As the nonprofit Worker Connect explains, this 996 work culture has become a cornerstone of the tech industry, especially in China and Silicon Valley. The term “996” refers to a brutal work schedule. It imposes an incredible 72-hour workweek, requiring employees to be available from 9 a.m. to 9 p.m., six days a week. This practice has generated both rebuke and justification. It glorifies the workaholic lifestyle of burning the midnight oil as a recipe for success.
Though it originated in the Chinese tech sector, the 996 work culture rapidly became infamous. Prominent supporters, including Alibaba’s founder Jack Ma, championed this grueling work routine. He described the controversial 996 model code as a “blessing.” He continued to insist that the long hours promote innovation and industry growth. Unfortunately, this view has generated considerable blowback, particularly from the workers this view neglects, who are rightly growing more militant in their demands for fairness and safety.
The movement for a shorter workday had originated over two generations earlier, starting in the early 19th century. In 1817, utopian social reformer Robert Owen famously brought forth the cry of “eight hours labor, eight hours recreation, eight hours rest.” Despite Owen’s reforms, many workers at the New Lanark mills were still forced to work 10.5-hour days. This points to the history of working people’s fight for their time, an ongoing battle still being waged today.
In the Spanish Ordinance of the 16th Century, construction workers (in the New World) were limited to eight-hour workdays. This underscores that worry for worker welfare is not a new fad. And today, a new Randstad Workmonitor 2025 survey finds that work-life balance is the number one motivator for employees in 35 countries. This unexpected result shows a dramatic change in what workers are prioritizing.
In light of these findings, recent reports from The San Francisco Standard indicate that “Grindcore culture is back and grindier than ever,” with the 996 ethos becoming prevalent in Silicon Valley as well. Real estate job descriptions that I’ve seen frequently emphasize the expectation of killer hours. Yet, recruiters don’t even bother with the subtlety. The New York Times has noted that embracing the ‘996’ mentality is often viewed as a necessary step for advancement within this competitive environment.
“No drinking, no drugs, 996, lift heavy, run far, marry early, track sleep, eat steak and eggs.” – A founder
This pervasive, harmful, industry-wide work culture …deeply damaging …destructive …not gone unchallenged …Chinese workers have resisted the 996 model with online campaigns and lawsuits. Reports from the BBC confirm that some workers have successfully won court cases against employers who enforce this rigorous schedule. These legal victories signal a new and deepening resistance to what many Americans are realizing is an inhumane model for work.
While the 996 culture presents significant downsides, there is emerging proof that different work models can be more beneficial. Advocacy initiatives underway to implement a four-day workweek have proved successful, almost universally with organizations choosing to continue after test periods. Netherlands, where the average working week is 32.1 hours. They too are outperforming their counterparts economically—which tells us that more hours is not necessarily the same thing as more productive.
As tech companies continue to grapple with employee expectations and societal norms around work, the debate surrounding the 996 work culture remains heated. Workers are no longer accepting grueling schedules as a badge of honor. Changing perceptions about the value of labor is the main force powering this trend.