This statistic illustrates the importance of work-life balance among employees in the United States in 2018, by gender. During the survey, ** percent of male respondents reported that work-life balance was very important when choosing a job, compared to ** percent of female respondents.

Introduction

Work-Life Balance Statistics: Work-life balance has become a key concern for both employees and employers in today’s busy world. 53% of employees globally feel burned out, with poor work-life balance being a major cause. A National Sleep Foundation study revealed that 42% of workers feel their personal life is negatively affected by their work.

As more companies adopt flexible work options, understanding these statistics is crucial for creating healthier and more productive work environments. These numbers show just how important it is for businesses to prioritize work-life balance for the well-being of their employees.

Young people under 24 years old represented the highest share of Russians believing that they managed to keep a work-life balance, measured at 58 percent in a survey conducted in 2020. The share of people with a full-time job who prioritized work over private life was particularly high among the respondents aged above 45 years, at 40 percent. To compare, one quarter of 18-to-24-year-old Russians felt like they spent more time on work.

In 2024, Ireland was the country in Europe with the highest score in the work-life balance index, with **** points out of 100. Following were Iceland and Denmark registering **** and ** 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.

Health professionals constitute a group that is at high-risk for COVID-19. Health professionals have been found to experience difficulty in many issues, one of which is that they face the risk of infecting themselves and others by interaction with high-risk patients. The present study investigates how demographical and individual factors and work addiction affected work-life balance and mental health needs of health professionals. The hypothesized structural equation model was rejected based on the fit indices. The second analysis of modified model was significant and indicated that health professionals whom they live with had direct effects on work addiction, indirect effects on work-life balance and needs for mental health. In addition, gender and working hours had direct effects on work-life balance. The highest effect on work-life balance was from work addition. Moreover, work addiction had a moderate effect on mental health need. As a result, the current study showed that work-life balance, work addiction and need for mental health were affected during the COVID-19 pandemic

This statistics displays respondents’ satisfaction with their work-life balance in the United Kingdom (UK) in 2017. Of the respondents surveyed, the generational group who were the most content with their work-life balance was the group identified as Gen Z and millennials, with both groups at 34 percent, this was followed by Gen X at 32 percent. The generational group who were the least satisfied with their work-life balance were those identified as boomers, with only 28 percent stating they had a healthy work-life balance.

In 2000, the Government launched the Work-Life Balance Campaign, targeting employers to promote the benefits of flexible working for all employees. Although this campaign was not specifically aimed at parents or carers, the legislation restricted rights to apply for changes in the hours, timing or place of work to those employees with caring responsibilities.

The then Department for Education and Employment (later the Department for Business, Enterprise and Regulatory Reform (BERR) and now the Department for Business, Innovation and Skills (BIS)) carried out the first Work-Life Balance Survey (WLB1) in 2000 (held at the UK Data Archive under SN 4465). It was used to assess how far employers operated work-life balance practices and whether employees felt that existing practices met their needs. The first survey was followed up in 2003 by a second survey, a two-part survey of employees and employers (WLB2) (held under SNs 5079 and 5080) and by a third wave in 2006 and 2007 (WLB3) (held under SNs 7028 and 5787). The fourth employee survey was carried out in 2011 (held under SN 7112) and the fourth employers survey was completed in 2013 (held under SN 7775).

The WLB3 Employers' Survey was commissioned with three main aims in mind:to monitor changes since the previous work-life balance studies by collecting data on awareness, provision, take-up and demand in relation to work-life balance arrangements and on employers’ perceptions of positive benefits and detrimental impacts arising from the provision of these arrangementsto provide a robust baseline for future evaluation in relation to the provisions brought in under the Work and Families Act 2006to examine other issues which relate to work-life balance, including differential provision and take-up between sub-groups of employees The dataset contains the responses of employers to questions which were based on meeting the aims of the research, covering the following topics:general background information about the establishmentgeneral work arrangements at the establishmentovertime work at the establishmentwhether hours worked can be variedleave arrangementsrole of line managers and supervisorschildcare arrangementsimpact of flexible working practices and leave arrangementsconsultation of employees and promotion of flexible working practices and leave arrangements

In 2000, the Government launched the Work-Life Balance Campaign, targeting employers to promote the benefits of flexible working for all employees. Although this campaign was not specifically aimed at parents or carers, the legislation restricted rights to apply for changes in the hours, timing or place of work to those employees with caring responsibilities.

The then Department for Education and Employment (later the Department for Business, Enterprise and Regulatory Reform (BERR) and now the Department for Business, Innovation and Skills (BIS)) carried out the first Work-Life Balance Survey (WLB1) in 2000 (held at the UK Data Archive under SN 4465). It was used to assess how far employers operated work-life balance practices and whether employees felt that existing practices met their needs. The first survey was followed up in 2003 by a second survey, a two-part survey of employees and employers (WLB2) (held under SNs 5079 and 5080) and by a third wave in 2006 and 2007 (WLB3) (held under SNs 7028 and 5787). The fourth employee survey was carried out in 2011 (held under SN 7112) and the fourth employers survey was completed in 2013 (held under SN 7775).

The fourth Work-Life Balance Survey of Employers was carried out between June and August 2013 and was designed to add to the time-series data on the attitudes and behaviours of employers in relation to assisting work-life balance for their staff. It covered the period following the Work and Families Act 2006, over which time there were additional and significant changes in the regulatory landscape including the extension of the right to request flexible working to parents of older children (2009) and Additional Paternity Leave Regulations (2010). In addition to rights such as statutory holiday entitlement and rights to paternity, maternity and parental leave, this legislation meant employees with children under the age of 17 (18 and under if disabled) and co-resident carers had a right to request flexible working. Other changes included the introduction in 2011 of additional paternity leave and pay, which enabled fathers to take up to 26 weeks of additional paternity leave. In addition, there were Coalition Government commitments on flexible parental leave and the extension to all employees of the right to request flexible working: Consideration was also being given to providing support to individuals who have a temporary need for flexibility.

In 2000, the Government launched the Work-Life Balance Campaign, targeting employers to promote the benefits of flexible working for all employees. Although this campaign was not specifically aimed at parents or carers, the legislation restricted rights to apply for changes in the hours, timing or place of work to those employees with caring responsibilities.

The then Department for Education and Employment (later the Department for Business, Enterprise and Regulatory Reform (BERR) and now the Department for Business, Innovation and Skills (BIS)) carried out the first Work-Life Balance Survey (WLB1) in 2000 (held at the UK Data Archive under SN 4465). It was used to assess how far employers operated work-life balance practices and whether employees felt that existing practices met their needs. The first survey was followed up in 2003 by a second survey, a two-part survey of employees and employers (WLB2) (held under SNs 5079 and 5080) and by a third wave in 2006 and 2007 (WLB3) (held under SNs 7028 and 5787). The fourth employee survey was carried out in 2011 (held under SN 7112) and the fourth employers survey was completed in 2013 (held under SN 7775).

The aims of the second Work-Life Balance Study were two-fold: firstly, to monitor change since the 2000 Work-Life Balance baseline study (held under SN 4465) by collecting data on (a) employer provision of work-life balance practices and policies, (b) employee take-up of, and demand for, these initiatives, and (c) the impact of employers’ provisions (including costs and benefits); secondly, to establish a robust baseline for future evaluation of the provisions brought in under the Employment Act 2002.

The findings of the research will be used to track changes since the first study and assess the impact of new legislation governing leave entitlements and employers’ flexible working practices on different cross-sections of the population.

The employees' survey objectives included: assessing employees’ awareness of the current statutory leave entitlements, including maternity leave, parental leave, and time off for dependents, as well as forthcoming new rights; assessing take-up of work-life balance practices including reasons for non take-up (e.g. impact on job security and promotion); ascertaining the demand for work-life balance practices; establishing the extent to which work-life balance practices meet employee needs, including views on the feasibility of employers extending these arrangements; and ascertaining employees’ views on the impact of work-life balance practices.

The Employers' Survey is held under SN 5080. The dataset contains the responses of employees to questions which were based on meeting the aims of the research, covering the following topics: demographics details of individuals' employment hours of work work-life balance practices and policies maternity leave arrangements paternity leave arrangements emergency time off for dependants parental leave arrangements annual leave arrangements childcare arrangements

Data relating to work life balance - these are a series currently at number 4 of each

All the employees face the challenge of finding the right work-life balance. The ability of employees to deal with the successful combining of work, family responsibilities, and personal life is crucial for both employers and family members of employees. During the COVID-19 emergency situation, many people around the world were forced to work remotely. Initially, there were observed some certain expectations about the possibility of working from home as a positive factor that will promote work-life balance. However, over time, negative tendencies were also revealed, as employees were only one call or message away from the employer, and uncertainty and leisure time with family often created more stress. As many organizations and individuals were not ready for this sudden change, many mistakes were made, which further raised the issue of work-life balance. The aim of the research was to evaluate the flexibility of reconciling work and private life of Latvian employees in various socio-demographic groups during the COVID-19 emergency situation in spring 2020, to investigate how family life influenced employees’ ability to perform work duties, to find out if employees had any additional housework responsibilities and how their workload changed concerning housework amount during the COVID-19 emergency situation. The research is based on the data obtained in the survey of the Latvian employed population, which was conducted within the framework of the Latvian National Research Programme Project “CoLife” in the second half of 2020. As a result, the hypothesis of the research that all groups of employees experienced work-life balance difficulties during the COVID-19 emergency situation has been partially confirmed, i.e. women in the 18-44 age group and respondents with minor children in the household more likely faced difficulties of work-life balance. The scientific research methods that were used in the research are the monographic method, content analysis, survey, data processing with SPSS to determine the mutual independence of the data from the questionnaires.

Work-life balance and family leave................

In 2000, the Government launched the Work-Life Balance Campaign, targeting employers to promote the benefits of flexible working for all employees. Although this campaign was not specifically aimed at parents or carers, the legislation restricted rights to apply for changes in the hours, timing or place of work to those employees with caring responsibilities.

The then Department for Education and Employment (later the Department for Business, Enterprise and Regulatory Reform (BERR) and now the Department for Business, Innovation and Skills (BIS)) carried out the first Work-Life Balance Survey (WLB1) in 2000 (held at the UK Data Archive under SN 4465). It was used to assess how far employers operated work-life balance practices and whether employees felt that existing practices met their needs. The first survey was followed up in 2003 by a second survey, a two-part survey of employees and employers (WLB2) (held under SNs 5079 and 5080) and by a third wave in 2006 and 2007 (WLB3) (held under SNs 7028 and 5787). The fourth employee survey was carried out in 2011 (held under SN 7112) and the fourth employers survey was completed in 2013 (held under SN 7775).

The main aims of the WLB3 Employees' Survey were to:establish the extent to which employees perceive the provision of work-life balance practices as inclusiveascertain the demand for work-life balance practicesassess take-up of work-life balance practices including reasons for non-take-up (e.g. impact on job security and promotion)ascertain employee views on the detrimental effects of flexible workingestablish the extent to which work-life balance practices meet employee needs, including their views on the feasibility of their employer extending these arrangementsestablish how, and to what extent, employees are informed of, and are involved in, the development and implementation of the various work-life balance arrangements, including whether there are procedures in place for taking their views into account The Employees' Survey covered the following topics: screening questions; background information; hours of work; work-life balance practices and policies; holidays and time off work; caring responsibilities; childcare; details of job and employer; demographic information.

In 2000, the Government launched the Work-Life Balance Campaign, targeting employers to promote the benefits of flexible working for all employees. Although this campaign was not specifically aimed at parents or carers, the legislation restricted rights to apply for changes in the hours, timing or place of work to those employees with caring responsibilities.

The then Department for Education and Employment (later the Department for Business, Enterprise and Regulatory Reform (BERR) and now the Department for Business, Innovation and Skills (BIS)) carried out the first Work-Life Balance Survey (WLB1) in 2000 (held at the UK Data Archive under SN 4465). It was used to assess how far employers operated work-life balance practices and whether employees felt that existing practices met their needs. The first survey was followed up in 2003 by a second survey, a two-part survey of employees and employers (WLB2) (held under SNs 5079 and 5080) and by a third wave in 2006 and 2007 (WLB3) (held under SNs 7028 and 5787). The fourth employee survey was carried out in 2011 (held under SN 7112) and the fourth employers survey was completed in 2013 (held under SN 7775).

The fourth Work-Life Balance Survey of Employers was carried out between June and August 2013 and was designed to add to the time-series data on the attitudes and behaviours of employers in relation to assisting work-life balance for their staff. It covered the period following the Work and Families Act 2006, over which time there were additional and significant changes in the regulatory landscape including the extension of the right to request flexible working to parents of older children (2009) and Additional Paternity Leave Regulations (2010). In addition to rights such as statutory holiday entitlement and rights to paternity, maternity and parental leave, this legislation meant employees with children under the age of 17 (18 and under if disabled) and co-resident carers had a right to request flexible working. Other changes included the introduction in 2011 of additional paternity leave and pay, which enabled fathers to take up to 26 weeks of additional paternity leave. In addition, there were Coalition Government commitments on flexible parental leave and the extension to all employees of the right to request flexible working: Consideration was also being given to providing support to individuals who have a temporary need for flexibility.

The main topics covered by the questionnaire are: workplace characteristics; availability and take-up of flexible working; managing requests for flexible working; maternity leave; paternity leave; parental leave, emergency time-off and special leave provisions; general attitudes to flexible working and leave arrangements; default retirement age and working time.

This dataset contains anonymized responses from a survey investigating the impact of the contemporary work system on individual well-being, focusing on the Romanian case study. The survey examines various domains of life affected by work, such as family, health, friendships, socialization, and self-actualization. The data includes information on respondents’ work schedules, income, work-related pressures, and how these factors influence well-being.The dataset is structured to allow for detailed analysis of work-life balance, employee satisfaction, and the broader impacts of work demands on individuals' overall health and personal fulfillment. The responses were collected between April 2020 and January 2021, with 100 participants.The data has been anonymized, ensuring no personally identifiable information (e.g., names, contact details) is included. All ethical standards and data protection laws (GDPR and Romanian law) have been adhered to in the data collection, storage, and processing.Figures:The figures represent the key findings from the survey analysis. They display the distribution of respondents' overtime work hours, Age, Gender, and Marital Status along with the free time distribution. These figures serve to highlight the relationship between work schedules, working hours, gender, marital status, and time distribution offering insights into the broader implications of work demands on individual well-being.

In 2022, around ** percent of employees working remotely worldwide reported that their work-life boundaries were somewhat healthy. In contrast, **** percent of employees reported having somewhat unhealthy work-life boundaries that year. Generally, the vast majority of remote workers globally stated that they had very or somewhat healthy work-life boundaries.

In 2000, the Government launched the Work-Life Balance Campaign, targeting employers to promote the benefits of flexible working for all employees. Although this campaign was not specifically aimed at parents or carers, the legislation restricted rights to apply for changes in the hours, timing or place of work to those employees with caring responsibilities.

The then Department for Education and Employment (later the Department for Business, Enterprise and Regulatory Reform (BERR) and now the Department for Business, Innovation and Skills (BIS)) carried out the first Work-Life Balance Survey (WLB1) in 2000 (held at the UK Data Archive under SN 4465). It was used to assess how far employers operated work-life balance practices and whether employees felt that existing practices met their needs. The first survey was followed up in 2003 by a second survey, a two-part survey of employees and employers (WLB2) (held under SNs 5079 and 5080) and by a third wave in 2006 and 2007 (WLB3) (held under SNs 7028 and 5787). The fourth employee survey was carried out in 2011 (held under SN 7112) and the fourth employers survey was completed in 2013 (held under SN 7775).

The main aims of the fourth Work-life Balance Employee Survey (WLB4) were to: ascertain the demand for work-life balance practices and employee perceptions of the availability of such practices in their workplace;assess take-up of work-life balance practices including reasons for non-take-up (e.g. impact on job security and promotion);ascertain employees' views on both the benefits and detrimental effects of flexible working;ascertain employees' views on the impact of work-life balance practices, including the impact on employee commitment, and the employment relations climate;examine entitlements and take-up of paid annual leave and other forms of emergency and parental leave;explore weekly working hours in terms of number of hours worked, paid and unpaid overtime and number of days off. The WLB4 Employees' Survey covered the following topics: screening questions; background information; hours of work; work-life balance practices and policies; holidays and time off work; caring responsibilities; childcare; details of job and employer; demographic information.

Introduction

Hybrid work statistics: Hybrid work has become a significant trend in the modern workplace, with 73% of companies worldwide adopting some form of hybrid model. According to recent data, 58% of employees prefer a mix of in-office and remote work for better work-life balance. In fact, 70% of workers report increased productivity when working from home part-time.

As businesses continue to prioritize flexibility, 60% of employees say they would consider leaving their job if forced to return to the office full-time.This shift has reshaped how organizations approach employee engagement, collaboration, and workforce management.

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

This statistic shows the proportion of employees who are satisfied or not with the balance between their personal and professional lives in France in 2019. That year, a majority of French people, namely ** percent, declared that they were satisfied with their work-life balance.