This statistic shows the importance of work-life balance among employees in the United States in 2018. During the survey, 72 percent of respondents considered work-life balance a very important factor when choosing a job.

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 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.

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.

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.

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.

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.

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.

Tables to accompany the ‘Parenting in lockdown: Coronavirus and the effects on work-life balance article

Introduction

Workplace Happiness and Well-Being Statistics: Workplace happiness and employee well-being are essential factors driving organizational performance in today’s competitive environment. Only 23% of employees globally report feeling truly engaged at work, indicating a widespread satisfaction gap.

Studies show that happy employees can be up to 13% more productive, and companies with strong well-being initiatives often experience a 67% boost in employee satisfaction. With nearly 1 in 5 employees facing mental health challenges, businesses are focusing more on work-life balance, job satisfaction, and holistic wellness strategies. Exploring workplace happiness and well-being statistics helps organizations create more positive, engaged, and resilient workforces.

Supporting Information File

Introduction

Job Satisfaction Statistics: Job satisfaction plays a key role in how engaged and productive employees are at work. Recent reports show that only about 20% of employees worldwide feel truly engaged, which points to a big opportunity for improvement. In the U.S., 53% of workers say they’re satisfied with their jobs, with factors like work-life balance, salary, and career growth influencing their feelings.

When companies focus on job satisfaction, they often see lower turnover rates, happier employees, and better performance overall. Understanding job satisfaction statistics is becoming important for businesses that want to meet the needs of their teams and boost workplace morale.

According to a 2019 survey, ** percent of IT industry professionals in New Zealand said they had an average work and life balance. Seven percent said they experienced a poor balance between their working life and personal lives.

Introduction

Employee Benefit Preferences Statistics: In the current competitive work environment, knowing employee priorities with respect to employee benefits can help employers engage employees and obtain better attraction/retention with top talent. The 2024 SHRM Employee Benefits Survey shows that a large segment of employees now consider healthcare benefits as “very important†or “extremely important,†at 88%. Healthcare benefits continue to be a “cornerstone†of employee satisfaction.

Not far behind is flexible work. The same survey indicates that 70% of employees consider flexible work as important to them, which is a reflection of the consequences of the growing need for work-life balance. On the heels of flexible work are family care benefits at 67%, and family care benefits do support traditional caregiving responsibilities.

Professional career development opportunities are also high at 65%, all of which suggests that employees are looking for engagement in their roles. These finding support the need for employers to offer a richer, more flexible employee benefit offering that aligns with their employee’s priorities.

As of March 2023, **** percent of Singaporean higher education students and graduates surveyed stated that they expect to combine their working and private life harmoniously in their first job. The same survey found that **** percent of the respondents plan to avoid stressful, high-pressure careers.

Data on working patterns and location of work of adults in Great Britain, including costs and benefits of homeworking and future expectations. Survey data from the Opinions and Lifestyle Survey (OPN).

Summary statistics (N = 3,821).

Scales & sociodemographic statistics across time.

Introduction

Employee Quiet Quitting Statistics: Quiet quitting has become one of the trending issues in the labour force, where employees are saying goodbye to going beyond their job descriptions. It is the reason why, up to this point, almost 59% of the U.S. employees are quietly quitting since it marks a really big change in the workplace culture; perhaps for most, especially the younger generations, such as the Millennials and Gen Z, they aren't resonating with the hustle culture anymore.

They would rather enjoy their work-life balance. Statistics on quiet quitting are therefore reported on the alarm bells ringing regarding productivity, employee motivation, and organizational loyalty as well as internal communication. Organizations that fail to take notice of such trends stand to record higher turnover rates and lower productivity. It is necessary to appreciate the data that underlines quiet quitting to formulate appropriate retention strategies for post-pandemic employment.

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