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Currently, one popular entertainment choice is a show set in the past illustrating Manhattan's elite during a prosperous era. One storyline lightly explores factory laborers going on strike for what they call “888”: equal parts dedicated to work, sleep, and leisure.

This demand was far from new in the 1880s. The phrase, coined by activist Robert Owen, dates back to 1817. Even earlier, a 16th-century Spanish ordinance restricted workers in the New World to reasonable hours.

So what Owen or a ruler from the past make of “996”? This concept means laboring from 9 a.m. to 9 p.m., six days a week – totaling 72 hours of grind. First seen in the China's digital economy, 996 was previously described as a “blessing” by an influential entrepreneur. However, Chinese workers pushed back, organizing through the internet and even winning court cases against employers.

Currently, 996 has returned – and it probably never went away. Reports indicate that staff in different fields are expected to endure extended hours. Within tech hubs, embracing the 996 model is considered key to advancement. Recruitment posts explicitly mention grueling time commitments and suggest that job seekers must be enthusiastic with the opportunity. Hiring managers are instructed that a willingness to commit fully is mandatory.

A news source declared that hustle mentality is back and more intense than before. A founder summarized the attitude as: “No drinking, no drugs, 996, lift heavy, run far, marry early, track sleep, eat steak and eggs.” A different wrote online about often being on Saturdays and Sundays and doing their best work during odd hours.

Numerous observers are puzzled about this shift. Hadn't we all fallen out of love with the grind mentality? Recent successes from shorter workweek trials prove that the vast majority of involved firms chose to continue the alternative arrangement. Observing global examples, balanced approaches to work that balance various life aspects may not reduce efficiency and often lead to more content and well-rounded people.

As an example of the Netherlands, which has a typical workweek is about 32 hours. Although they work less, this state has been doing better than similar countries and places in the top five in the most recent World Happiness Report.

Additionally, reports indicate of increasing disinterest in overwork, particularly with younger generations. Studies organized by major firms showed that personal time ranked as the most important factor in choosing an employer. For the first time, this element came ahead of pay in importance.

How then is this fresh, extreme embrace of excessive labor? A couple of ideas might explain this trend. One possibility, it might represent the dying breath of a outdated belief – one last push before it disappears. Alternatively points to new studies indicating that excessive work can cause brain changes. Studies conclude that people who work too much show notable differences in neural pathways related to cognitive control and feelings control. Looking at certain well-known industry personalities, such a conclusion fits well. Maybe people with such brain changes could consider that these conditions are healthy or productive.

Since industry insiders often love innovation, perhaps their tired brains could be persuaded that inhumane working practices are passe by introducing bold new models. Which ideas could work? People imagine shorter workweeks, which is close to a scholar's idealized 15-hour workweek. Different ideas include a set proportion of meetings to breaks, or allocating one day in the office and more time on personal pursuits. Maybe under a trendy label and rumors that it improves health, any of these could be the latest craze in demanding work environments.