Addressing the Office Freeloader: Recognizing and Responding

The presence of a colleague who consistently underperforms can lead to frustration in the workplace. Despite being friendly and seemingly helpful, some individuals rely on their teammates to complete tasks while they take credit for the success. This phenomenon, often referred to as “freeloading,” is gaining attention as remote and flexible working arrangements become more common.

Understanding Freeloading in the Workplace

A freeloader is described by David Blasco, country director at recruitment agency Randstad Singapore, as someone who “intentionally takes advantage of others’ efforts or organisational resources to do their work for them.” Such individuals often evade responsibility, relying on their colleagues to pick up their slack while they claim credit for the team’s successes.

Not all employees who contribute less are necessarily freeloading, but certain behaviors can help identify those who are. According to Nadia Alaee, senior director of human resource business partners at Deel, signs include repeated missed deadlines, limited participation in collaborative efforts, and vague updates on progress. Employees who wait to be assigned tasks instead of proactively offering assistance may also fall into this category.

Furthermore, the rise of flexible working arrangements has made it easier for these behaviors to go unnoticed. The Jobstreet’s Hiring, Compensation and Benefits 2025 report indicates that 47 percent of companies in Singapore now offer flexible hours, while 36 percent allow remote work. This shift can mask the lack of genuine contribution among team members, particularly in cultures where visible busyness is equated with dedication.

The Ripple Effect of Unaddressed Freeloading

When freeloading goes unchecked, it can foster negativity and erode trust within teams. As Ms. Alaee points out, “It can quickly erode trust among colleagues and create resentment, particularly if other team members feel they are carrying the workload.” This situation can lead to disengagement among dedicated employees, prompting them to reconsider their positions.

Experts agree that addressing freeloading is essential for maintaining productivity and team morale. Angela Ho, a counsellor at InContact Counselling and Training, emphasizes that intent distinguishes freeloaders from those who are simply struggling with their responsibilities. “A freeloader consistently avoids responsibility and shared tasks, often in a deliberate and self-serving way,” she says, contrasting them with those who demonstrate effort despite facing challenges.

To effectively address freeloading behavior, a thoughtful approach is crucial. Open conversations, empathy, and clarity in responsibilities are key elements to consider.

1. **Preparation is Key**: Before initiating a conversation, gather specific examples of the observed behavior and its impact on the team. Ms. Tan advises anchoring discussions in factual observations rather than accusations, which helps maintain a constructive dialogue.

2. **Exercise Empathy**: Understand that circumstances outside of work may be affecting a colleague’s performance. Asking about their capacity can reveal underlying issues that may not be immediately apparent.

3. **Suggest Collaborative Solutions**: If freeloading persists, recommend alternatives instead of taking on additional work yourself. Engaging with project leads regarding workloads can ensure collaboration while establishing clear boundaries.

4. **Clarify Next Steps**: Ensuring everyone understands their responsibilities helps prevent confusion. Ms. Tan advises involving line managers to maintain visibility regarding work handovers.

Making a distinction between genuine struggles and freeloading is important. Not every colleague who appears to contribute less is deliberately shirking responsibilities. Different phases in life and varied career ambitions can affect how individuals approach their work.

When informal discussions and supportive interventions fail to produce results, it may be necessary to escalate the issue to management. Ms. Alaee recommends focusing on solutions rather than blame, which can help maintain a positive work environment. Providing concrete examples, such as missed deadlines and previous discussions, can aid in addressing the issue effectively.

In summary, tackling freeloading behavior requires vigilance and compassion. While it is essential to maintain productivity and accountability, fostering a supportive atmosphere can lead to improved team dynamics. By recognising and addressing these issues early on, organizations can create a more equitable work environment that values contribution and collaboration.