65% of workers say ‘microshifting’ could help with stress and burnout. Here's how you and your employer could benefit from this work-scheduling hack

As some employers mandate a return to the office, many workers are pushing for a different kind of flexibility—one that doesn’t rely on fully remote or hybrid schedules. Instead, a growing number are embracing “microshifting,” a workstyle centered on small, intentional adjustments to start times, breaks, and daily hours rather than a fixed nine-to-five routine.

According to Owl Labs’ 2025 State of Hybrid Work report, 65% of workers say they are interested in microshifting, which the company defines as “structured flexibility with short, non-linear work blocks aligned with energy levels, responsibilities, or productivity.” Interest is even higher among caregivers, with 72% saying they want this type of flexibility
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The shift reflects changing expectations that emerged during the pandemic, when remote and hybrid work became widespread. In the same survey, 59% of respondents said they now schedule personal appointments during traditional work hours, and 38% reported taking up to an hour each day for personal matters.

Stress, burnout, and longer careers

At the same time, workplace stress and burnout are intensifying. As rising living costs and longer life expectancy lead some Americans to delay retirement, traditional full-time schedules may become harder to sustain.

A recent USA Today–SurveyMonkey study of more than 3,000 U.S. adults found that nearly one in four workers (24%) feel burned out or are struggling in their current roles. Many cited concerns about layoffs, inflation, and the broader economy—factors linked to declining morale, productivity, and engagement .

These findings align with Owl Labs’ research, which shows that nine in 10 employees experience stress at work, with 39% saying it has worsened over the past year. Employees’ top concerns include limited career growth (50%), lack of flexibility, and job instability, both cited by 47% of respondents.

This environment has contributed to what Forbes contributor Caroline Castrillon describes as “quiet cracking”—a phenomenon in which employees continue working but are silently burning out.

“Microshifting could be part of the solution,” Castrillon writes. “By allowing employees to step away when they need to recharge and return when they’re ready to focus, companies can prevent burnout before it becomes a crisis.”

A potential middle ground

Microshifting may help reduce burnout and decision fatigue, supporting productivity while enabling workers to remain in the labor force longer. For employers facing labor shortages, it could also be a tool for retaining experienced employees.

The approach may be especially valuable for caregivers. Theresa Robertson of Elkridge, Maryland, has practiced microshifting for more than 25 years—long before the term existed. While caring for her late husband, who had chronic health issues, she structured her work around medical appointments and caregiving responsibilities.

“As long as I got the job done on time and on budget, they weren’t really focused on whether I was in the building at 7 a.m.,” Robertson told CNBC Make It . “I’ve had Zoom meetings in hospital rooms. Wherever I go, I take my laptop, and when I can work, I can work.”

Is microshifting the right fit?

For many workers, microshifting offers a way to protect mental health, manage caregiving duties, and extend their careers without making drastic changes. However, it is not the same as reduced hours or total flexibility—it focuses on incremental adjustments rather than fewer responsibilities.

There are also potential downsides. Tracey Paxton, clinical director at benefits platform Perkbox, told People Management that microshifting is sometimes adopted as a coping mechanism rather than a genuine preference.

“I hear this most often from people who are already under pressure,” Paxton said. “They’re tired, overstimulated, or juggling too many demands. Sustained focus feels harder, so work naturally breaks into smaller chunks.”

For employers, the challenge is ensuring flexibility is applied fairly. Castrillon notes that microshifting should not be limited to knowledge workers alone. Options such as shift swapping, compressed schedules, or predictable time-off policies can help extend flexibility to frontline and blue-collar employees as well.

Microshifting may also play a role in phased-retirement strategies, though it raises broader questions about how work structures—and retirement planning—must evolve to support longer, more flexible careers.