Taking on tasks beyond your official job description is a common occurrence in the workplace. However, when these requests become frequent, significantly deviate from your core responsibilities, or lead to increased stress and potential burnout, it may be time to address the situation. Understanding what constitutes a reasonable request and how to effectively push back against unreasonable ones is crucial for maintaining a healthy work-life balance and job satisfaction.
Defining Reasonable Extra Duties
Employment contracts and job descriptions often contain a clause allowing employers to assign ‘other duties as required.’ This typically refers to tasks that are not part of an employee’s day-to-day routine or specifically listed in their role. However, this clause does not grant employers unlimited authority to assign an ever-expanding list of additional responsibilities on a long-term basis.
According to Sarah McCann-Bartlett, CEO and managing director of the Australian HR Institute, a reasonable request should stem from a process that is transparent, collaborative, and fair. Employers should clearly communicate the nature of the task and the reason for the request. For instance, if a team is temporarily short-staffed, an employer should discuss the employee’s capacity to take on extra work without causing undue stress or ‘work intensity.’ This means ensuring the additional tasks can be managed within standard working hours and without compromising breaks or leading to excessive stress.
Compensation and Training Considerations
When overtime is necessary to complete these extra duties, clear arrangements for compensation—such as overtime pay or time off in lieu—must be established. If the assigned tasks are at a higher level than the employee’s usual role, a higher duties allowance should be considered. Furthermore, if the new tasks require specific skills, any necessary training should be provided and reviewed by the employer.
Potential Benefits of Taking on Extra Tasks
In supportive work environments, taking on additional responsibilities can offer reciprocal benefits. Paula Brough, director of the Centre for Work, Organisation and Wellbeing at Griffith University, notes that employees often volunteer for extra duties out of a desire to be a ‘good citizen’ in the workplace, anticipating future rewards such as positive performance appraisals or support for promotions.
This aligns with the concept of ‘Organisational Citizenship Behaviour’ (OCB), which encompasses voluntary actions by employees that go beyond formal job requirements and contribute to the workplace’s overall performance and social environment. Research suggests that engaging in OCB can enhance social cohesion, team performance, productivity, and the organizational climate. It can also positively influence an employee’s job satisfaction, reduce emotional exhaustion, and strengthen their connection to the organization.
The ‘Dark Side’ of Extra Duties
Despite the potential advantages, there is a recognized ‘dark side’ to OCB. When being a ‘good citizen’ consistently leads to an employee becoming the default person for extra tasks, it can diminish job satisfaction and negatively impact work-life balance, potentially affecting personal relationships. This is particularly true if the additional workload leads to resentment, especially if an employee feels overlooked for promotions or experiences unfair treatment within the workplace.
Professor Brough emphasizes that employees burdened by excessive extra duties have the right to push back, especially if they feel undervalued or if the requests are perceived as unfair or encroaching on their personal time.
Strategies for Pushing Back Against Unreasonable Requests
If you find yourself consistently overloaded with extra duties, the first step recommended by Professor Brough is to have an open conversation with your manager. It can be helpful to refer back to your official job description and clearly articulate why you believe the requests are unreasonable, how they are creating a burden, and how they are interfering with your primary job functions or personal life.
Practicing this conversation beforehand with a friend or family member can build confidence. Gathering evidence, such as keeping a log of extra tasks assigned, their nature, and your capacity to complete them, can also strengthen your position. Employers and employees may need to find a compromise. An employee might express interest in certain tasks but explain limitations due to external responsibilities, seeking adjustments. Alternatively, if the extra duties significantly alter the scope of the role, discussing a formal change to the job description might be appropriate.
Escalation Pathways
If direct conversations with management do not yield satisfactory results, involving the Human Resources department can be a next step. Should these internal measures prove insufficient, escalating the issue to a body like the Fair Work Commission may be necessary. This avenue is typically considered when a fair and open process has not been followed, and reasonable attempts to resolve the matter internally have failed.
The Fair Work Commission would likely expect to see evidence that both the employer and employee have engaged in a reasonable and open dialogue to address the concerns surrounding the additional work requests.
