The “ghostworking” trend

Ghostworking is the latest term making waves in the modern workplace as more people consider ways to manage burnout. 

So what is ghostworking?
It’s when employees maintain the appearance of working without actually doing the job. That might mean answering the occasional email, being “active” online, or showing up to meetings – while actually focusing on something else entirely (like job-hunting, side gigs, or nothing at all). 

How’d we get here?
The rise of remote and hybrid work has reshaped how many of us engage with our jobs. With greater flexibility and fewer in-person check-ins, the focus has naturally shifted from time spent at a desk to the results we deliver. At the same time, many workers are navigating heavier workloads, economic uncertainty, and evolving expectations. Tools like scheduled emails, AI-powered support, and multitasking across platforms have made it easier to manage busy schedules – but they can also blur the lines between productivity and presence.

What’s the impact?
It can make teams become less productive and workloads shift unfairly, which may affect trust and the ability to achieve shared goals. While one person ghostworking might slip under the radar, widespread detachment can quietly drain morale and hinder collaboration across an organisation.

What’s being done about it?
Some companies are doubling down on performance metrics and digital monitoring – though that raises concerns around trust. Others are investing in re-engagement: clearer career paths, better workload management and honest conversations about burnout. But there’s no one-size-fits-all fix. Ghostworking is often a symptom, not the root problem. 

Find yourself ghostworking?
You're not alone. Studies suggest over 90% of employees are job-hunting on company time. But if ghostworking has become your default, it might be time to rethink what you actually want from work.

Here are a few steps you can take:
🧭 Understand if you’re burnt out, bored or quietly resisting an unhealthy culture.
📣 Speak up. Sometimes, a conversation with your manager about workload, growth, or flexibility can reset expectations.
⏳ Set an exit plan. If things really aren’t fixable, make a plan to leave on your own terms – with integrity.