A dataset containing statistics on work-life balance, employee burnout, flexible work policies, productivity, and job satisfaction, based on surveys and reports.

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 refers to the equilibrium between the time and energy you dedicate to your job or career and the time and attention you give to your family, personal life, and leisure. People worldwide are recognizing the importance of maintaining a healthy work-life balance.

A positive work-life balance is linked to increased productivity and a happier workforce, although it's important to note that work-life balance can vary widely between different organizations within the same industry. The conversation about work-life balance is growing rapidly, and in this article, we will provide detailed statistics on work-life balance.

Companies globally offer different initiatives to facilitate work-life balance for their employees, In 2023, remote work was the leading strategy for facilitating work-life balance, with ** percent of IT professionals reporting that their companies offer remote work options. A further ** percent of respondents also reported their companies offer access to wellness programs to their employees.

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.

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.

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.

This dataset relates to a study looking at the correlation between undergraduate student mental health and work-life balance. It was found that work-life balance is a strong predictor of student anxiety and depression. It was also found that students that work longer hours have higher instances of anxiety. This was a primary research study replicating previously performed research. Data were collected using Qualtrix, an online survey platform. Participants were recruited via in-class announcements, university sponsored emails, and social media posts. Data includes demographics on participants, descriptive statistics, as well as correlation data.

According to a survey conducted in 2021, about ** percent of the female professionals stated that they wanted to quit their current job due to poor work-life balance in India. However, only about ** percent of the male respondents were likely to quit due to the poor work-life balance in the country.

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

Abstract copyright UK Data Service and data collection copyright owner.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.

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.

Introduction

Work From Home Statistics: Since the COVID-19 pandemic, a major shift in work culture has taken place globally. Remote work, often referred to as work from home, has become a permanent option for many employees. According to data from Owl Labs and Global Workplace Analytics, about 30 percent of employees in the United States now work remotely full-time as of 2024. Meanwhile, 65 percent of employees prefer remote work over traditional office roles. In Europe, approximately 22 percent of workers were working from home regularly by the end of 2023. Remote work opportunities have also expanded, with LinkedIn reporting a 20 percent rise in remote job postings compared to pre-pandemic levels.

In terms of cost savings, employees who work from home can save an average of USD 6,000 annually on commuting and daily expenses. Additionally, businesses are seeing benefits, as employers can save around USD 11,000 per year for every remote employee. However, not all regions have fully embraced this trend; for instance, in countries like Japan, less than 10 percent of employees work remotely as companies encourage a return to traditional office environments.

As stated in Work from Home Statistics 2025, employees are resigning from their positions to get a remote job if they are called back to the office. Remote work is peace of mind, with which work-life balance is handled.

The survey questions were organized in the following categories: - demographics: age, gender identity, race, ethnicity, and country of birth - education: degree type and date earned, STEM area - employment field, employer information, title, job duties - measures of productivity including research, grant, patents and site/workplace/lab access - work/life balance: responsibilities and duties Questions regarding productivity and work/life balance queried pre and post COVID experiences. Many questions solicited optional comments and the relevant ones are presented as a table.

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

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................

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.

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