Nearly half of employees are handling significantly larger workloads without corresponding increases in pay, benefits or formal recognition, according to a new survey by people2people Recruitment.
The research, based on responses from more than 1,200 employees, points to a growing prevalence of ‘dry promotions’. In these situations, employees take on higher responsibilities or absorb additional work but remain in the same role and compensation band.
The survey found that 49 per cent of respondents were doing substantially more work than they were a year ago. Meanwhile, 69 per cent said they were now handling responsibilities that had previously been divided among several employees.
The trend was visible across generations. Gen X and Baby Boomer employees reported the sharpest increase, with 56 per cent saying their workload had grown significantly. This compared with 52 per cent among Millennials and 38 per cent among Gen Z.
Older employees were also more likely to absorb duties previously distributed across multiple colleagues. Nearly 79 per cent of Gen X and Baby Boomer respondents reported doing so. The corresponding figures were 68 per cent for Millennials and 60 per cent for Gen Z.
However, additional responsibilities are not translating into equivalent recognition. Three-fourths of respondents said they received nothing in return for taking on more work. Only 15 per cent received additional pay or benefits, while 8 per cent were promised recognition later. Just two per cent received a new designation.
Gen X and Baby Boomers reported the biggest recognition gap, with 86 per cent saying they received nothing despite their increased workload.
The findings also indicate that employees are becoming more assertive about compensation. About 67 per cent said they would reject additional responsibilities without an immediate pay increase. Another 21 per cent would accept them only temporarily, while just 13 per cent would willingly take on extra work without additional compensation.
The findings suggest organisations could face growing retention challenges if expanding workloads are not matched by clearer pathways for pay, recognition and career progression.
