Discover how to promote work-life balance and help employees thrive by creating boundaries that support their work and personal lives effectively. A positive work-life balance is vital for fostering a supportive and productive workforce. Research reveals that 57% of workers prioritise work-life balance over salary, yet the UK ranks 24th out of 25 OECD countries in this regard. Work-life balance benefits both employees and employers, enhancing employee engagement and productivity while reducing absenteeism and presenteeism. It also promotes workplace diversity, supporting groups who often face greater challenges but can thrive with the right support. With work-life balance a top priority for employees and a Right to Switch Off part of the government’s agenda, now is the ideal time for employers to reassess their culture and prepare for change. This article looks at how to promote work-life balance and enjoy the benefits it delivers. Let’s dive in.

Understanding the Right to Switch Off and its impact on work-life balance

What does the ‘Right to Switch Off’ mean? Long working hours and the expectation to take calls or respond to messages outside work are driving stress and burnout among employees. Overwork is widespread in the UK, with data showing we put in more extra hours than our European counterparts, while the line between professional and personal life has blurred further due to remote work and technological advancements, with employees admitting to checking work communications in the last year:

• During annual leave (54%)
• While off sick (52%)

The constant pressure of being ‘always on’ disrupts home life and harms mental health. This growing awareness has led to calls for the Right to Switch Off, which broadly ensures employers must have a valid reason to contact employees outside working hours, allowing workers the opportunity to rest and recharge. The idea is popular. Research shows that 7 in 10 (70%) Britons support the proposed ‘Right to Switch Off’ policy, while more than half of workers (56%) expect such a policy to boost their mental health. Eleven EU states, including Belgium, Croatia, Cyprus, France, Greece, Ireland, Italy, Luxembourg, Portugal, Slovakia and Spain already have regulations on the right to disconnect. There are codes of practice (guidelines) in some, whereas in others the state can fine employers who don’t comply with the law.

How this affects employers and HR practices

The Right to Switch Off would encourage employers and workers to collaboratively develop policies that ensure employees have proper rest breaks, while still addressing organisational needs. The UK government has pledged to introduce a right to disconnect as part of its election manifesto. While specific details are yet to be confirmed, the regulations are likely to follow models in countries such as Ireland and Belgium. This means there won’t be an outright ban on employers contacting workers outside of usual hours. It’s more likely that employers and employees (and unions) will be encouraged to have conversations about workplace policies and contractual terms which respect workers’ rights to rest.

Why is a healthy work-life balance important?

A good work-life balance helps staff to feel healthier and more in control of their working life. For employers, the benefits include:

• Improved employee morale: Well-rested staff are energised, happier, and 13% more productive.
• Reduced burnout: Addressing the ‘always on’ culture supports employee wellbeing, boosts mental health, and lowers the risk of burnout.
• Higher retention: Giving employees time to manage personal responsibilities fosters loyalty and reduces the costs of staff turnover.
• A reputation for a supportive culture: Flexibility is crucial for many groups, such as parents, single-parent families, and older workers. 51% of candidates over 60 value flexibility, for instance.
• Enhanced employer reputation: In a competitive job market, where many candidates prioritise work-life balance over pay, being known for supporting balance gives organisations a hiring advantage.

How to improve work-life balance across your workforce

Embedding work-life balance into your culture is essential for recruiting and retaining a healthy, diverse, and productive team. Below, we look at the strategies you can implement to improve your employees’ work-life balance.

1. Implement flexible working hours

Flexible working is a highly effective strategy for improving work-life balance, supporting recruitment, retention, and workforce planning. It’s valued by 35% of UK workers and sought by 92% of young people entering the job market. To implement this approach, employers can:

• Offer personalised work schedules: Allow employees to tailor their working hours to their personal needs. For example, parents can align their schedules with childcare requirements. Research shows 66% of mothers with children aged 0 to 4 say reliable childcare enables them to work effectively.
• Enable remote or hybrid working: Reduce the financial and emotional stress of commuting by supporting home or remote work arrangements.
• Train managers for flexible leadership: Equip managers to lead flexible teams by focusing on outcomes and productivity rather than hours worked.

2. Promote a culture of boundaries and balance

Research shows that poor work-life balance is among the top three challenges directors face. To address this, a balanced approach must be deeply embedded into workplace culture. One effective strategy is fostering respect for healthy boundaries, starting with leadership. Practical steps for this include:

• Creating clear guidelines to limit after-hours communication, ensuring employees can disconnect.
• Encouraging leadership to actively respect and demonstrate healthy work-life practices.
• Ensuring employees take their full breaks and use their paid leave without guilt or pressure.

Embedding these practices creates a culture where work-life balance thrives, benefiting employees and the organisation alike.

3. Offer mental health and wellbeing resources

Workplace stress costs the UK economy £28 billion annually, largely due to absenteeism from stress and burnout. Employers can take proactive steps to address this by offering robust physical and mental health wellbeing support in the form of:

• Access to mental health programmes: Offer resources like counselling services, wellness initiatives, and designated mental health days.
• Stress management sessions: Equip employees with tools and techniques to manage stress effectively.
• Training for stress recognition: Teach managers and colleagues to identify signs of poor mental health and respond with appropriate support.
• Clear mental health policies: Ensure employees feel supported by crafting policies that demonstrate the organisation’s commitment to their wellbeing.

4. Design workload management practices

Working longer hours doesn’t mean workers are more productive. In fact, the opposite is often true. Taking time to relax and recharge means people are more creative, engaged and productive. There are a number of good ideas employers can implement to create a culture that fosters a healthy work-life balance, including:

• Setting manageable targets for workloads and deadlines.
• Training employees to prioritise tasks effectively and to delegate when appropriate to manage their work.
• Using automated scheduling tools and AI to streamline workflows, save time, and ease the pressure on employees.

5. Create physical and digital spaces for disconnecting

Designated “no work” zones and times can significantly enhance employee wellbeing. Physical spaces such as break rooms provide a place for staff to recharge, while initiatives like “No Meetings Fridays” encourage focused work and personal development. The focus on work-life balance should also be extended to team members working from home, with 79% ranking it as their most-valued job aspect. Managing a remote workforce effectively includes preventing overwork and ensuring employees have access to mental health support and other wellbeing resources. Prioritising these elements fosters a balanced and supportive work environment for all.

6. Support career growth without compromising balance

Career development is a powerful tool for engagement and retention, with 9 in 10 employees expressing a desire for more training opportunities. However, overwork often prevents employees from pursuing growth opportunities, leading to frustration and stagnation. Employers can promote growth while maintaining balance by:

• Providing flexible training options: Short, targeted courses enable employees to develop skills without overwhelming their schedules.
• Encouraging role exploration: Allow employees to try new projects or roles within the organisation without overcommitting.
• Redefining advancement criteria: Reward skills and contributions rather than hours worked, ensuring career progression is accessible to all.

Building a sustainable culture of work-life balance

Achieving a great work-life balance is a continuous process, as no single approach suits everyone. By making work-life balance a core part of your organisational culture, you can support employee wellbeing while driving long-term success. Regularly reviewing and refining your approach is key, and gathering feedback from employees and conducting exit interviews can reveal valuable insights to address any gaps or challenges. Focusing on work-life balance not only enhances employee satisfaction by allowing them to prioritise personal time, but also positions your organisation as an attractive choice for  talent.