Amongst respondents working VLH, over half never received either overtime pay or time off in lieu for working extra hours.
In this latter case, VLH appear to be jointly driven by employer and employees.
While 40 per cent of award hours employees had access to an RDO, this was so for only 19 per cent of VLH employees.
However, as Table 3 shows, two-thirds of VLH employees, and over half of respondents working 45-50 hours, agreed that they were working more hours than they would like.
It was no surprise that a majority of VLH employees agreed that there should.
One aspect was the existence of a long hours culture: while 69 per cent of VLH employees agreed that 'working for long hours is taken for granted in this organization', this was the perception of only 37 per cent of award hours employees.
VLH employees were less likely to say that, when their workload gets too much, it is easy enough to get it reduced by talking to their supervisor.
VLH workers were more likely to agree that 'we work to tight deadlines here' (86 per cent of VLH employees agreed, compared to 66 per cent of award hours employees).
Employees normally working VLH were more likely than award hours workers to say that they often took work home, less likely to say that they left on time most days, less likely to say they have enough time to rest during meal breaks, and more likely to be dissatisfied with their start and finishing times (Table 5).