Factsheet

Work-life balance	Work-life balance is achieved when an individual’s right to a fulfilled life inside and outside paid work is accepted and respected as the norm, to the mutual benefit of the individual, business and society.
Business benefits	Work-life balance business benefits include: Increased productivity Improved recruitment and retention Lower rates of absenteeism Reduced overheads An improved customer experience A more motivated, satisfied and equitable workforce.
Case studies – problems that work-life balance has responded to	BT – Needed to develop a 24/7 culture for customers Camden – Needed to gain buy-in from managers Elli Lilly – Needed to attract and retain high-calibre employees Inland Revenue – Needed to extend opening hours and improve work-life balance IXL – Needed to introduce work-life policies in a small business with no history of work-life balance LloydsTSB – Needed to ensure that everyone has access to work-life balance M&S – Had large number of parents in the workforce PwC – Needed to manage heavy workload whilst supporting work-life balance Royal Bank of Scotland – Needed to retain business agility in an increasingly competitive market Unilever – Needed to develop a consistent strategy across a large business
Best practice guidelines include:	Review business and employee requirements in terms of meeting customer needs, employee satisfaction and ensuring compatibility with relevant legislation. Research other organisations’ experiences. Have success measures, including productivity indices, labour turnover, sickness and absence rates. Consult with management and staff representatives about implementation. Support management through implementation. Monitor progress and amend as appropriate.
Demographics mean it won’t go away	The structure of the labour market in the UK has changed dramatically over the last few years and will continue to change: We spend longer in education and more of us choose to retire younger. The largest growth in labour market participation between 1990 and 2000 was among mothers with young children. Immigration will account for the majority of the UK’s population increase between 2000 and 2025. Young workers are not afraid to negotiate flexible working terms.