Amidst the widespread application of digital technologies and the normalization of remote work, the distinction between professional and personal time has become increasingly blurred, positioning "invisible overtime" as a significant workplace concern. This practice infringes upon employees' right to rest and hinders the development of a healthy work environment. In 2024, China’s Supreme People’s Court established clear criteria for recognizing invisible overtime, offering a legal foundation for the protection of labor rights in the digital era. Nevertheless, a considerable number of employees continue to engage in work-related tasks and remain on unpaid standby via instant messaging platforms such as WeChat and DingTalk outside regular working hours. Most of these individuals are not compensated with overtime pay or time off in lieu, and face challenges in providing evidence and seeking legal recourse. This paper categorizes invisible overtime into three types: communication hijacking, task saturation, and cultural conformity. It further analyzes the underlying causes from four dimensions: outdated management practices, misuse of digital tools, gaps in institutional protections, and the pervasive influence of an "involutionary" work culture. Research indicates that invisible overtime not only encroaches on personal time, contributing to emotional exhaustion and job burnout, but also increases employee turnover, ultimately undermining long-term organizational vitality and innovation. In response, this study proposes governance recommendations, including modernizing management philosophies, regulating digital tool usage, refining employment systems, strengthening legal oversight, and cultivating a positive workplace culture. It advocates for a collaborative governance model involving businesses, regulatory bodies, and society to ensure corporate accountability, establish clear boundaries between work and rest, protect workers’ legitimate rights, balance corporate growth with employee welfare, and foster equitable, healthy, and sustainable labor relations, thus offering insights for building a harmonious employment landscape in the modern era.

Wang Jishuang, Shen Liezhi. Invisible Overtime in Enterprises and Suggestions for Its Governance. The Frontiers of Society, Science and Technology (2026), Vol. 8, Issue 2: 40-45. https://doi.org/10.25236/FSST.2026.080206.

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