Organisations should demonstrate a commitment to promoting work-life balance.
This should include specified working hours / patterns wherever possible and clear and reasonable expectations of employees to respond to work demands outside of agreed work hours.
Managers at all levels need to lead by example and demonstrate their commitment to wellbeing through their words, actions and behaviour. For example, working reasonable hours, taking regular breaks, limiting expectations of out-of-hours communication, and taking holiday entitlements.
Employees should be given the opportunity to negotiate temporary and permanent flexible working arrangements, unless there is a good business reason for not doing so. This might include term-time contracts, compressed hours, delayed start times, working from home or taking an hourly lunch break in three twenty-minute blocks.
Flexible leave arrangements to respond to personal/family commitments/circumstances might also be considered.
For example, some organisations have introduced: