5 Unconventional Policies Companies Are Adopting for a Better Work-Life Balance

Following the radical transformations in recent times—technological acceleration, economic downturns, workforce reductions, and hybrid working norms—organizations are now equipped with employee-first outlook toward work. Many companies have revisited their current practices and adopted more progressive, humane policies focusing on improving work-life balance, employee well-being, and productivity.

This article discusses a few unconventional policies that are fast becoming a part of many forward-thinking organizations’ HR policies. 

5 Progressive Policies for Better Workplace Well-Being 

Adopting more employee-centric policies that target employee well-being and productivity may profoundly affect employee morale. It could improve engagement, retention, and workplace satisfaction for an organization.

    1. 4-Day Workweek

Increasingly, companies are embracing shorter workweeks, with the four-day workweek being the most common across organizations. Under this provision, employees work for four days per week instead of the standard five days and take the remaining three days off, replacing the two-day weekend.

4-day workweeks have been in high demand in recent years due to the growing prevalence of burnout, anxiety, and disengagement in workplaces resulting from rigid, outdated work practices and inflexible organizational cultures. It is a broader push by companies to offer employees more free time outside of work and promote a healthier work-life balance. 

By implementing shorter workweeks, many companies experience improved output, greater job satisfaction, and better employee well-being.

• Shorter workweeks boost productivity, as employees may be more focused, spending less time on distractions.

•  Personal time may allow them to engage in hobbies or interests, enhancing job satisfaction and morale and strengthening organizational loyalty.

• Reduced stress and burnout due to improved work-life balance and greater satisfaction may also lower the risk of employee turnover.

    2. Unhappy Leave

Taking into consideration that life comes with emotional highs and lows, some companies have begun offering mental health days or “unhappy leaves” to employees for days they might feel unhappy, emotionally unwell, or simply unwilling to turn up for work. These are unlike traditional sick leaves or legislated vacation days, which typically need to be approved by management. On the contrary, “unhappy leaves” are rarely formalized in official policies and are generally granted as no-questions-asked paid time off above the regular weekends and the standard 30 to 40 days of annual leave.

Employees do not necessarily require a diagnosed condition to opt for an “unhappy leave”; if they experience a general sense of emotional distress, feel overworked and stretched too thin, or emotionally burned out, they are typically qualified to take mental health leaves.

Introduced by a retail company in China, the concept of “unhappy leave” is quickly being adopted by many organizations worldwide, perhaps in an attempt to minimize the impact of harsh work cultures and improve work-life balance. Companies may also view “unhappy leaves” as an opportunity to acknowledge their workforce's emotional and mental well-being.

    3. Bereavement Leave

Bereavement leave is the time away from work that employers grant to employees after losing a close family member, such as a parent, grandparent, spouse, child, and, in some cases, even pets. A bereavement policy may help employees balance their professional duties and emotional recovery as they manage the related responsibilities of losing a loved one. According to SHRM, 88% of organizations offer such a policy.

In India, bereavement leave isn't legally mandated; however, many organizations outline this in their internal policies, though the exact details may vary from one employer to another. Some organizations may offer paid leave, while others might provide unpaid time off. Employees may review their company’s bereavement policy and typically notify their manager or HR team about their specific circumstances to avail of bereavement leave.

    4. “Pawternity Leave”

“Pawternity leave” is a relatively recent addition to employee benefits. Employers provide paid leave to staff recently adopting or purchasing a pet. The purpose is to allow new pet owners the necessary time to help their pets adjust to a new home, similar in intent to parental leave for new parents. The length of “pawternity” leave typically ranges from a few days to a few weeks, depending on the organization's policy.

Pet adoption policies reflect companies’ commitment to building a compassionate and inclusive workplace culture. By offering “pawternity leave,” companies recognize the significance of pets in employees' lives and attempt to foster a pet-friendly atmosphere and culture that emphasizes empathy and well-being beyond the office.

In a move that sets them apart, several organizations in India have introduced pet adoption and care leave policies, acknowledging the emotional and logistical demands of welcoming a new pet.

On one hand, “pawternity leave” may be seen as a progressive step towards encouraging better work-life balance. However, the long-term viability of “pawternity leave” depends on various factors. 

• Companies must ensure that the policy is implemented equitably and doesn’t lead to employee divisions or resentment. 

• They must also weigh the potential costs and disruptions to daily workflows caused by employees opting for “maternitycaused in daily workflows by employees opting for “pawternity leaves.”

    5. Summer Fridays

Summer Fridays refers to companies offering flexible scheduling options on Fridays during peak summer months. While some employers may allow employees to leave early, others may offer the day off on summer Fridays, giving employees a head start on their weekend to decompress and relax. 

Like “unhappy leaves” and “bereavement leaves,” Summer Fridays are also not legally recognized by Indian law. Companies typically offer them at their discretion to prevent burnout, improve overall morale, and boost workplace loyalty and happiness. According to an SHRM study, 3 out of 4 HR managers interviewed said their company offers flexible schedules during the summer, and more than 6 in 10 noted that workers are allowed to leave early on Fridays.

However, Summer Friday leave may not be accessible to everyone since it's mainly industry-dependent. While white-collar and knowledge workers may be able to benefit from the provision of Summer Fridays, employees working in the healthcare, e-commerce, logistics, and hospitality sectors may be excluded. Freelancers or individual contractors, too, may be exempt from Summer Fridays.

Other Progressive Policies Targeted at Employee Well-being

There are progressive policies like the miscarriage policy (paid time off for women who've undergone the traumatic experience of a miscarriage) and the financial well-being policy (providing financial education and guidance to employees tackling financial hardships) that are increasingly becoming part of the broader HR discourse.

Conclusion

The modern workplace has endured lasting transformation. Most notably, remote and hybrid working have become the norm, workforces are increasingly diverse and geographically spread out, and technological adoption has accelerated. 

Organizations that don't acknowledge the impact of these rapid changes on workforces and strive to implement more humane working conditions may miss out on a way to increase employee morale and retention. Progressive organizations are leading the way for human-centric practices, so businesses may follow suit and revise their HR policies to focus more on employee well-being and support.