How do I know if I’m working too much and what does it do to my mental health?
By TherapyNearMe.com.au. General information only; not a substitute for personal medical, psychological, legal or HR advice. If you are in crisis, call 000. 24/7 support: Lifeline 13 11 14; Beyond Blue 1300 22 4636.
Key points at a glance
- Working “too much” is less about a single magic number and more about the mix of hours, job demands, recovery time, and work–life conflict (Karasek, 1979; Greenhaus and Beutell, 1985; Bakker and Demerouti, 2007).
- Robust studies link long working hours with higher risk of depressive symptoms, anxiety, burnout, and sleep problems, particularly beyond ~50–55 hours/week and when job control is low (Virtanen et al., 2012; Stansfeld and Candy, 2006; WHO/ILO, 2021).
- In Australia, full‑time employees have a maximum of 38 hours/week plus “reasonable” additional hours under the Fair Work Act; employers must also manage psychosocial hazards (bullying, high job demands, low control) like any safety risk (FWO, 2025; Safe Work Australia, 2022).
- If symptoms persist for ≥2 weeks or safety is affected, seek help early and consider reasonable adjustments(NICE, 2011; Safe Work Australia, 2022; WHO, 2022).
What counts as “working too much”?
There are three levers:
- Time: average weekly hours and after‑hours availability (emails, messaging). Risk rises sharply beyond 50–55 hours/week in cohort studies (Virtanen et al., 2012; WHO/ILO, 2021).
- Design: high demands with low control and limited support (Karasek, 1979; Bakker and Demerouti, 2007).
- Recovery: insufficient sleep, breaks, detachment from work, and time for relationships (Sonnentag and Fritz, 2007; Roehrs and Roth, 2001).
If any two are problematic, the chance of harm increases.
Quick self‑check (not a diagnosis)
Tick all that applied on 10+ days in the last 14 days:
- I worked >10 hours on most workdays or >55 hours this week.
- I could not switch off outside hours; constant “telepressure” to reply.
- Sleep was short/fragmented; I woke unrefreshed (Roehrs and Roth, 2001).
- I had persistent worry/low mood/irritability tied to work.
- I made more mistakes or felt unsafe.
- I used alcohol, energy drinks, or sedatives to cope.
- Important people or activities fell away.
If 3+ are checked, consider changing hours/design and speak with your GP or psychologist.
What the science says about mental‑health effects
Depression and anxiety
- In the Whitehall II cohort, working ≥11 hours/day predicted a two‑fold higher risk of major depressive episode over 6 years versus 7–8 hours/day, after adjusting for confounders (Virtanen et al., 2012).
- Reviews of psychosocial work factors link job strain, low support and effort–reward imbalance with common mental disorders (Stansfeld and Candy, 2006; Siegrist, 1996).
Burnout
- Burnout reflects exhaustion, cynicism, and reduced efficacy from chronic job stress; it is recognised by the ICD‑11 as an occupational phenomenon (WHO, 2019; Maslach and Leiter, 2016).
Sleep and cognitive performance
- Long hours and after‑hours work impair sleep quality and next‑day attention, memory, and emotion regulation(Roehrs and Roth, 2001). Poor sleep feeds back to worsen anxiety/depression.
Physical health links
- WHO/ILO joint estimates show ≥55 hours/week increases cardiovascular risk; while not mental‑health endpoints, the same exposure pattern signals harmful recovery deficits (WHO/ILO, 2021).
Workaholism vs working hard
- Workaholism (compulsive overworking) correlates with anxiety, ADHD symptoms, depression, and sleep problems, even after controlling for hours (Andreassen et al., 2016). Working engaged but bounded hours shows better outcomes.
Why long hours harm mental health (mechanisms)
- Demand–control–support: high demands with low control/support amplify strain (Karasek, 1979; Bakker and Demerouti, 2007).
- Work–family conflict: clashing roles increase distress (Greenhaus and Beutell, 1985; Allen et al., 2000).
- Physiology: reduced sleep and circadian disruption increase amygdala reactivity and blunt prefrontal control (Roehrs and Roth, 2001).
- Reward pathways: effort–reward imbalance drives frustration and cynicism (Siegrist, 1996).
Australia: hours, rights and duties
- Maximum weekly hours: 38 hours for full‑time employees, plus reasonable additional hours (assessed case‑by‑case) (FWO, 2025).
- Psychological health and safety: Employers must eliminate/minimise psychosocial risks (e.g., high job demands, low control, bullying). See the Model Code of Practice (Safe Work Australia, 2022).
- Right to request flexibility: Eligible employees may request flexible working arrangements; employers must respond within statutory timeframes (FWO, 2025).
Practical steps that actually help
Change the time variable
- Cap to ≤50 hours/week where possible; plan true off‑hours (no email/pings). Use delayed‑send.
- Take micro‑breaks and real lunch away from screens; short detachment aids recovery (Sonnentag and Fritz, 2007).
Improve work design
- Clarify priorities and limits with your manager (one weekly priorities email; one 1:1 check‑in).
- Batch meetings; protect focus blocks (60–90 minutes); reduce multitasking.
- Increase control where feasible: task order, methods, and timing.
Strengthen recovery
- Sleep: regular schedule; limit late caffeine/alcohol; dark, cool room (Roehrs and Roth, 2001).
- Movement and daylight daily; small gains compound.
- Boundaries: pick a daily “hard stop” and a re‑entry routine at home.
If symptoms are established
- Seek evidence‑based care (CBT/ACT, problem‑solving therapy; consider medication where appropriate) and ask for temporary adjustments (NICE, 2011; WHO, 2022).
For managers and teams
- Monitor workload and after‑hours load; stop rewarding hero hours.
- Ensure job clarity, autonomy, and supportive leadership; manage psychosocial hazards systematically (Safe Work Australia, 2022; WHO, 2022).
- Pilot quiet hours and rota fairness; treat right‑sizing as performance, not perk.
When to seek urgent help
- Persistent thoughts of hopelessness or self‑harm, severe insomnia, panic interfering with daily tasks, or unsafe fatigue at safety‑critical work. Contact your GP, present to the ED, or call 000. 24/7 support: Lifeline 13 11 14.
References
Allen, T.D., Herst, D.E.L., Bruck, C.S. and Sutton, M. (2000) ‘Consequences associated with work‑to‑family conflict: a review and agenda for future research’, Journal of Occupational Health Psychology, 5(2), pp. 278–308.
Andreassen, C.S., Griffiths, M.D., Sinha, R., Hetland, J. and Pallesen, S. (2016) ‘The relationships between workaholism and symptoms of psychiatric disorders: a large‑scale cross‑sectional study’, PLOS ONE, 11(5), e0152978.
Bakker, A.B. and Demerouti, E. (2007) ‘The Job Demands–Resources model: state of the art’, Journal of Managerial Psychology, 22(3), pp. 309–328.
FWO (Fair Work Ombudsman) (2025) ‘Hours of work, breaks and rosters’. Canberra: Australian Government Fair Work Ombudsman. Available at: https://www.fairwork.gov.au (Accessed 9 December 2025).
Greenhaus, J.H. and Beutell, N.J. (1985) ‘Sources of conflict between work and family roles’, Academy of Management Review, 10(1), pp. 76–88.
Karasek, R.A. (1979) ‘Job demands, job decision latitude, and mental strain: Implications for job redesign’, Administrative Science Quarterly, 24(2), pp. 285–308.
Maslach, C. and Leiter, M.P. (2016) Burnout. 3rd edn. New York: Routledge.
NICE (National Institute for Health and Care Excellence) (2011) Common mental health disorders: identification and pathways to care (CG123). London: NICE.
Roehrs, T. and Roth, T. (2001) ‘Sleep, sleepiness, and alcohol use’, Alcohol Research & Health, 25(2), pp. 101–109.
Safe Work Australia (2022) Model Code of Practice: Managing psychosocial hazards at work. Canberra: Safe Work Australia.
Siegrist, J. (1996) ‘Adverse health effects of high‑effort/low‑reward conditions’, Journal of Occupational Health Psychology, 1(1), pp. 27–41.
Sonnentag, S. and Fritz, C. (2007) ‘The recovery experience questionnaire: development and validation of a measure for assessing recuperation and unwinding from work’, Journal of Occupational Health Psychology, 12(3), pp. 204–221.
Stansfeld, S. and Candy, B. (2006) ‘Psychosocial work environment and mental health—a meta‑analytic review’, Scandinavian Journal of Work, Environment & Health, 32(6), pp. 443–462.
Virtanen, M., Stansfeld, S.A., Fuhrer, R., Ferrie, J.E., Shipley, M.J. and Kivimäki, M. (2012) ‘Overtime work as a predictor of major depressive episode: The Whitehall II prospective cohort study’, PLOS ONE, 7(1), e30719.
WHO (World Health Organization) (2019) ‘Burn‑out an occupational phenomenon: International Classification of Diseases 11th Revision (ICD‑11)’. Geneva: WHO.
WHO (World Health Organization) (2022) Guidelines on mental health at work. Geneva: WHO.
WHO/ILO (World Health Organization/International Labour Organization) (2021) Joint estimates of the work‑related burden of disease and injury: Long working hours and ischemic heart disease and stroke. Geneva: WHO/ILO.
How to cite this article
Therapy Near Me (2025) ‘How do I know if I’m working too much — and what does it do to my mental health?’ Available at: https://TherapyNearMe.com.au
