Scotland is experiencing a notable shift: more women than ever before are starting businesses, with women now representing 54% of all start-ups. Yet beneath this encouraging headline lies a challenging reality: women-led businesses are not surviving or scaling at the rates needed to strengthen Scotland’s economy.

The new Study of Women in Enterprise 2025, funded by the Scottish Government and published by Women’s Enterprise Scotland (WES), shows that despite high start-up activity, the entrepreneurial pipeline is leaking badly. The economic cost is substantial. If Scotland matched the United States’ proportion of established women-led businesses, it would add £17 billion annually to the economy.

CBISS is proud to have played a role—Professor Sukanlaya Sawang contributed to this research, bringing academic expertise in innovation, entrepreneurship, wellbeing, and women’s economic participation.

What is Women’s Enterprise Scotland (WES)?

Women’s Enterprise Scotland (WES) is the national expert body dedicated to advancing women’s entrepreneurship across Scotland. It plays a pivotal role in shaping the business landscape by conducting specialist research, providing policy insight and advocacy, and offering training and tailored support designed specifically for women-led enterprises. Through its evidence-led approach, WES works to strengthen and reform Scotland’s business support ecosystem so that it better reflects the realities, needs, and ambitions of women in enterprise. The Study of Women in Enterprise 2025 is one of its most comprehensive and far-reaching assessments to date, offering a detailed picture of the conditions facing women-led businesses and the structural changes required to help them thrive.

Key Findings from the 2025 Study
1. Scotland Has a Start-up Boom—but a Sustainability Crisis

• 54% of start-ups are women-led
• Yet 61% drop out of the pipeline after start-up
• Only 20% of employer businesses are women-led (a declining trend)

This mismatch reveals a structural issue: women can start businesses, but the ecosystem makes it difficult to stay in business.

2. Structural Inequalities Continue to Undermine Progress

• Persistent barriers include:
• Rising costs:
• 78% could not recover increased business costs
• 41% recovered none of the increases

Funding inequality: women start with 53% less capital and receive minimal equity investment

Discrimination is worsening:

• 68% experienced discrimination in 2025 (double the 2016 figure)
• Unpaid care continues to be a major constraint, affecting time, wellbeing, and business growth

Health impacts:

• 74% report increased stress

Many start businesses because health conditions limit traditional employment options

3. Business Support Is Misaligned with Women’s Needs

The report shows a clear mismatch between what women expect and what they receive:

• 58% say mainstream business support does not meet their needs

Only:

• 17% received expected start-up support
• 10% received help to establish their business
• 19% received growth support

Digital and AI support is particularly limited—78% say digital investment would help, yet only 15% accessed such funding

Strong demand for women-centred support:

• 71% would use women-specific services
• 64% say a Women’s Business Centre would help

Why This Matters: The Economic Case

Women-led businesses contribute significantly to Scotland’s local and national economy. Yet their growth is restricted by:

• Undercapitalisation
• Lack of coordinated growth support
• Insufficient digital and net zero support
• Limited access to mentors, networks, and role models
• Persistent bias and discrimination
• Addressing these structural issues would unlock substantial economic, social, and community benefits.

Key Recommendations from the Report
1. Establish a National Network of Women’s Business Centres

• Five centres across Scotland by 2028, including rural/island provision, offering:
• Specialist women-centric advisers
• Tailored growth programmes
• Digital and hybrid support to widen access
• This model mirrors successful approaches in the US and Canada.

2. Launch a Dedicated £20 Million Equity Fund for Women

A women-focused equity fund to support up to 50 businesses in the first two years and reduce the severe gender gap in investment.

3. Mandatory Gender-Disaggregated Data

All public funding and business support programmes should report:

• Applications
• Approvals
• Outcomes

This transparency is essential for tracking progress.

4. Structured Mentorship and Role Model Programmes

• Train and match mentors to 300 women-led firms
• Support 100 women to act as visible role models each year
• Ensure representation across age, race, disability, rurality, and sector

5. Address the “Missing Middle” of Growth-Stage Firms

• Pilot programmes and grants for mid-stage businesses, including:
• £500k in growth programmes
• £2m in dedicated grants
• Flexible loan repayment aligned to revenue cycles

6. Care, Wellbeing, and Pension Support

• Childcare and eldercare subsidies for business owners
• Retirement planning and auto-enrolment options for the self-employed
• Wellbeing metrics embedded in all business support
• Programmes to address burnout, stress, and sustainable growth

7. Digital, AI, and Net Zero Support

• Targeted digital and AI literacy programmes
• Improved access to digital and innovation funding
• Increase net zero funding directed to women-led firms to 20% by 2027 and 50% by 2030

CBISS Reflection: Why This Matters for Scotland’s Future

At CBISS, we are committed to advancing inclusive innovation, sustainable enterprise, and a fairer economy. The findings of this report reinforce three truths:

• Women’s entrepreneurship is a national economic priority, not a niche issue.
• Long-term, women-centred support is essential for business survival and growth.
• Better data, wellbeing support, and equitable funding can drive systemic change.

CBISS Recommendations for Policymakers and Industry

Based on the study’s findings and our ongoing work supporting inclusive enterprise, we recommend:

1. Treat Women’s Business Centres as essential economic infrastructure

• Multi-year investment—not year-by-year funding—is vital.

2. Prioritise digital and AI readiness for women-led SMEs

• Ensure support is accessible, relevant, and linked to future industry demands.

3. Integrate care and wellbeing into entrepreneurship support

• A sustainable pipeline requires care-aware, health-aware policies.

4. Ensure accountability via transparent gender-disaggregated data

• This is a foundational requirement for equitable economic growth.

Final Thought

Women are starting businesses in record numbers. They bring innovation, resilience, and community impact. But without structural change, too many will continue to drop out of the entrepreneurial pipeline.

The Study of Women in Enterprise 2025 gives Scotland a clear roadmap.
CBISS stands ready to support its implementation and to help build a thriving, inclusive, and sustainable entrepreneurial ecosystem—one where women not only start businesses, but stay, grow, and lead.

A study published in the Journal of Construction Engineering and Management, by Centre for Business Innovations & Sustainable Solutions (CBISS) Director, Professor Sukanlaya Sawang and her colleagues at Queensland University of Technology, Australia (Dr Rebecca Langdon, Professor Lisa Bradley, Professor Cameron Newton),  explores the role of social capital and social support in the mental health of infrastructure workers. The research highlights a crucial opportunity for infrastructure organisations to play a more active role in supporting distressed workers. Infrastructure sectors such as construction, mining, and energy experience disproportionately high levels of psychological distress and suicide risk. The paper reports alarming figures: close to 30% of workers surveyed fell into the severe psychological distress category, and suicide rates in infrastructure remain significantly higher than national averages.

What the Research Found

The study’s key insight is both surprising and deeply concerning:

Distressed workers actually reported having more social connections than non-distressed workers – yet they were receiving less meaningful support when they needed it.

In other words, having lots of contacts (social capital) does not guarantee access to real support. Many workers with high distress are not leveraging their networks to get emotional, practical, or informational help.

One finding particularly relevant to employers is that some distressed workers were more likely to turn to work colleagues than to partners or family members for support, especially for emotional or companionship needs. This opens a significant window for organisational intervention.

Why This Matters

The research reinforces that traditional approaches focusing only on individual coping skills or resilience training are insufficient. Prior studies have already shown that isolated resilience programmes do little to shift mental health outcomes in construction workers.

Instead, the authors argue for a multi-level intervention strategy that includes:

• workplace-level environmental changes,

• individual-level support, and

• access to treatment pathways.

This paper contributes to the second layer—building support through peer relationships.

Reflection

This research challenges common assumptions that “people just need to reach out more” or “bigger networks equals better support.” The evidence suggests that many distressed workers feel unable—or unwilling—to draw support from those closest to them, possibly due to:

• fear of burdening family,

• lack of emotional communication skills,

• stigma around vulnerability,

• long working hours and time spent away from home.

Workplaces where workers spend most of their time may therefore be one of the most viable environments to intervene. The construction site, depot, workshop, or engineering office could become a protective space rather than a risk environment.

What Can Industry Do? Practical Recommendations

Based on the evidence presented, there are several actionable steps organisations can take:

1. Invest in peer-support capability

Training programmes such as mental health first aid, connector training, or peer-listener models can equip workers with skills in empathy, active listening, and identifying risk. This doesn’t replace therapists—it opens the door to them.

2. Build structured social connection opportunities

Simple practices such as planned team check-ins, buddy systems, and safe spaces for discussion can break down barriers that stigma reinforces.

3. Recognise the role of supervisors

Supervisors and managers should be supported to develop psychologically safe communication skills—not just technical leadership.

4. Consider flexible policies supporting work-life balance

Many workers struggle because they are physically and emotionally distant from family support networks. Adjusting rostering and remote work patterns where possible may improve coping capacity.

5. Monitor outcomes, not participation

Tick-box wellbeing initiatives without cultural change risk worsening stigma. Evidence-based evaluation is key.

Looking Ahead

Industrial environments pride themselves on safety. Yet mental health safety is often treated differently from physical safety. This research makes clear that if workplaces develop stronger support mechanisms through colleague relationships, they could significantly reduce distress and ultimately save lives.

At CBISS, we believe this work offers an opportunity to rethink how organisational cultures nurture belonging, connection, and humanity—particularly in high-risk sectors. Social capital already exists in abundance. Now we need to ensure it is activated and accessible.

A new law in Greece now allows private-sector employees to work up to 13 hours a day, promoted as a modern model of flexibility and economic growth. In a recent article, Dr Eleni Papagiannaki, our CBISS Theme Lead for Business Innovation and Future Workforce, discusses how this reform risks dismantling the long-established eight-hour working day and highlights the broader implications for labour rights and wellbeing across Europe.

Although presented as voluntary and fairly compensated, the change threatens to normalise extreme working conditions. Greece already records the highest working hours in Europe — around 1,900 hours per year, significantly more than in the UK or Germany — yet wages and productivity remain low. Instead of addressing stagnant pay and weak bargaining power, the policy effectively stretches time rather than income, placing additional pressure on workers.

Survey findings show overwhelming resistance: 94% of workers support shorter working hours without pay cuts, and 60% oppose the 13-hour day outright, with many pointing out that “voluntary” becomes meaningless under economic hardship.

This trend extends beyond Greece. Rising unpaid overtime in healthcare, intense logistics and warehouse schedules, and calls from parts of the tech sector for 60-hour workweeks reflect a wider shift: the slow and quiet normalisation of overwork in the name of flexibility and productivity.

The key question becomes:
What kind of future of work do we want to build?
A future built on exhaustion — or a future rooted in dignity, wellbeing and meaningful time?

CBISS: Building a Different Vision of Work

At the Centre for Business Innovation & Sustainable Solutions (CBISS) at Edinburgh Napier University, research focuses on shaping fair, ethical and sustainable work futures. CBISS works with partners across sectors to:

• rethink work and productivity beyond long-hours models

• explore responsible innovation and AI-enabled workforce transformation

• strengthen fair work, equity and wellbeing across communities

• turn evidence into practical frameworks and policies

The Greek case is a timely reminder of why these conversations matter — and why research, dialogue and public engagement are essential.

For readers interested in the full analysis of the legal, social and economic implications, the complete article can be read here.

At CBISS, we are proud to celebrate the recent contributions of our member and them lead Eleni Papagiannaki to the Good Work Monitor Time Series – an ambitious and impactful project led by the Institute for the Future of Work (IFOW). This work sits at the intersection of policy, data, and human-centred innovation, offering vital insights into how good work—and access to it—shapes social and economic resilience across the UK.

Why Good Work Matters More Than Ever

Access to good work is not just about employment. It’s about dignity, fair pay, supportive conditions, personal autonomy, and opportunities for growth. As Eleni and the IFOW team highlight, good work offers a vital buffer against social, health, and economic shocks—and equips communities to adapt to disruptive forces like AI and automation.

While UK employment levels remain relatively steady according to the latest ONS data, the quality of work varies significantly across the country. Through longitudinal analysis from 2009 to 2024, the Good Work Monitor paints a clear picture: geographic inequalities are widening, and the polarising effects of the Covid-19 pandemic and technological change risk becoming entrenched.

Key Insights from the Monitor

Eleni’s work on this project has helped bring attention to some crucial findings:

• Regional Disparities Persist: Areas like London continue to show high professional job concentration and median pay—but also signs of work intensification and poor work-life balance. In contrast, Scotland appears to offer a more balanced picture, with weaker links between pay and unsatisfactory hours.

• Technology’s Uneven Impact: Rather than bridging gaps, accelerated tech adoption may have worsened regional inequalities, benefiting already high-performing areas and leaving others behind. This raises questions about how AI and automation can be harnessed to create—not destroy—equitable opportunities.

• Pay and Productivity Challenges: Real wages remain low across many regions when adjusted for cost of living. At the same time, productivity growth is highly concentrated in the South East, raising concerns about unequal innovation spillovers from the so-called “golden triangle”.

From Data to Action: Policy Recommendations

What sets this work apart is not just the diagnosis of the problem, but the practical pathways it suggests:

• Better Metrics for Better Policy: The Good Work Monitor and the Disruption Index should form the foundation of a more consistent, evidence-based approach to good work, productivity, and technological change—across all UK nations and regions.

• Place-Based Investment Strategies: Funding for skills and jobs must be targeted where they are most needed, and local authorities should be empowered with better data to design tailored responses.

• Recentring Growth on Human Capabilities: Rather than focusing solely on technological capability, the Industrial Strategy should place greater emphasis on human values, agency, and job quality—ensuring that innovation and inclusivity go hand-in-hand.

• Learning from Scotland and Beyond: The strong performance of Scotland in the Monitor offers lessons for how joined-up policy approaches can create more resilient regional economies. In contrast, policy in England and Wales should work towards more coherent skills and capabilities frameworks that prioritise long-term access to good work.

CBISS and the Future of Work

At CBISS, we believe in research that informs real-world change. Eleni’s work exemplifies our mission—connecting data, policy, and innovation to address urgent societal challenges. Her contribution to the Good Work Monitor supports a broader vision: one where future work is shaped by fairness, sustainability, and the active inclusion of all communities in technological progress.

We look forward to continuing this conversation—and to working with researchers, policymakers, and communities to shape a future of work that leaves no one behind.

Explore the Interactive Good Work Monitor: access here

Entrepreneurs are often seen as risk-takers, innovators, and leaders, but not all of them operate in the same way. A recent study by our CBISS members, Professor Sukanlaya Sawang, Safiya Mukhtar Alshibani, and Poh Yen Ng  reveals that entrepreneurs can be grouped into three key archetypes—Lions, Bees, and Chameleons—each with a unique approach to business, success, and personal well-being.

Understanding these entrepreneurial personalities can help business owners and aspiring entrepreneurs identify their strengths and potential challenges, ultimately leading to better decisions and improved performance.

The Three Entrepreneurial Archetypes

Lions: The Competitive Leaders

Lions are natural-born leaders. They are strategic, ambitious, and competitive, constantly seeking to outperform their rivals and take charge of their industries. Their approach is rooted in the belief that business success is about being the strongest, the fastest, or the most dominant in the market.

Strengths:

• High levels of ambition and strategic thinking
• Strong leadership and decision-making skills
• Competitive mindset that drives business growth

Challenges:

• Can experience high stress and burnout due to constant competition
• May struggle with collaboration if they focus too much on personal success
• Risk of prioritising profits over ethical or long-term considerations

Lions thrive in industries that require bold moves, strategic risk-taking, and aggressive market positioning. However, they need to balance their ambition with sustainable well-being strategies to avoid exhaustion.

Bees: The Collaborative Visionaries

Bees represent a very different type of entrepreneur. Instead of competition, they focus on teamwork, purpose, and creating value for their communities. These entrepreneurs are driven by a strong sense of responsibility, often building businesses with ethical and social goals in mind.

Strengths:

• Strong teamwork and collaboration skills
• Purpose-driven, often building businesses with lasting social impact
• Higher overall well-being due to meaningful work

Challenges:

• Can struggle with profitability if they prioritise social impact over financial sustainability
• May find it difficult to make tough decisions that require competition or assertiveness
• Risk of burnout from trying to satisfy multiple stakeholders

Bees are often found leading social enterprises, purpose-driven startups, and businesses that focus on sustainability and ethical impact. Their ability to create long-term value and trust makes them well-respected, but they must ensure they balance purpose with profit.

Chameleons: The Adaptable Strategists

Chameleons are the entrepreneurs who can adjust and pivot quickly in response to changing market conditions. They are highly strategic, opportunistic, and pragmatic, often using their ability to blend into different business environments to their advantage.

Strengths:

• Extremely adaptable and able to navigate uncertain or competitive markets
• Skilled in strategy, persuasion, and making the most of available opportunities
• Often successful in fast-changing industries such as tech and finance

Challenges:

• Can be perceived as manipulative or overly opportunistic
• May prioritise personal success over ethical considerations
• Risk of losing trust if their adaptability is seen as inconsistency

Chameleons thrive in industries that require constant evolution, such as technology, digital marketing, and investment. Their ability to adjust and seize opportunities is valuable, but they need to be mindful of ethical decision-making and long-term relationships.

How Entrepreneurial Identity Impacts Success and Well-Being

The study highlights that while all three types of entrepreneurs can be successful, they experience different levels of well-being and business performance.

• Bees generally report the highest well-being, as their work is aligned with personal values and social impact. However, they need to ensure financial sustainability to avoid burnout.
• Lions are highly successful but at risk of stress and burnout, as their relentless pursuit of competition can take a toll on personal life.
• Chameleons tend to achieve strong business outcomes but may face ethical dilemmas that impact their long-term reputation and trustworthiness.

This research suggests that knowing your entrepreneurial identity can help you make smarter decisions about leadership, strategy, and mental well-being.

Applying These Insights to Your Business

1. Identify Your Entrepreneurial Style: Are you a Lion, a Bee, or a Chameleon? Recognising your strengths and weaknesses can help you refine your approach to business.
2. Balance Your Strengths with Self-Awareness: If you’re a Lion, consider incorporating more collaboration into your strategy. If you’re a Bee, ensure your business model is financially sustainable. If you’re a Chameleon, focus on maintaining ethical and transparent business practices.
3. Leverage Your Natural Tendencies: Lions can use their drive for competition to innovate, Bees can strengthen brand loyalty through purpose-driven leadership, and Chameleons can adapt quickly to emerging trends.

Entrepreneurs are not one-size-fits-all. Whether you identify as a Lion, a Bee, or a Chameleon, understanding your entrepreneurial personality can help you navigate the challenges of business ownership more effectively. By playing to your strengths and addressing potential pitfalls, you can build a business that thrives while maintaining your well-being.

So, what’s your entrepreneurial spirit animal? 🦁🐝🦎

To read the full research, please visit: Lions, Bees, and Chameleons: Unravelling the Entrepreneurial Archetypes and Their Impact on Performance and Well-being.

In the ever-evolving world of IT, Agile project management has become a game-changer. It’s all about being flexible, working in small bursts, and constantly adapting to new information. But what does it take to make an Agile project truly successful? Let’s dive into the key factors that can make or break your next IT project.

1. A Clear Vision and Defined Goals

Why Vision Matters

Imagine setting off on a road trip without a destination. That’s what a project without a clear vision feels like. A strong vision ensures everyone knows the project’s purpose and what success looks like.

Setting the Right Goals

Goals should be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. This ensures the team stays on the right track and delivers valuable results continuously.

2. Engaging Stakeholders

Keeping Everyone in the Loop

Regularly involving stakeholders—those who have a vested interest in the project—ensures the project meets expectations. Open lines of communication prevent surprises and build trust.

Managing Expectations

Agile is all about embracing change. Keeping stakeholders informed about progress and changes helps manage their expectations and keeps the project on course.

3. Building a Strong Team

Skilled and Ready

The backbone of any Agile project is a team that knows its stuff. Ensuring team members have the necessary skills and knowledge is crucial.

Empowerment Equals Success

When team members feel empowered to make decisions and own their work, they’re more motivated and productive. Autonomy fosters creativity and innovation.

4. Communication is Key

Staying Transparent

Good communication is the glue that holds an Agile team together. Regular meetings and updates ensure everyone is on the same page and can quickly address any issues.

Leveraging the Right Tools

Using tools like Jira, Trello, or Slack can enhance communication and keep the project running smoothly. These tools help in tracking progress and solving problems efficiently.

5. Iterative Development and Improvement

Small Steps, Big Results

Agile thrives on working in small, manageable pieces. This iterative approach allows for constant reassessment and adjustments, keeping the project flexible and reducing risks.

Never Stop Improving

Regular feedback sessions and retrospectives help the team learn and improve continuously. This culture of ongoing improvement leads to better performance and results.

6. Customer First Approach

Focusing on Value

Agile projects are designed to deliver what the customer needs. Regular involvement and feedback from customers ensure the final product is valuable and meets their needs.

Flexible Planning

Plans should adapt based on customer feedback and changing priorities. This ensures the project stays relevant and aligned with what customers truly want.

7. Proactive Risk Management

Spotting Risks Early

The earlier you identify risks, the better. Agile encourages frequent risk assessments and proactive management to keep the project on track.

Quick Adaptation

The flexibility of Agile allows teams to respond swiftly to unexpected challenges, minimizing their impact on the project.

8. Maintaining a Sustainable Pace

Avoiding Burnout

A sustainable work pace is crucial to avoid burnout. Ensuring the team works at a steady, manageable pace keeps morale high and productivity steady.

Timeboxing for Efficiency

Using fixed time periods, like sprints, helps maintain a regular workflow and ensures consistent delivery of work increments.

Take-Home Message

Agile project management offers a flexible and responsive approach that can significantly enhance the success of IT projects. By focusing on clear goals, stakeholder engagement, team empowerment, effective communication, iterative improvement, customer-centricity, proactive risk management, and maintaining a sustainable pace, you can ensure your projects are not just completed, but completed successfully.

For a deeper dive into the critical success factors in Agile Project Management, especially tailored for IT projects, check out the insightful chapter by CBISS member Dr Aartee (Geshwaree) Huzooree . This chapter explores the unique challenges of IT projects and provides actionable recommendations based on a comprehensive analysis of recent literature.

Read more about the findings and actionable recommendations in Aartee’ chapter here

Our CBISS member, Dr Elena Papagiannaki, has made significant contributions to the 2024 Good Work Time Series report from the Institute for the Future of Work (IFOW). This comprehensive study provides a detailed look at the quality of work across England, Scotland, and Wales, revealing substantial regional disparities and the profound impact of technological advancements on job quality.

What is Good Work?

Good work is more than just employment; it involves fair pay, reasonable working hours, job security, opportunities for personal growth, and a sense of community. The Good Work Time Series report tracks these elements across 203 local authorities in England, Scotland, and Wales from 2009 to 2023, highlighting the changes and trends over time.

Regional Disparities: A Closer Look

England

In England, the disparities in access to good work are stark. Regions like the South East and London lead with higher median pay and more professional job opportunities. However, areas such as the East Midlands and the North East face significant declines, with increasing job polarization and fewer high-quality job opportunities. This suggests that existing policies may not be effectively addressing the needs of all regions​.

Scotland

Scotland has taken a more balanced approach to job quality, managing to maintain a more equitable distribution of good work. Targeted policies focusing on inclusive growth and community wealth building have helped Scotland achieve better outcomes in job quality and regional equality compared to other parts of the UK​.

Wales

In Wales, the divide between urban and rural areas is particularly evident. While cities like Cardiff show better performance in job quality, rural regions struggle. The Welsh government has been proactive, implementing initiatives to improve job quality and reduce disparities, including investments in skills development and support for local businesses​.

The Role of Technology

The report highlights the significant impact of technological transformation on job quality. The Disruption Index, introduced alongside the Good Work Time Series, offers insights into how AI and automation are reshaping the job market. These technologies present opportunities for creating high-quality jobs but also pose risks of increasing inequalities if not managed properly​.

Food for Thought

As we reflect on the findings of this report, it’s crucial to consider what good work means to us personally and within our communities. Are we experiencing fair pay, reasonable working hours, and opportunities for growth? How do technological advancements in our workplaces impact the quality of our jobs?

Moreover, the regional disparities highlighted in this report prompt us to think about the effectiveness of local and national policies. Are they truly addressing the needs of all regions? What more can be done to ensure that everyone, regardless of where they live, has access to good work?

By contemplating these questions, we can better understand the challenges and opportunities ahead. Let’s use this knowledge to advocate for policies and practices that promote equitable and high-quality job opportunities for all.

For a deeper dive into the report and its findings, you can access the full document here.

Insights from our CBISS member Dr. Eleni Papagiannaki

In today’s fast-paced work world, where the 9-to-5 grind has morphed into something more flexible but also more demanding, Dr. Eleni’s latest findings shine a light on the hidden costs of working overtime without pay, giving us a glimpse into its real impact on workers today.

Dr. Eleni’s research uncovers a widespread practice of unpaid overtime among millions of UK employees. According to data from worksmart.org, backed by the Trade Unions Congress (TUC), more than five million workers routinely put in extra hours without getting paid for them, adding up to a staggering £31.2 billion worth of unpaid work in just one year. This eye-opening figure lays bare the significant strain this puts on the UK’s workforce.

But what exactly is “unpaid” overtime? Dr. Eleni’s study dives into the complexities, questioning how fair it really is and what it means for workers’ rights.

One of the biggest challenges highlighted by Dr. Eleni is the lack of consistency in how overtime is defined across different industries and employers. This inconsistency makes it hard to measure just how much unpaid work is being done and the impact it has on both individuals and the economy.

And it’s not just about the hours worked—it’s also about the expectations that come with the job. With the UK exempt from the European Working Time Directive, many workers find themselves in a culture where putting in extra hours is just expected, with little to no compensation. Dr. Eleni’s research makes a strong case for policymakers to step in and ensure fair treatment for all workers.

By bringing attention to the hidden costs of unpaid overtime, Dr. Eleni’s work urges us to rethink how we value workers’ time and effort. By reimagining pay structures, working hours, and productivity standards, policymakers have a chance to create a more balanced and sustainable work environment for everyone.

In short, Dr. Eleni’s research gives us a glimpse into the challenges of unpaid overtime and why it matters. By highlighting her findings, we can start working towards a future where workers are properly compensated for the time they put in.