Is Your City Hard Working?

With March 1 being Employee Appreciation Day and Americans working an average of 1,811 hours per year, more than people in most other industrialized countries, the personal-finance website WalletHub today released its report on 2024’s Hardest-Working Cities in America, as well as expert commentary, to celebrate those who contribute the most to our economy.

In order to determine where Americans work the hardest, WalletHub compared the 116 largest cities across 11 key metrics. The data set ranges from the employment rate to average weekly work hours to the share of workers with multiple jobs.  

Key Stats 

• Irving, Texas, has the lowest share of households where no adults work, which is 3.6 times lower than in Detroit, the city with the highest.
   
• New York City has the longest average commute time, which is 2.6 times longer than in Cheyenne, Wyoming and Fargo, North Dakota, the cities with the shortest.
   
• Baltimore contributes the most annual volunteer hours per resident, which is 5.9 times more than in Jacksonville, Florida, the city that contributes the fewest.
   
• Boston, Massachusetts, has the lowest share of idle youth 16-24-years-old, which is 2.8 times lower than in Memphis, Tennessee, the city with the highest. 

Expert Commentary

Research shows that Americans work 25% more hours than their counterparts in Europe. Why do Americans work so much more, and is it worth it?

“Indeed, Americans work more than Europeans, although they work less than workers in China and India. We work more than Europeans for a mix of legal and cultural reasons – for example, EU countries require employers to provide paid time off for vacations, parental leave, and sick leave. There are no corresponding federal laws in the United States. Most American workers have no protection from arbitrary discharge from employment because of the at-will rule, which creates fear in some workforces about the risks of being seen as a ‘slacker.’ Some have referred to this as America’s culture of presenteeism. A smaller percentage of American workers than those in Europe have union representation and union workers are more likely to have better pay and benefits than their non-union counterparts. We are also a country that celebrates consumerism and the acquisition of wealth. Our brand of capitalism is much more individualistic and laissez-faire than European versions. Many American workers do not think the long hours are worth it. According to surveys, many would prefer to work less even if it meant they earned less. There are serious health risks associated with working long hours.”
Michael J. Yelnosky – Professor, Roger Williams University

“The culture in the United States encourages and values work. We often judge ourselves and others based on the status associated with our jobs and we value people who put in long hours at work. We associate an employee’s value with the amount of time the employee works, rather than solely the employee’s output, particularly in jobs where output is harder to measure. In hourly jobs, employees receive premium pay for overtime which may encourage longer hours as well. Other countries have different cultures which value leisure and family time more, and do not place so much emphasis on the status associated with work. This is true of many European countries. There is some evidence that younger workers in the U.S. are valuing free time and family time more, which may evidence a changing culture. Whether working more is worth it is a complex question and depends [on] the point of view. Certainly, the American workforce has demonstrated innovation and productivity making the U.S. economy arguably the best in the world.  Productivity has grown much faster than wages over time. In addition there is some evidence that increased work hours, at least beyond a certain point, do not result in increased productivity. That is particularly true if employees are not getting sufficient rest. Long work hours mean time away from family, which may not be beneficial for the family, and may create issues that spill over into broader society.”
Ann C. Hodges – Professor Emerita; Program Chair, Paralegal Studies, University of Richmond

Does working more hours always translate into higher productivity? Does this vary by industry or job type?

“Overworked Americans are not necessarily more productive. The cumulative effects of stress, lost sleep, and time away from family and friends tend to mount as the workweek grinds on. The overworked employee is also an employee who is more likely to burn out, suffer ill health effects, and leave the job. The categories of jobs that demand ‘extreme hours’ have changed over time. Whereas blue-collar workers in the mid-twentieth century logged in more time at the factory, today’s white-collar jobs are now more likely to demand round-the-clock hustle. The same dynamic can be found in the retail and service sectors. In contrast to previous generations, low-wage American workers today frequently have to string together multiple jobs just to make ends meet.”
Keith Cunningham-Parmeter – Professor, Lewis & Clark Law School

“More work hours do not necessarily bring higher productivity. Research generally shows that working long unbroken hours does not improve productivity. Rest is important for productivity, and particularly for creativity and innovation. Working long hours without breaks may lead to stress and burnout, which can reduce rather than enhance productivity. Further, employer costs may increase due to absenteeism, increased turnover and higher health care costs. While working long hours occasionally may not be a problem, consistent long work hours generally do not improve productivity and can lead to negative effects for the employee and employer. In addition, workers may vary in their most productive work times, with some functioning better earlier in the day and others later. To the extent that employers can offer flexibility, it may benefit productivity.”
Ann C. Hodges – Professor Emerita; Program Chair, Paralegal Studies, University of Richmond

What policies should governments and firms adopt to improve the quality of life of American workers?

“When Congress enacted overtime protections during the depths of the Great Depression, the goal was to limit workers’ hours. Today, employers frequently avoid paying overtime by classifying their workers as exempt salaried employees. Companies are more likely to assign longer hours to workers who cannot earn this wage bonus. Currently, the law allows employers to deny overtime to workers who make roughly $35,000 per year if they meet certain other requirements. The Department of Labor has recently proposed changing this minimum to about $55,000. That is a step in the right direction. In addition, some state and local jurisdictions have enacted laws that penalize employers if they fail to provide predictable schedules to workers or require individuals to work ‘clopenings’—that is, closing a restaurant or store, and then requiring the same worker to open the store a few hours later. Enacted on a larger scale, these types of laws would undoubtedly provide meaningful relief to many overworked Americans.”
Keith Cunningham-Parmeter – Professor, Lewis & Clark Law School

“All employers can provide clear expectations to employees, along with prompt and constructive feedback. Similarly, all employers can recognize employee accomplishments, seek employee input, respect all employees, and provide learning opportunities for employees. All employers can help employees understand how their work furthers the mission of the employer. All employers could provide some opportunity to engage in volunteer activities that benefit the community. Finally, equity and respect for all workers are essential in every workplace. Regardless of the job, every worker contributes to the mission and should feel valued for that contribution. In addition, paid leave for illness, childcare and other caregiving responsibilities, whether by government mandate or voluntarily by employers, would significantly improve quality of life and provide greater work-life balance for employees. Finding the balance of remote and in-person work that fits the needs of the employer and employees is challenging and will depend on the particular workplace. Where some or all employees work remotely, employers need to provide opportunities for employees to develop relationships and for newer employees to find workplace mentors that will help them advance in their careers.”
Ann C. Hodges – Professor Emerita; Program Chair, Paralegal Studies, University of Richmond