Principles

Indicators

Evidence

 Culture

The culture of the organisation creates an environment in which work-life balance is recognised and valued.

 1.   Work-life balance is central to the organisation’s values and how it works. 

There is a clear and consistent definition of work-life balance, which is appropriate for the organisation.

People confirm that the way the organisation works acknowledges and supports work-life balance.

People believe that everyone has equal access to career development, regardless of their work-life balance choices. 

 2.   Managers take responsibility for the success of the work-life balance strategy. 

Top managers can show how they support work-life balance.

People can confirm that managers at all levels contribute to achieving the work-life balance strategy. 

 Strategy

The work-life balance strategy is central to the organisation’s aims and objectives.

 3.   The work-life balance strategy is developed to help the organisation achieve its aims and objectives.

Managers can show how the work-life balance strategy is designed to contribute to the organisation’s aims and objectives.

Top managers are aware of relevant employment legislation and changing patterns of society, and how these are included in their work-life balance strategy.

The organisation can show how its work-life balance strategy is designed to reduce levels of stress that affect people in the workplace.

The organisation can show that its approach to managing and developing people takes account of its work-life balance strategy. 

 4.    The organisation takes account of all relevant parties when developing and communicating its work-life balance strategy.

The organisation can show that it has consulted its people and their representatives when developing the work-life balance strategy.

The organisation can show that it has taken account of the needs of external stakeholders when developing the work-life balance strategy. 

The organisation can show that its work-life balance strategy reflects the different needs of people across the organisation.

People can describe the effective information, support and consultation process in relation to work-life balance solutions. 

 Action

The organisation has successful work-life balance solutions.

5.      Work-life balance solutions are developed and put into practice according to the needs of the organisation. 

The organisation makes sure that managers have the resources they need to put work-life balance solutions into practice.

The organisation makes sure that the solutions take account of relevant good practice and employment legislation. 

 6.     Work-life balance solutions take account of the needs of the individual. 

Managers can confirm that work is organised to take account of people’s needs and those of the organisation.

People can confirm that work is organised to take account of their needs and those of the organisation.

 7.     Work-life balance solutions are effectively put into practice. 

Managers at all levels understand what they need to do to support the work-life balance solutions.

People can confirm that the organisation’s approach to work-life balance is explained in recruitment and induction activity.

People can confirm that there are clear guidelines and practices in place to allow everyone to achieve the agreed work-life balance goals.

People can describe how their managers are effective in supporting the work-life balance solutions.

People can confirm that their own work-life balance solutions are regularly reviewed.

People can confirm that examples of good practice and experiences are shared internally and successes are recognised. 

 Effectiveness

The organisation can show that its work-life balance strategy is delivering positive results

 8.     The work-life balance strategy and solutions improve the performance of the organisation.  

The organisation can show that its work-life balance solutions benefit both the organisation and its people.

The organisation can show that the review and evaluation of its work-life balance strategy takes account of stakeholders’ needs. 

 9.     The organisation continually improves its approach to work-life balance. 

The organisation can show that it is continuously improving.

People can confirm that the organisation continually improves its approach to work-life balance.