Models of Work-Life Balance from Around the World
Finding the right work-life balance is a challenge that impacts workers across the globe. As technology allows many of us to be connected to our jobs around the clock, it’s more important than ever to set boundaries and prioritize personal time. But what exactly is the ideal work-life balance? And how do different countries and cultures approach this concept?
The truth is, there’s no one-size-fits-all solution. The perfect work-life balance looks different for everyone based on their values, responsibilities, and life situation. However, by exploring some of the work-life models and attitudes embraced in various regions, we can gain insights to help create more balanced and fulfilling lives.
So let’s take a trip around the world and examine how different cultures view the relationship between work and personal life. Who knows? You might just discover a new perspective that revolutionizes how you approach this universal challenge.
The Nordic Way: Prioritizing Work-Life Balance[1][2]
If we’re talking about work-life balance trailblazers, the Nordic countries of Denmark, Finland, Iceland, Norway, and Sweden are among the leaders. These nations consistently rank at the top of work-life balance studies and have made it a cultural priority.
For example, Denmark is frequently hailed as the world’s happiest country, a distinction often credited to its work-life model. The Danes embrace the concept of “arbejdsglæde,” which combines the Danish words for “work” and “joy.” The idea is that work should be an integral part of a satisfying life, not purely a means to an end.
This mindset is bolstered by policies like[1]:
- A maximum 37-hour workweek
- Generous paid parental leave and vacation time
- Universally subsidized childcare and healthcare
So what does the typical Danish workday look like? The morning begins early, with most employees arriving at the office around 8 am. But they also tend to leave between 4-5 pm, ensuring plenty of time in the evenings for personal pursuits and family.
Worker productivity is highly valued, but so is work-life balance. As a Danish person might say, “We live to work, not work to live.”
Similar attitudes are found throughout the Nordic region. In Finland, work-life balance is an entrenched social value with deep historical roots. This small country took deliberate steps to improve its quality of life after enduring economic and political hardships in the early 20th century.
Today, Finland has made impressive strides in areas like[1][2]:
- Short average workweeks (under 34 hours)
- Equal career opportunities for men and women
- Paid parental leave and affordable daycare
- Generous vacation allowances and national holidays
The Finnish government actively promotes work-life balance as part of its strategic vision for improving national competitiveness. The logic is simple: happier, healthier workers are more productive in the long run.
Germany’s Kurzarbeit Model: Working Smarter, Not Harder[3][4]
Germany is consistently ranked as one of the world’s most productive and efficient economies. But that success hasn’t come at the expense of work-life balance. In fact, finding mehr vom Leben (“more from life”) is an embraced cultural principle.
A key part of this is the Kurzarbeit model, which essentially means “short work.” This approach incentivizes companies to temporarily reduce employee hours instead of laying off workers during economic downturns. The government subsidizes a portion of the workers’ lost income, preventing severe financial strain[3][4].
Kurzarbeit has been credited with helping Germany rapidly bounce back from recessions, as skilled workers remain employed and ready to ramp up production when conditions improve. But it also has the side benefit of improving work-life balance during leaner times.
Beyond Kurzarbeit, Germany is known for its efficient, focused work culture that actually encourages employees to leave the office in the evenings. It’s not uncommon for office lights to be off by 6 or 7 pm as Germans prioritize personal time.
Other German work-life balance practices include[4]:
- Rigid restrictions on working hours and overtime
- Generous paid leave and vacation policies
- Strong labor unions that advocate for worker rights
Germany also embraces a concept called Feierabend, which describes leaving the workday completely behind at quitting time. Employees are expected not to check emails,
take calls, or generally worry about work matters once home for the evening. It’s considered rude and inappropriate.
So while Germans often arrive early and crank out productive hours at the office, they also make it a priority to completely disconnect when the workday ends.
The French Art of Balanced Living[5]
When it comes to work-life balance, the French are experts in l’art de vivre (the art of living). From the 35-hour legal workweek to extended lunch breaks to the philosophy about making time for life’s pleasures, work-life balance is deeply ingrained in French culture.
The idea of work-life balance is so highly valued in France that it’s actually written into the employment code as a legally protected worker’s right. Companies must have concrete policies in place to ensure that employees can maintain equilibrium between their professional and personal lives.
This manifests in practices like[5]:
- A mandatory 35-hour maximum workweek (down from 39 hours in 2000)
- At least 5 weeks of paid annual vacation time for workers
- Laws prohibiting employers from encroaching on personal time
The French extend this work-life harmony ideal to even the smallest daily rituals. For example, almost all companies close for a full 1-2 hour lunch break between 12-2 pm. Workers are expected to actually leave their desks to enjoy a leisurely meal.
Another French practice that upholds work-life balance is the idea of being constantly connected via technology. New “bedroom labor laws” make it illegal for companies in certain industries to email or message employees after set evening hours.
The logic is simple: An improved quality of life boosts creativity, productivity, and national economic competitiveness. And the French have mastered the slow-paced art of savoring life.
The Hustle Culture of East Asia[6][7]
On the opposite end of the work-life spectrum lies East Asia, where countries like China, Japan, and South Korea have deeply entrenched cultures of overwork.
In these nations, extremely long workdays and a near obsession with professional success are the norm. Terms like “guanchinlian” (looking energetic by staying at work late) and “ganbaru” (persevering at all costs) characterize the prevalent mindset[7].
For many workers, 12-16 hour days, 6-day workweeks, and checking emails into the wee hours are a fact of life. Being the last to leave the office is a badge of commitment and drive rather than a cause for concern.
This overwork mentality is especially pronounced for young employees. For example, South Korea’s notoriously grueling 29-day employment initiation period is designed to weed out those not devoted enough to succeed.
Long hours in the office have long been seen as proof of corporate loyalty and advancement potential in East Asian nations. Free time for leisure and family can be considered frivolous or disrespectful to the company.
That said, these nations are not monolithic, and public sentiment around overwork is shifting (especially among younger generations). Major companies have made steps to reform overly demanding hours and promote better work-life balance, such as[6][7]:
- South Korea passing laws allowing employees to take paid overtime if required to work over 40 hours per week.
- China banning employers from scheduling overnight shifts or suspending vacation time.
- Japan introducing “Premium Fridays” encouraging workers to leave at 3 pm one Friday per month.
However, deeply rooted cultural attitudes about work as a central part of personal identity and self-worth remain a major obstacle to true work-life equilibrium in East Asia.
The Rise of Remote Work and Its Impact[8][9]
While cultural attitudes vary dramatically, the growth of remote and flexible work options is impacting work-life balance around the world. Two-plus years of pandemic living accelerated these workplace shifts further and faster than anyone could have anticipated.
On one hand, remote work allows unprecedented flexibility and work-life integration. Without long commutes or strict 9-5 office schedules, workers can find their own equilibrium. Parents can attend to childcare needs during the day, workers can exercise, run errands, or enjoy personal time when needed, then makeup hours in the evenings.
Particularly for those in countries prone to overworking, remote options act as a workplace revolution. Suddenly professionals across East Asia have more control over where, when, and how they get the job done[9].
However, the rise of remote work has also blurred the lines between professional and personal lives like never before. With work just a room (or even just a laptop) away, it’s easy for the boundaries to disappear.
Many workers find themselves never fully unplugging, periodically checking email and Slack at all hours, and losing meaningful downtime. Learning how to create separation requires self-discipline.
Ultimately, the shift to remote and flexible work models places more onus on individual workers to set boundaries and define their own work-life balance ideals. Without the structure of a 9-5 office routine, it falls to each person to determine what mix of when and where they work best allows for fulfillment in all areas of life.
Crafting Your Own Personal Work-Life Balance
After our whirlwind global tour, hopefully, you’ve gained some inspiration and fresh perspectives on work-life balance models. Whether it’s the family-centric approaches of the Nordic countries, Germany’s strict divisions between laboring hours and personal time, France’s legally protected personal space, or the shifting mindsets happening in overworked hotbeds of East Asia, each
culture offers unique insights.
But remember, there is no single universal “right” way to strike an ideal work-life balance. It depends on your personal priorities, living situation, career, and other commitments[11]. The key is to define what a fulfilling equilibrium looks like to you, and then put intentional practices in place to support it.
That could mean[10][11]:
- Communicating clear boundaries with your employer about work hours and availability.
- Scheduling time for exercise, hobbies, community events, or other enriching personal activities.
- Unplugging from professional communication channels during set hours.
- Leveraging workplace flexibility options like remote work or flexible schedules.
- Leaning on a supportive partner or community to periodically take over domestic duties.
Every person’s version of work-life balance will look different. An ambitious single young professional might be content working longer hours to get ahead, while a parent may prioritize being home with family in the evenings.
The key is self-awareness about your needs, priorities, and limitations. What drains you? What energizes you? When do you feel your best and most fulfilled self? Getting honest about the answers to questions like these is crucial for crafting sustainable work-life harmony.
Ultimately, the quest for work-life balance is deeply personal. So look to inspiring models around the globe, but don’t be afraid to adapt pieces that resonate into your very own tailor-made approach.
Identify the elements of an integrated, fulfilling lifestyle that feels authentic to you, whether that’s intentional downtime, family commitments, personal growth, enrichment,
or making time for hobbies and passions. Then treat pursuing that lifestyle with the same dedication you give to your professional ambitions.
After all, we only get one journey through life. By setting intentional boundaries and prioritizing equilibrium, we can be our most productive, content selves in all areas that truly matter most.
References:
[1] Antai, D., et al. “A ‘balanced’life: work-life balance and sickness absence in four Nordic countries.” The International Journal of Occupational and Environmental Medicine 6.4 (2015): 205.
[2] “Nordic Work View Sunnier than Australia.” The University of Sydney, 2024, www.sydney.edu.au/news-opinion/news/2023/05/30/nordic-work-view-sunnier-than-australia.html.
[3] von der Leyen, Ursula. “Keeping Germany at work.” Organisation for Economic Cooperation and Development. The OECD Observer 282/283 (2011): 41.
[4] Casey, Bernard H., and Ken Mayhew. “KURZARBEIT/SHORT TIME WORKING: EXPERIENCES and LESSONS from the COVID-INDUCED DOWNTURN.” National Institute Economic Review, Cambridge University Press, Mar. 2022, pp. 1–14,
[5] Fagnani, Jeanne, and Marie-Thérèse Letablier. “The French 35-hour working law and the work-life balance of parents: friend or foe?.” Gender divisions and working time in the new economy. Cheltenham: Edward Elgar (2007): 79-90.
[6] Le, Huong, et al. “Work–life balance in Asia: A systematic review.” Human Resource Management Review 30.4 (2020): 100766.
[7] De Cieri, Helen, and E. Anne Bardoel. “What does ‘work–life management’mean in China and Southeast Asia for MNCs?.” Community, work & family 12.2 (2009): 179-196.
[8] Cook, Dave. “The global remote work revolution and the future of work.” The Business of Pandemics. Auerbach Publications, 2020. 143-166.
[9] Felstead, Alan, and Golo Henseke. “Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance.” New Technology, Work and Employment 32.3 (2017): 195-212.
[10] Fisher, Gwenith Gwyn. Work/personal life balance: A construct development study. Bowling Green State University, 2001.
[11] Simonart, Layla. “Job crafting: empowering employees to achieve work-life balance.”
