Drawing on qualitative and survey research in a number of organisations, we report on some of the causes and effects of extended working hours. Extended hours were mostly employer-driven, where workplace regulation of hours was weak so employees were not compensated for extra hours worked, though in a minority of instances it was jointly driven by employers and employees who benefited from overtime pay. Workplace culture was important in shaping extended hours. Employees internalised pressure to work long hours, so that without adequate say on their workload, employees with higher say in their working hours tended to work longer hours. Yet many full-time employees were working more hours than they wanted, and there was strong support for an upper limit on hours. Such a limit failed in implementation, however, where there was no enforcement mechanism and a minority were willing to circumvent it.