What Is the 996 – A 72-Hour Work Week?

The term 996 has gained global attention in recent years, particularly in conversations around work culture, burnout, and employee rights. But what does it actually mean?

What Is 996?

The 996 work schedule refers to a routine where employees work from 9 a.m. to 9 p.m., six days a week, adding up to 72 hours per week. This practice originated and is most commonly associated with some tech companies in China, where long hours have been seen as a sign of dedication and a norm for career advancement.

In numbers:

• 9 a.m. to 9 p.m. = 12 hours/day

• 6 days a week = 72 hours/week

While this might seem extreme by international standards, especially in countries with stronger labour protections and a focus on work-life balance, 996 has been normalised in some parts of the tech and startup industry in Asia.

Why Is It Controversial?

1. Burnout and Mental Health:

Working 72 hours a week leaves little time for rest, social connection, or personal wellbeing. This kind of routine often leads to chronic stress, burnout, and poor mental health outcomes.

2. Legality and Workers’ Rights:

In many countries, including China, labor laws technically cap working hours. The 996 culture, while unofficial, has sparked legal and ethical debates, especially after several high-profile cases of young workers dying from overwork (a phenomenon known as karoshi in Japan).

3. Productivity vs. Presence:

Advocates argue that long hours build strong work ethics and speed up development, but research shows that longer hours do not equal higher productivity. In fact, overworked employees often make more mistakes and suffer from declining creativity and decision-making abilities.

Global Backlash and Push for Change

The 996 schedule has sparked criticism both domestically and internationally. In 2019, Chinese developers created the “996.ICU” project on GitHub—a play on words meaning “work 996 and you’ll end up in the ICU.” This became a rallying cry for fairer labour conditions in tech.

Major companies like Alibaba and Huawei have been scrutinised for allegedly promoting or tolerating 996 culture. Even in Western countries, where work hours are often more regulated, similar “hustle culture” tendencies are being re-evaluated post-pandemic.

The 996 model raises important questions about what we expect from workers, what we value in career growth, and where we draw the line between ambition and exploitation.

As more people advocate for a healthier work-life balance, shorter work weeks, and remote flexibility, the global tide may be turning away from extreme models like 996. But it’s a stark reminder that not all professional environments are created equal and some cultures still equate value with overwork.