Does constant availability in our job make us sick?

Permanent availability in our working life

Answering work-related telephone calls or e-mails during leisure time is referred to as "extended" availability. In contrast to regular overtime, this communication is usually not paid. According to a survey conducted among 3,000 employees by the “Deutsche Angestelltenkrankenkasse” (German Statutory Health Insurance for Employees, short: DAK), e-mails are generally perceived as less of a burden than telephone calls. Almost half of the participants felt stressed by phone calls, with 6% rating them as extremely stressful.

On the other hand, many employees also believe that constant availability is positive. Employees claim that an increase in flexibility and their own gain in status, can be enriching and so accept this disruption of their leisure time.

Not all stress is the same

This ambivalence can be explained mainly by two socio-medical models, which deal with the relationship between work and stress. Stress is divided into the positively perceived eustress and the onerous or disabling distress. Karasek's Job Demand-Control-Model describes the relationship between demands on the employee, their freedom to act, and the resulting work-related stress. It explains that one mode of employment has the least impact on one’s health, when the employees have a lot of control over their own tasks and time management, even if they carry great responsibility and manage a heavy workload. In this group of people, stress is perceived rather as Eustress. In contrast to this, work which places high demands on the worker, yet leaves little freedom for action and creativity, is associated with distress and has a particularly negative effect on health.

Siegrist’s Effort-reward-imbalance-Model postulates that an increasing degree of occupational demands is potentially associated with greater distress when there is an imbalance between performance and reward and pay respectively. Forms of reward or gratification are, for example, an appropriate salary, further bonuses, job security, social acknowledgement as well as appropriate advancement and career opportunities. If there is an imbalance between performance and pay in an employee’s view, it may result in a so-called gratification crisis, which can lead to chronic and harmful stress.

The opinion on business communication during leisure time differs from person to person. People who experience professional or financial advantages through an extended availability and see an increase in the flexibility and diversity of their own tasks feel much less stressed by it. Employees who, on the other hand, see them as a further loss of control and autonomy, often consider extended availability as stressful and they can suffer negative health consequences.

Does this constant availability make us sick?

Not surprisingly, studies on this subject are inconclusive. Although most studies show that while an extended availability leads to conflicts between work and private life, there is a disagreement as to whether depression, exhaustion and other illnesses truly correlate with work-related communication, specifically during leisure time. It is also unclear to what extent other external factors - such as our working hours – influence the outcome. Because of this, no valid statement can be made as to how extended availability for employees is actually detrimental to their health.