, weekends and holidays — as commonplace, even if not formally sanctioned.
Industry observers say such complaints highlight the difference between formal labour regulations and actual workplace practices in a highly competitive field where meeting deadlines and client expectations often drive operational culture.
Historical and Cultural Roots of Long Work Hours
Long work hours in the tech industry are not new — neither in India nor globally. A number of factors have contributed to this dynamic:
Global Client Requirements
Many Indian IT firms work with clients in Europe and North America. To maintain real-time collaboration or hit project deadlines, employees sometimes adapt to overnight or extended shifts, blurring traditional work boundaries.
Project-Based Workflow
Unlike eight-to-five jobs in some sectors, software and digital projects often involve “crunch times” where high workloads are concentrated around milestones, leading to regular overtime.
Work From Home and Pandemic Effects
Remote work during and after the pandemic erased the separation between office and home, increasing the number of hours employees stayed online or reachable outside typical work schedules. Studies suggest that hybrid and remote arrangements have paradoxically increased the length of the workday for many tech professionals rather than reducing it.
Informal Expectations
Even where employers don’t officially mandate long hours, workers often internalize the expectation that “more hours equals commitment”. This cultural norm can be reinforced by performance evaluations, promotions, and peer behaviour.
A Legal and Ethical Overview
India’s labour laws, including the Code on Wages (2019) and other allied regulations, stipulate that a standard work week should not regularly exceed 40 hours, and any extra hours must earn overtime compensation. However:
- Enforcement at the organisational level varies widely.
- Many IT workers are classified as “professional employees”, sometimes exempting them from certain overtime protections.
- Corporate policies may include provisions that require employees to be “flexible with work hours”, creating ambiguity around what’s expected or compensable.
Table: Key Legal Provisions Related to Working Hours
| Provision | Requirement | Implication |
|---|---|---|
| Standard Work Week | ~40 hours | Employees should not be scheduled beyond this without cause. |
| Overtime Pay | Mandatory for extra hours | Employers must compensate except where exemptions apply. |
| Employee Classification | Some professionals exempt | Work coded as “professional” may not qualify for overtime. |
| Record-keeping | Employers must maintain hours worked | Lack of accurate time tracking leads to disputes. |
Source: Extracted from Indian labour code summaries. (Not exhaustive)
Impact on Workers: Beyond the Numbers
Physical and Mental Health
Long hours have been linked to:
- Increased stress and anxiety
- Sleep disruption
- Musculoskeletal issues due to extended screen time
- Higher incidence of burnout
Work–Life Balance Disruption
Family time, social life, and personal pursuits often take a back seat to work commitments in high-pressure environments. Workers frequently report:
- Skipped meals
- Working through holidays
- Limited time for rest or recreation
This has broader implications for long-term wellbeing and quality of life.
Career Pressures
Employees may feel forced to conform to workplace norms to avoid being seen as less committed — especially in competitive job markets where performance reviews and career progression are closely tied to visible effort.
Industry and Peer Reactions
Following the filing of the complaint, industry voices have echoed the reality that long hours are prevalent:
- Many professionals say working overtime is seen as normal even if unofficial.
- Some say employees don’t even consider claiming overtime due to fear of professional consequences.
Industry associations and labour experts suggest that clear enforcement of labour codes, transparent time-tracking systems, and better worker support mechanisms could help prevent future disputes.
Emerging Regulatory Changes
The recent labour code reforms enacted in late 2025 aim to unify and clarify overtime rules and other employment conditions across sectors. Early indications from employer groups suggest:
Ambiguous practices such as unpaid overtime are expected to be addressed, and employee compensation structures may become more standardized.
Whether these reforms will change deep-seated workplace behaviours remains to be seen.
Looking Forward
There are several possible scenarios for the future of work hours in India’s IT industry:
1. Stronger Enforcement of Labour Law
If complaints like this one lead to government action — such as inspections or penalties — firms may be pushed to align policies with statutory requirements and document work hours accurately.
2. Cultural Shift Toward Work–Life Balance
The global conversation about burnout and sustainable work practices could lead firms to rethink expectations of constant availability, especially as younger workers prioritize lifestyle over hours.
3. Technological Solutions
Tools that automate time tracking and provide transparent logs could help bridge the gap between what workers actually do and what employers record — reducing disputes.
4. Retaliation and Pushback
There is also a risk that companies could respond defensively, tightening labour contracts or increasing performance metrics in ways that inadvertently shift pressure rather than reduce it.
Conclusion
The complaint by an IT worker in Hyderabad highlights more than just a personal dispute with an employer. It touches on systemic issues in India’s rapidly expanding tech sector — where global client demands, internal norms, evolving legal frameworks, and worker expectations collide.
At its core lies a question faced by many modern economies: how to balance economic productivity with human wellbeing. As India continues its ascent as a global tech hub, the answers will matter — not just to employers and workers, but to the broader society that depends on this sector for growth and innovation.