North Dakota is the Hardest Working State - Wallet Hub Study

WorkerPhoto byPhoto by Yury Kim: https://www.pexels.com/photo/man-carrying-gray-pipe-585419/

With only 48% of Americans having used all of their paid time off last year, the personal-finance website WalletHub today released its report on 2024’s Hardest-Working States in America, as well as expert commentary, to find out where Americans are putting in the most effort, as well as where people might need to take a break.

WalletHub compared the 50 states across ten key metrics. The data set ranges from the average number of hours worked per week to the share of workers with multiple jobs to the average leisure time spent per day.

Top 20 Hardest-Working States in America

1. North Dakota

2. Alaska

3. Nebraska

4. Wyoming

5. South Dakota

6. Maryland

7. Texas

8. Colorado

9. New Hampshire

10. Kansas

11. Virginia

12. Oklahoma

13. Georgia

14. Hawaii

15. Tennessee

16. Mississippi

17. Iowa

18. Alabama

19. Louisiana

20. Missouri

Key Stats

• Alaska has the longest hours worked per week, which is 12 percent longer than in Utah, the state with the shortest.
  
• New York has the longest average commute time, which is 1.9 times longer than in South Dakota, the state with the shortest.
  
• Mississippi has the highest share of workers leaving vacation time unused, which is 1.6 times higher than in Ohio, the state with the lowest.
  
• Maine has the highest share of workers with multiple jobs, which is 2.5 times higher than in Florida, the state with the lowest.

To view the full report and your state’s rank, please visit:
https://wallethub.com/edu/hardest-working-states-in-america/52400


“It’s undeniable that America has fostered a culture of hard work, with people working longer hours than residents of other developed countries and often leaving vacation time on the table. Working hard is commendable, but people in the hardest-working states may need to consider taking a break once in a while, as a lack of leisure time can have a negative impact on people’s physical and mental health.”
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“North Dakota is the hardest-working state, in part because it has the highest employment rate in the country, at over 98%. Plus, workers ages 16 to 64 in North Dakota work an average of 39.7 hours per week, the third-most in the country. People in the Roughrider State have the second-lowest amount of leisure time per day, and 33.5% of workers leave some vacation time unused, the second-highest percentage.”

- Cassandra Happe, WalletHub Analyst


Expert Commentary

What impact do you believe AI will have on the American worker?

“I think it is still too early to determine what the full impacts will be. Early evidence suggests that AI will help a lot in boosting communication skills (think about ChatGPT's ability to improve your writing), performing repetitive well-defined tasks (like some coding tasks) and in identifying relevant information (like using a patient's symptoms to make a medical diagnosis based on past cases). Workers whose jobs require a lot of these tasks may find themselves shifting what they do at work, moving away from things that AI is good at. That could also mean that certain jobs that AI is really good at could become more scarce. But we also would expect that AI would introduce new job opportunities as well (prompt engineer, etc.), so it's hard to say what the overall impact will be just yet.”
Christian vom Lehn – Associate Professor, Brigham Young University

“From a feeling in the beginning of 2024 that AI will drastically change everything, I think we are beginning to scale back those expectations a bit. Plus, there is such a wide variety of jobs in the U.S. economy! My sense is that over the next 3-5 years, for many blue-collar jobs, AI will not have a big impact other than help in important, behind the scenes ways, such as early detection of errors or unsafe working conditions. There will be a larger impact on white collar jobs, but in ways that can increase human interaction. For example, the HR generalist will uncover faster ways of doing data-based tasks, like a compensation study, leading to more time engaging with the workforce.”
Dr. Kurt Kraiger – Chair and Professor, Department of Management, University of Memphis


Do you believe job conditions are on the rise in the U.S.? What measures should authorities undertake in order to better protect workers?

“Job conditions in the U. S. are indeed evolving, but whether they are on the rise is a matter of perspective. On one hand, there is a growing emphasis on creating safer work environments to reduce injuries, particularly in sectors like construction where hazards are inherent. This is coupled with the increasing adoption of technology, such as tele-health and telemedicine, which can expedite the recovery of injured employees and reduce associated costs. However, the rise of the gig economy, where workers traditionally lack workers' compensation, presents new challenges. Additionally, there are concerns about legislation reducing workers' compensation benefits, even as some states are extending benefits for issues like Covid infection and opioid addiction. To better protect workers, authorities should continue to enforce and refine regulations that ensure workplace safety. This includes holding employers accountable for providing safe and healthy work environments, as mandated by organizations like the Occupational Safety and Health Administration (OSHA). In addition, authorities should address the changing nature of work by extending protections to gig workers and other non-traditional employees. This could involve reevaluating and updating workers' compensation policies to reflect the realities of the modern workforce. Authorities should also leverage technology to improve worker protections. This could involve promoting the use of tele-health services in workers' compensation or using digital tools to monitor and enforce workplace safety standards. Finally, authorities should consider measures to promote equality in the workplace, such as strengthening anti-discrimination laws and promoting equal pay for equal work. This is particularly important in light of the persistent gender pay gap and other forms of workplace inequality.”
Can Erbil – Professor of the Practice, Boston College

“One of the positive changes in the workplace over the past 3-4 years is an increased emphasis on wellness in the workplace. Employers are better understanding how workplace stress can lead to lower productivity and greater turnover. Employers can improve employee wellness by investing in wellness programs, encouraging self-care, providing access to health resources, and ensuring employees take advantage of the non-work times afforded to them. For example, many European employers lock employees out of email during non-work hours.”
Dr. Kurt Kraiger – Chair and Professor, Department of Management, University of Memphis


What are the main changes in the job market in 2024 and how will they impact employee engagement?

“I am going to answer as an organizational psychologist and not an economist! Organizations are still settling on hybrid work policies and are also continuing to edge towards gig, or non-fulltime, roles. Each of these can have negative impacts on employee engagement as we often lean into relationships with co-workers and a shared workspace as sources of connection to our jobs. However, positive employee engagement is a result of many factors with meaningful work being critical. Employers (and the employees themselves) should look to ensure that workers find identity and purpose in their work. Crafting jobs to take advantage of individuals’ skills and interests is one way to do this, as well as clarifying the impact of their work on external or internal customers.”
Dr. Kurt Kraiger – Chair and Professor, Department of Management, University of Memphis

“The US job market in 2024 has undergone significant changes like a decrease in job openings, a shift in labor market dynamics, and the increased adoption of automation and technology… According to the latest Job Openings and Labor Turnover Summary (JOLTS), released on July 30, 2004, job openings were 8.2 million in June, down by 941,000 compared to a year ago. The rate of hiring at the end of July 2024 was 3.4% of total employment, the lowest since March 2020 and about 0.5% lower than where it was before COVID. This decline is attributed to economic uncertainties such as high inflation, high interest rates, and global uncertainties, which have led businesses to adopt a cautious approach to hiring. Increased borrowing costs due to high interest rates also impacted business expansion and hiring decisions. The labor market dynamics have also shifted, with a more balanced labor market empowering employers to be more selective in their hiring process. This shift is a result of post-pandemic normalization from previously high job openings. The increased adoption of automation and technology, particularly AI and smart robotics, has reduced the demand for human labor in certain roles and sectors. This technological advancement has increased efficiency but has also led to job reductions in sectors such as manufacturing, retail, and technology.

These changes in the job market have had a significant impact on employee engagement. The decrease in job openings and the shift in labor market dynamics have led to a more competitive job market, which can lead to increased stress and decreased job satisfaction among employees. On the other hand, the increased adoption of automation and technology can lead to job insecurity, but it can also open up opportunities for employees to upskill and transition into new roles. Industries most affected by these changes include the tech sector, healthcare, retail, manufacturing, and construction.”
Can Erbil – Professor of the Practice, Boston College