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Work and Life Balance
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Work and Life Balance
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Example Case Studies

Learn valuable lessons from these organisations:

Eli Lily

Family friendly programme improves workplace satisfaction.

In 1995, this healthcare company conducted an employee satisfaction survey and polled 30,000 employees worldwide. Their findings indicated that only 30 per cent of respondents felt able to balance work and personal commitments. The company's work/life programme was launched in 1996 and offers part-time and reduced hours, job-sharing, term-time working, home-working, phased return to work after maternity leave, voluntary reduced working hours, staggered hours and career breaks. The number of employees who said they could balance work and home life after the first year of the programme had risen to 48 per cent.

Midland Bank

Family friendly approach improves employee rate of return from maternity leave.

As a result of the UK's Midland Bank taking a wide approach to family friendliness in 1999 almost 85% of women returned to work after maternity leave compared with 30% in 1988. The approach included nursery facilities and a free confidential helpline for staff who cared for elderly or disabled relatives or those coping with parenting difficulties. Family leave to care for sick disabled dependants and job-sharing was also made available.

The University of California

Work and life programmes and benefits in a tertiary education institute.

The University has a reputation as being a `diamond among the gems` in the University of California system - a progressive workplace with a myriad of work/life benefits available to all employees. Work/life initiatives were developed by staff and consequently addressed issues that mattered to them. Managers acknowledged that the work/life initiatives were costly, but had made a difference and produced immeasurable payoffs. The university has low turnover, high morale, happy and loyal employees, and increased levels of people being attracted to work there. The work/life programmes had helped recruitment and retention, especially among those looking for things other than just salary. The benefits introduced included onsite childcare and a kindergarten, breastfeeding support, flexitime, alternative work schedules, catastrophic leave assistance, broad family leave policies, onsite athletic facilities, onsite housing for faculty and staff, and job placement assistance for domestic partners.

Fel-Pro Inc

Work and life benefits improve employee retention.

In a 1998 survey at Fel-Pro, a US manufacturer and supplier of automotive gaskets and lubricants, 70% of surveyed employees stated they remained with the company because of its work/life benefits.


Flexible working hours reduce absentee rates.

In 1997 UK supermarket chainstore Asda introduced family-friendly policies such as childcare leave in the summer holidays and shift-swapping in an effort to help improve manning levels. At the time the company`s absence rate was 7% and staff turnover 35 %. By 1999, the rates were 4.4% and 27% respectively. Other activities that produced positive results were: school-holiday play schemes; job-sharing; teleworking; nursery facilities; family leave to care for sick disabled dependants.


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