The expert explained the inevitability of working 24/7 for highly paid areas

The modern labor market has transformed into a "service cycle" economy, where 24/7 work is becoming not a manifestation of "abuse", but a prerequisite for highly paid professionals. Vladislav Bykhanov, Managing partner of CORNERSTONE HR company, told Izvestia about this on April 9.

The specialist noted that in areas where product value is created by speed and accessibility, such as PR, marketing, media and consulting, the classic hiring model with a tight schedule until 18:00 is replaced by a service model. In this coordinate system, an employee is expected to respond to a request not the next morning, but at the time of its receipt.

"If an employer requires 100% engagement, it's really not a classic hiring model anymore — it's a service. And high-level service, when they expect a reaction from you not tomorrow morning, but right now. And in this logic, the requirement to "be in touch" is a work condition," Bykhanov emphasizes.

At the same time, according to expert estimates, the "always in touch" model cannot function effectively with low salaries, as this leads to rapid burnout and staff turnover. However, at the high-stakes level, the availability of a specialist becomes part of the product.

According to Bykhanov, the problem for many specialists is trying to combine two models: to claim the high cost of labor typical of the service, but to work on a strict shift schedule without including tasks outside of business hours.

The new generation of specialists is adapting faster to these conditions, abandoning the rigid division into "working" and "personal". For them, activity turns into a stream of tasks and responsibilities, which requires more developed self-management skills and readiness for increased stress levels.

It costs too much: Russians have become a third less likely to raise salaries

What is the reason for this and how are employees going to react to it?

Alexander Khaminsky, a lawyer and head of the Law Enforcement Center in Moscow and the Moscow Region, told Izvestia on March 16 that an employer cannot punish an employee for toxicity if it is not related to non-fulfillment of their work duties. According to the lawyer, the labor legislation distinguishes three types of disciplinary penalties: remark, reprimand and dismissal.

He clarified that the employer has the right to apply these measures only if the employee has not fulfilled his work duties or performed them improperly through his own fault.

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