The Guardian

London:

It’s late in the evening and you are getting ready to head home when your boss decides he needs you to type out a report “by lunchtime tomorrow” — along with the countless other things you already have to do by then. You begin to worry that none of it can be done in time. You yearn to say no to your boss, but how can you do so without damning your promotion prospects forever?

Personal development trainer Doreen Uzice says that the clients on her assertiveness training courses see broaching such matters with their bosses as an enormous emotional challenge. “There is the fear that a refusal could be interpreted as an admission that you can’t cope with the demands of your job,” she says. “Employees may think that their needs are less important than others and that they will be seen as rude or selfish if they refuse. They also believe that their boss could make their working life a misery.” However, Uzice believes that by saying no in certain situations, employees can set some useful boundaries, boost their self-esteem and reduce stress levels. “Above all else it is honest behaviour,” she adds.

John Morris, senior partner at Burnetts solicitors in Carlisle in northern England, agrees that most employees do not refuse work or complain about being overworked until “things become really difficult and they are showing signs of stress”. He also believes it is important to say no but urges employees not only to consider “honest behaviour” but “reasonable behaviour” as well. He states: “You have to find a balance. It is no good over-reacting to being asked to stay late in the office one night. Ask yourself whether workload is reasonable.”

Alistair Ostell, professor of organisational health and behaviour at the UK’s Bradford University School of Management, says employees should assess whether the request and their general workload broadly matches their employment contract. “You have signed a contract, so it must be assumed that you had a reasonable understanding of its requirements. If you feel overloaded but the work seems broadly in line with the contract then perhaps you are not up to the demands of that job,” he says. “However, if you are doing significantly more than the contract then you should say no either to get a lower workload, or a pay rise to prevent ill health.” Morris adds: “Workload in a contract is a red herring. You can agree to a certain amount but the real test comes later. You might sign a contract containing a brief line stating that you will type up reports. But in practise you may have to do two or three reports a day. That may not be reasonable.”So how should you complain? The advice is to marshal evidence of overwork and approach your employer without being aggressive. “Perhaps the overload of work is not being done vindictively,” says Ostell. “Maybe an employer thinks highly of your work and thinks you can cope.” Uzice says: “Say no clearly. Keep your points short and simple. Do not ramble or over-explain. Do not say ‘I can’t’, say ‘I am unable to’.”Morris concurs that the key is to say no in a co-operative and positive way. “If you are negative and appear disaffected then you will be unable to restore the balance of the relationship with your employer. Tell them that you will do whatever they want you to do but you need help prioritising your tasks. No boss can object to this. Lay out the evidence and put the ball back in their court. Don’t say ‘I’m too busy’.”But what happens if your boss turns a deaf ear to your carefully-worded pleas or, worse still, counters with threats of censure or dismissal? Morris urges employees to continue their fight by going to their personnel department, trade union or work council representatives. If these do not succeed. you will need to resort to formal grievance procedures.

Employers should realise that they have good legal reasons to ensure that their employees are not overworked.