Work-Life Balance: Five Misconceptions to Set Straight

Work-life balance has been an important issue for several years. Despite this, there are still several myths. What are they?

Work-life balance (WLB) measures affect employees in many industries. The objective of these measures is to make everyone’s life easier and, ultimately, to protect employee health and productivity. Below are a few misconceptions that we must set straight in order to move in the right direction.

1 – Does work-life balance affect only parents and pregnant women?

No. It also affects caregivers. According to L’Appui, an organization that supports caregivers, approximately three million Quebecers or 34% of the population were considered caregivers in 2023.

In an Institut de la statistique du Québec survey conducted in 2023, 32% of parents of children under the age of 17 felt that their work interfered with their family activities more often than they’d like.

In short, it’s safe to say that almost all Quebecers will need work-life balance measures sooner or later.

2 – Isn’t this simply about employees being better organized?

No. Some people believe this is the case because they’re forgetting about employees without a social network to support them. No grandparents to look after the children, no siblings to take their mother to medical appointments and no home-support services to take care of a sick spouse.

As Alison Herreras, Advisor at Concilivi, emphasized, every member of society must be involved. Naturally, this includes everyone in the workplace: management, colleagues and the labour union. When we all agree on the importance of putting these measures in place, it makes work-life balance easier and everyone wins.

3 – Are work-life balance measures designed for office workers only?

Apparently, this misconception is still being circulated. However, everyone is likely to require flexibility in the course of their employment, regardless of their role. During a conference, Herreras mentioned that “A range of measures are needed since everyone’s reality is unique.”

For example, a parent with shared custody could have the opportunity to work fewer hours during their custody week and compensate the following week. Another individual could break up their vacation days to take care of family obligations. Other measures such as a catering service in the workplace or the creation of a support group for caregivers could also be very helpful.

4 – Could employees take advantage of the situation?

“Some employers fear that they will face an increase in accommodation requests and cases of employee abuse. It may happen, but it’s not the norm,” clarifies Herreras. One of the ways to alleviate this fear is to open up communication with employees and find out more about their realities.

Furthermore, managers must receive work-life balance training so they can recognize today’s family situations and distinguish them from abuses.

That said, several studies have shown that the introduction of WLB measures can benefit employers. For example, according to a survey of 3,030 parents and caregivers conducted by Concilivi in 2023, more than 80% of employees would be more motivated and satisfied (and therefore more productive) if they could benefit from work-life balance measures. They’d also want to remain in their role for longer, which would reduce turnover!

5 – Does putting these measures in place require a lot of time and resources?

The introduction of WLB measures is usually a low-cost or even zero-cost process. Furthermore, according to another Concilivi survey, employers should be aware that 88% of respondents ranked these measures among the three most important criteria when looking for a job. Not to mention that replacing an employee is costly!

Concilivi reports that 50% of the 35,000 workers surveyed across 34 global markets would consider leaving their job for a company that offers a better work/life balance.

According to another Léger survey conducted for Concilivi in 2023, employers consider that the main positive effects of work-life balance are increased employee satisfaction and motivation (45%), an improved work climate (33%) and lower absenteeism (25%).

In a nutshell, work-life balance measures are very beneficial for everyone involved!

This article was inspired by the conference led by Concilivi Advisor Alison Herreras which took place on May 14 and 15 as part of the 2024 edition of HR Campus organized by Raymond Chabot Grant Thornton.