Employees are increasingly taking on broader responsibilities and heavier workloads without receiving additional pay, benefits, or formal recognition, according to new research from people2people Recruitment. The findings suggest a resurgence of so-called "dry promotions", where workers absorb extra duties while remaining in the same role and compensation band.
The survey, which gathered responses from more than 1,200 people, found that nearly half of employees are doing substantially more work than they were a year ago. At the same time, many report carrying responsibilities once shared across multiple team members.
The findings come as organisations continue to operate with leaner workforces, prompting employees to reassess the value of additional responsibilities when financial rewards do not follow.
Workloads continue to rise across generations
The survey found a significant increase in workload across the workforce.
Key findings include:
- 49% of respondents said they are doing significantly more work in the same role compared with a year ago.
- 69% reported performing duties previously shared among several employees.
- The trend was visible across all age groups, although older workers reported the greatest increase in workload.
Among Gen X and Baby Boomer respondents, 56% said they were carrying substantially more work than a year ago. The figure stood at 52% for Millennials and 38% for Gen Z employees.
Older workers were also most likely to report absorbing responsibilities previously handled by multiple colleagues. 79% of Gen X and Baby Boomers reported this experience, compared with 68% of Millennials and 60% of Gen Z respondents.
The data suggests workforce consolidation and role expansion are becoming increasingly common across organisations.
Recognition remains limited despite expanded responsibilities
While workloads have increased, recognition has not kept pace.
According to the survey:
- 75% of respondents said they received nothing in return for taking on additional responsibilities.
- 15% received extra pay or benefits.
- 8% were promised recognition at a later stage.
- Only 2% received a new title.
The gap appears particularly pronounced among older employees.
Among Gen X and Baby Boomers, 86% reported receiving no recognition despite increased workloads. The figure was 80% among Gen Z employees and 58% among Millennials.
Millennials were the most likely generation to receive direct financial recognition, with 25% reporting additional pay or benefits. This compared with 11% of Gen Z respondents and 9% of Gen X and Baby Boomers.
The findings indicate many employees perceive a disconnect between organisational expectations and reward structures.
Workers draw firmer boundaries
The survey also points to changing attitudes towards additional responsibilities.
Employees appear increasingly reluctant to accept expanded duties without immediate compensation.
Key responses included:
- 67% said they would reject additional responsibility if it did not come with an immediate pay increase.
- 21% said they would accept it only temporarily.
- 13% said they would willingly take on additional responsibilities without an immediate increase in compensation.
The data suggests employers may face greater resistance when attempting to expand roles without corresponding rewards.
Recognition becomes a retention issue
Commenting on the findings, Catherine Kennedy, NSW Managing Director at people2people Recruitment, said recognition does not necessarily need to take the same form for every employee.
She noted that organisations need to ensure additional contributions are acknowledged and that any future reward or recognition comes with a clearly defined timeframe and review process.
The survey points to a broader workplace challenge. Employees are showing a willingness to contribute beyond their original roles, but expectations around recognition are changing. As workloads continue to expand, organisations may face growing pressure to align compensation, career progression, and recognition more closely with the realities of modern work.