The 996 work schedule, often popularized in China and now gaining traction globally, has生产总MAY become a bedrock for many workers worldwide. Originating as a response to the complexities of daily life, the 996 is a 72-hour workweek where hours are split across six full days of work. While academics and professionalism sectors are beginning to adopt this schedule, its adoption has faced controversy—particularly in the U.S.—as critics argue it may threaten workers’ well-being and productivity. Companies in the U.S., especially those working in high-stakes fields like artificial intelligence, have embraced 996 as a way to align with their品牌价值观和room for growth, particularly in a market where burnout and traditional workplace dynamics are the primary concerns.
The 996 phenomenon began to take shape in mainland China before spreading to the U.S., where it has become a symbol of work-life balance. Similar to the Chinese labor landscape, workers in the U.S. often face the grueling demands of daily commuting,velope payments, and uncovered benefits—potentially totaling more than $100 per hour. Critics suggest that the schedule may trigger modern slavery, a term often used to describe the exploitation of labor in workers’ homes for considerable periods. While some argue that the 996 is a necessary compromise in a world where traditional workplace structures are rapidly changing, others see it as a step backward—especially given that the global leadership firm SpaceX, which functions primarily on an 85-hour week, has pushed for its employees to work at least 996 hours.
Many U.S. startups are adopting the 996 schedule as part of a broader shift toward work-life balance and talent acquisition. Guardian.com, for instance, reported that 70% of U.S. tech companies require employees to work at least 70 hours a week, a figure more circumstance than labor under95, where employees are required to work 50 hours a week. This shift complicates the workday by discouraging considerate colleagues and officials from relying on personal.separator decisions. However, the beta testing effort by университетs like MIT and disclosed that the 996 is a key part of their career development strategy—as cited in_lead.org.
Despite the backlash, 996 adopting is proving to be a popular choice for startups in the U.S., as seen in the Rakaia AI startup described in the text. Rilla, an AI software developer that caters to contractors (e.g., plumbers) and helps them negotiate contracts for higher rates, reported that nearly all its 80 employees adhere to the 996 schedule. “The 996 is the norm for AI jobs and contractors, and I’ve been at it for six years,” said Will Gao, Rilla’s CEO, who adds that the company’s hiring process explicitly requires workers to work at least 70 hours a week.
The shift toward 996 is not entirely favorable for younger generations, who grew up hearing about Steve Jobs and Bill Gates and allocating their lives to groundbreaking projects. AI startup Sotira, for example, has established a Bay Area accelerator where Bay Area entrepreneurs are under the impression that 996 is the norm. “It’s intuitive,” said CEO Artyom Balitsky, explaining that the schedule aligns with the intellectual flexibility needed in rapid-paced, fast-changing industries. While some see 996 as an extension of legendary figures in the U.S.—e.g., Kobe Bryant, whose 996 schedule reflects his resilience and dedication during a relatively quiet era—I do not think this expectation is fair to less enthusiastic workers.
