Feb 25, 2026
While many Canadian employees have been mandated back to the office, a growing number say they want something different from their workday — not only where they work, but how they work.
Unlike hybrid or remote work, which is about where you work, microshifting is about making small business adjustments to when you work. Think flexible start times, breaks that match your energy levels and a schedule that bends around your life — rather than a rigid, nine-to-five that doesn’t.
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In Owl Labs’ 2025 State of Hybrid Work report, 65% of workers said they’re interested in microshifting, which is defined as “structured flexibility with short, nonlinear work blocks matched to your energy, duties or productivity.” Among caregivers, that interest climbed even higher, to 72% (1).
For many workers, the shift to hybrid and remote work during the pandemic raised the bar on what workplace flexibility looks like. More than half (59%) of respondents said they already schedule personal appointments during typical work hours, while 38% take up to an hour each day for personal time.
Burnout is a real problem in the workplace
Workplace stress isn’t a new issue — but it’s getting worse. Nine in 10 employees say they’re stressed at work, according to the Owl Labs report, and for 39% of them, that stress has increased over the past year. Top concerns include a lack of career growth (50%), limited flexibility (47%) and worries about job stability (47%).
Ongoing stress of this nature has a name: “quiet cracking." This is what happens when employees silently burn out while still showing up and going through the motions — present in body, but checked out every other way.
As Canadian workers face rising costs of living and longer working lives, keeping up a rigid full-time schedule can become harder to sustain. And burnout doesn’t only hurt employees — it costs employers through lost productivity and difficulty holding onto experienced staff.
“Microshifting could be part of the solution,” wrote Carline Castrillon in Forbes. “By allowing employees to step away when they need to recharge and return when they’re ready to focus, companies can prevent burnout before it becomes a crisis.” (2)
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A middle ground that works for most people
One of the stronger arguments in favour of microshifting is how many different workers it could help — not only those dealing with stress, but also caregivers, older workers and anyone trying to balance competing demands.
Take Theresa Robertson, who has been microshifting for 25 years, long before it had a name. As she explained to CNBC Make It, she managed her work schedule around caregiving for her late husband, who had chronic health issues. That meant booking meetings around doctors’ appointments and fitting in work wherever she could (3).
“As long as I got the job done on time and on budget, they weren’t really looking at did I punch a clock,” she said.
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For workers in Canada navigating similar situations — whether caring for children, an ill partner, aging parents — that kind of flexibility can be the difference between staying in the workforce and stepping away from it entirely.
Is microshifting right for you?
Microshifting isn’t a cure-all. It doesn’t mean fewer hours or total freedom over your schedule; it’s more about small, incremental adjustments that add up over time.
It’s also worth recognizing that not everyone who microshifts does so by choice. Tracey Paxton, clinical director at benefits platform Perkbox, noted in People Management that many people adopt microshifting as a coping mechanism when they’re already stretched thin (4).
“I hear this most often from people who are already under pressure — they’re tired, overstimulated or trying to juggle too many demands at once,” she said. “Sustained focus feels harder, so work naturally gets broken up into smaller chunks.”
That’s an important distinction. Microshifting works best as a deliberate strategy — not a band-aid for a workplace that’s already asking too much of its people.
For Canadian employers, there’s also a fairness question worth considering. Flexible scheduling tends to be easier to offer in-office or remote work roles. But for frontline workers, retail staff or tradespeople, the same options aren’t always available. Experts suggest that employers look at alternatives like shift-swapping, compressed workweeks or more predictable time-off policies to make flexibility accessible across all roles, rather than specific ones.
Read more: The ultra-rich are bailing on volatile stocks right now — these 4 shockproof assets are their new safe havens
Bottom line
Microshifting won’t fix toxic workplaces or an unreasonable workload on its own. But for workers looking for a practical way to manage stress, protect their mental health and stay in the workforce longer, small changes to when and how you work can make a significant difference. The key — for both workers and employers — is treating it as a thoughtful strategy rather than a last resort.
-With files from Melanie Huddart
Article sources
We rely only on vetted sources and credible third-party reporting. For details, see our editorial ethics and guidelines.
Owl Labs (1); Forbes (2); CNBC (3); People Management (4)
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Vawn Himmelsbach is a journalist who has been covering tech, business and travel for more than two decades. Her work has been published in a variety of publications, including The Globe and Mail, Toronto Star, National Post, CBC News, ITbusiness, CAA Magazine, Zoomer, BOLD Magazine and Travelweek, among others.
Managing Money • Mar 24
