The prevalence and degree of work hours constraints in the labour market has real implications for work-life balance, gender equality and our aging population. This paper considers developments in labour search theory to construct an empirical model which estimates whether a work hours mismatch is a determinant of labour market transitions. That is, whether workers that report a difference between their actual and preferred hours are more likely to participate in on-the-job search, separate from their job or increase their intention to leave their job. The richness of the HILDA longitudinal survey allows for this question to be explored in multiple ways. The results show that satisfaction with hours at work does influence employee turnover on average. This finding is robust to various specifications.