adiez85/Work-Life-Balance-Data dataset hosted on Hugging Face and contributed by the HF Datasets community

Life-work balance is an evolving definition, describing how we juggle our personal lives alongside the demands of our careers. Remote has coined the term to describe the increasing trend of people putting life first and work second.

Strong life-work balance extends beyond the ability to work from home. Measuring life-work balance with accuracy considers a number of the most important impacting factors ranging from payment rate to inclusivity. Putting Europe to the test, an index data analysis has been conducted to reveal the top countries to live and work across the old continent. Would you consider a move abroad in search of a greater balance between your personal life and career?

For the reference and more information of the dataset, please visit this link: https://remote.com/resources/research/european-life-work-balance-index

This dataset provides key metrics comparing work-life balance factors between traditional agency recruiting and umbrella recruitment platforms like SkillSeek, including working hours, time allocation, financial splits, and member success rates. Data is sourced from industry reports, EU statistics, and SkillSeek's internal analytics to support objective decision-making for recruiters.

Physicians in the United States are increasingly putting more weight on work-life balance than pay. In 2024, over ********** surveyed physicians reported that they would take less pay for better work-life balance. The share of doctors who preferred work-life balance to salary has increased from under ** to over ** percent since the COVID-19 pandemic.

Introduction

Employee Wellbeing Statistics: Employee well-being is crucial for organizational success, encompassing physical, mental, and emotional health.

It begins with providing a safe, ergonomic workplace and promoting regular breaks and physical activity. Supporting mental health involves reducing stigma, offering counseling, and promoting work-life balance.

A positive workplace culture fosters well-being through open communication, recognition, and fair policies. Professional development opportunities and competitive benefits further enhance job satisfaction.

Leadership plays a key role by modeling healthy behaviors and supporting well-being initiatives. While feedback mechanisms help assess and improve well-being programs.

This holistic approach ensures a supportive environment where employees thrive, benefiting both individuals and the organization as a whole.

According to this 2021 survey, over ** percent of surveyed doctors disagreed that their work schedule allowed work-life balance. That year, **** percent of U.S. doctors strongly disagreed with having a work-life balance. On the other hand, ** percent stated that they agreed with getting quality family time after work, of which *** percent felt strongly about it.

According to a survey conducted in Indonesia in February 2024, over ** percent of Generation Z respondents considered work-life balance important. In contrast, around *** percent of respondents claimed that work-life balance was unimportant.

bar chart showing Approximate Self-Reported Burnout Rates by Specialty

hbar chart showing Relative Flexibility by Specialty Over Career

Improve the quality of life of all South Australians through maintenance of a healthy work-life balance.

In 2024, Ireland was the country in Europe with the highest score in the work-life balance index, with 78.7 points out of 100. Following were Iceland and Denmark registering 76.8 and 74 respectively. The work-life balance index assigns a score to each country, evaluating the balance between work and well-being. It considers various factors and policies that influence this relationship, including statutory annual leave, minimum statutory sick pay, statutory maternity leave, minimum wage, healthcare quality, happiness index scores, LGBTQ+ inclusivity, and safety standards.

Sixty-five percent of Polish employees were happy with their work-life balance in 2021. Only ***** percent assessed their work-life balance as very bad. In order to improve work-life balance, the most important elements were the flexibility of work and the time of commuting to work.

🧠 Dataset Overview This dataset simulates a realistic corporate HR environment, allowing practitioners to explore employee productivity, attrition risk, and work-life balance analytics.

It includes detailed information about employees across departments like IT, Sales, HR, and Support, enriched with engineered features such as:

Leave behavior (last leave day, leave frequency)

Work-life balance score

Customer satisfaction

Promotion history

Training hours

Phone number with country code

🔍 Use Cases Employee performance classification

Attrition risk prediction

Work-life imbalance detection

Cross-country HR comparison

Advanced EDA and dashboarding

🧩 Dataset Structure Column Description EmployeeID Unique employee identifier Name Randomly generated full name Gender, Age Demographics Department, JobRole Department and specific job title EducationLevel 1 (High School) to 5 (Doctorate) JoiningDate Date the employee joined the company Country, PhoneNumber, CountryCode Simulated global representation OvertimeHoursPerMonth Avg monthly overtime LeavesTaken Annual leaves taken LastLeaveDate Date of last recorded leave LeaveDayName Day of the week of that leave ProjectsHandled Number of completed projects TrainingHours Training received in hours CustomerSatisfaction Score out of 10 (client-facing roles only) LastPromotionYear Last year of promotion YearsAtCompany Derived from joining year WorkLifeBalanceScore Derived from overtime and leave PerformanceRating Final rating (1–5) AttritionRisk Whether the employee is at attrition risk (Yes/No)

📦 File Info Format: CSV

Rows: 500

Columns: 24

📘 Inspiration Inspired by real HR datasets like IBM Attrition, but designed with more behavioral and temporal features to simulate dynamic workplace patterns. This dataset is great for practicing ML pipelines, EDA dashboards, and HR analytics case studies. https://www.googleapis.com/download/storage/v1/b/kaggle-user-content/o/inbox%2F20856454%2Fff3d7ab7f826edbfd33a3037830b84b4%2FScreenshot%202025-08-02%20104124.png?generation=1754111595669294&alt=media" alt="">

https://www.googleapis.com/download/storage/v1/b/kaggle-user-content/o/inbox%2F20856454%2F3ea5a6f57a5d0748b439d0d386d43cba%2FScreenshot%202025-08-02%20104156.png?generation=1754111640882700&alt=media" alt="">

The data collection 'LFS - specific topics, household statistics' covers a range of statistics on number, characteristics and typologies of households, based on the European Union Labour Force Survey (EU-LFS). The data collection also encompasses some labour market indicators broken down by household composition. Only annual data are available.

General information on the EU-LFS can be found in the ESMS page for 'Employment and unemployment (LFS)', see link in related metada. Detailed information on the main features, the legal basis, the methodology and the data as well as on the historical development of the EU-LFS is available on the EU-LFS (Statistics Explained) webpage.