In any workplace, fairness is key. Yet some employers push boundaries by expecting workers to take on responsibilities outside their job descriptions without proper compensation.
Here are the things no employee should ever be asked to do without being paid.
Answer Emails or Messages After Hours
It’s unfair to be expected to check work emails or respond to messages outside of regular hours without pay. It blurs the line between work and personal time, leaving employees feeling constantly on call. Occasional emergencies might arise, but making this a regular expectation is an abuse of boundaries.
Unpaid work outside your scheduled hours is a slippery slope no one should have to accept.
Attend Mandatory Meetings Off the Clock
If a meeting is mandatory, it should be paid. Asking employees to attend meetings before or after their shifts without compensation is a clear misuse of their time. It doesn’t matter whether it’s a quick team huddle or a lengthy training session, employees deserve to be paid for any time spent fulfilling workplace obligations. Even if the meeting is virtual or outside the office, it still counts as work and should be compensated as such.
Clean the Workplace
Tasks like sweeping floors, scrubbing bathrooms, or taking out the trash shouldn’t be unpaid unless explicitly included in your job description. Expecting employees to clean without compensation is exploitative.
Hiring professional cleaning staff or allocating paid time for such tasks is the appropriate approach. No one should be guilted into doing unpaid labor under the guise of keeping the workplace tidy.
Complete “Homework” Assignments
Some employers assign extra tasks, like researching projects or preparing reports, to be done at home without pay. This extends your workday and invades your personal time. If the work is necessary for the job, it should be done during paid hours or be compensated as overtime. Asking employees to sacrifice their free time for unpaid tasks sets an unfair precedent.
Cover for Absent Coworkers
It’s unacceptable to be asked to take on additional responsibilities because someone called out sick or didn’t show up. This often leads to longer hours, added stress, and a heavier workload, all without any extra pay. Covering shifts or responsibilities should come with proper acknowledgment, whether that’s overtime pay, bonuses, or time off.
Perform Personal Errands for the Boss
Personal errands for your boss, like picking up dry cleaning, grabbing lunch, or shopping for gifts, are not part of most job descriptions. If this type of task wasn’t agreed upon beforehand and doesn’t come with compensation, it’s an unreasonable request. These errands blur the professional boundary between employer and employee, often leaving workers feeling undervalued.
Provide Free Creative Work
Creative professionals, such as designers, writers, and artists, are often asked to provide free samples or mock-ups as part of job applications or client pitches. This unpaid labor is exploitative, especially when it takes significant time and effort. A company that values creativity should pay for the work, even if it’s speculative or for consideration purposes.
Host or Plan Work Events
The planning or hosting of events like holiday parties or team-building outings shouldn’t fall on employees’ shoulders without proper pay. These tasks require time, organization, and effort, often extending beyond regular work hours. Employers may frame it as a “fun” task, but it’s still work and should be treated as such.
If the company values these events, it should invest in professionals to handle them or compensate employees fairly for taking on the extra responsibility.
Train New Hires Without Additional Pay
Have you ever been asked to train a new hire? It’s usually a demanding task, requiring extra time, attention, and patience. Expecting employees to take on this responsibility without extra compensation is unfair, especially when it pulls them away from their own duties.
Cover Work Expenses Out of Pocket
Employers have a responsibility to provide the tools and resources needed for the job. Paying for work-related expenses like supplies, travel, or equipment should never fall on the employee. While some employers promise reimbursement, it’s not guaranteed in every case.
This practice puts unnecessary financial strain on workers, particularly when reimbursement is delayed or denied.
Work Through Scheduled Breaks
Breaks are a vital part of the workday, giving employees time to recharge and refocus. Being asked to skip or work through breaks without pay is not only unfair but also illegal in many cases. Employers should respect scheduled downtime, allowing workers to step away without fear of reprimand.
Perform Maintenance or Repairs
Unless you’re specifically hired as a maintenance worker, being asked to fix office equipment, furniture, or other items without pay is out of line. These tasks require skills and time that aren’t part of most job descriptions.
Hiring professionals for repairs is the company’s responsibility, not the employee’s. Expecting workers to double as handymen without additional compensation takes advantage of their willingness to help.
Stay Late for Security Reasons
If you’re asked to stay late to lock up the building or wait for maintenance or security personnel, you should be paid for your time. Staying behind after hours, even for a few minutes, takes time out of your personal life and should be compensated. Employers who rely on employees to take on this kind of responsibility without pay are crossing a line.
Manage Social Media Accounts
Social media management is a specialized skill, and asking employees to handle company accounts without pay is exploitative. Posting updates, responding to comments, and creating content all require time and creativity. Unless this task is explicitly included in the job description and paid accordingly, it’s unfair to ask employees to do it as a “favor” or an add-on.
Perform Emotional Labor
Sometimes, you may provide emotional support to coworkers or customers, such as calming angry clients or mediating workplace disputes. It may not involve physical tasks, but emotional labor can be just as draining. Expecting employees to handle this without pay or recognition is unfair and unsustainable. Proper training and resources should be provided for these situations, ensuring that workers aren’t left shouldering emotional burdens without compensation.