Finding the perfect work-life balance can be quite difficult. While employees are adjusting to a hybrid workplace, working from home can also bring with it many distractions. However, it seems that Canadians have found the secret sauce when it comes to maintaining a proper work-life balance.

According to a recent survey by global staffing company Remote, Canada ranks fifth out of 60 countries in the Global Life-Work Index, with our southern neighbors coming in at 55th. The survey attributes Canada’s high ranking to its shorter average workweek compared to other countries, as well as its reputation as one of the safest and most 2SLGBTQI+-friendly countries.

According to the report, Canada has a professional but inclusive work culture. “What makes Canada a great country to work and relax in is actually the legislation we have,” says Olivia Cicchini, a Toronto-based HR professional at Peninsula Canada. She emphasizes that the combination of employment standards, occupational health and safety regulations and human rights protections creates an environment where employees can succeed both professionally and personally.

“When you put all of that together, it paints a pretty good picture of our work-life balance and how we can achieve it,” Cicchini added. One key employment standard factor she points to is Canada’s generous vacation and absence policies. Although Canadian employment standards vary by province, they consistently include generous paid vacation entitlements and comprehensive absence policies. Canadian workers are entitled to at least two to three weeks of paid vacation per year, with some provinces offering even more.

Cicchini also stresses that Canada has robust parental leave programs that allow new parents to take extended, paid leave to care for their children. Maternity and parental leave, for example, are funded through unemployment insurance and are very comprehensive, allowing parents to spend plenty of time with their newborns without financial burden.

Canadian human rights legislation also protects new mothers in the workplace, Cicchini noted. “When we look at the protected grounds in our human rights legislation, gender, sex, breastfeeding and pregnancy are all covered, so those are covered as well,” she stressed. “For example, if a new mother has been on maternity leave and returns, she still needs to be provided with a safe, sanitary and private place in the workplace to breastfeed or pump so that she can return to work sooner rather than having to take longer leave. Then she can really balance her work and her life as she reintegrates into the workplace.”

Another progressive policy gaining traction is the “right to disconnect.” In Ontario, employers with 25 or more employees must have a written policy outlining employees’ rights to disconnect from work-related communications outside of work hours. This helps prevent the blending of work and life that can occur in remote or hybrid work arrangements. “I think with remote work, the line between work and life really blurs because you have your computer at home and you almost feel guilty about turning it off, but the right to disconnect really allows employees to do that,” Cicchini said.

When it comes to trust between employer and employee and how employees can structure their workday, it ultimately depends on the company’s expectations, she says. Her advice to employers focused on promoting a work-life balance for their employees is: “Focus on output rather than work time.”

“(You can say) ‘As long as you’ve completed all of your tasks by this time, you can sign off.’ Whether it’s (employees) starting earlier to finish earlier while working from home, or shifting their hours back to accommodate child care, whatever that may be. I think that’s how it should be done.”

In addition to excellent work-life balance and health and wellness benefits, employees are also looking for employers that prioritize diversity, equity and inclusion (DEI).

“DEI is a huge factor for employees, especially for millennials and Gen Z,” Cicchini explains. “Many employees today want to know that the company they’re going to work for values ​​diversity, values ​​an equal workforce, and values ​​equality. They look at their internal policies. They look at their job postings to make sure they’re an equal opportunity employer and that they value that.”

“This generation makes sure everyone feels valued, respected and included in the workforce,” she added. “Unfortunately, companies that don’t live by these values ​​are likely to see a decline in productivity, a decline in employee retention, a decline in morale and even problems with their brand reputation.”

Cicchini believes that in addition to employee health benefits and workplace flexibility, millennials are also interested in starting a family and planning the next chapter of their lives.

“They’re looking for companies that offer RRSP benefits. They’re looking for retirement plans. They’re looking for things that they can invest in where their company will match and help them invest so they can build the foundation for their future children and their future families.”