abstract

Businesses are under increasing pressure to adopt various work-life balance practices that support female employees in fulfilling their personal and professional obligations. There is a wide array of alternatives available to organisations when it comes to supporting employees' work-life balance. Work-sharing, telecommuting, self-rostering, and flexible scheduling are a few crucial strategies that companies can use to support women's employees' work-life balance. Workplace strategies that could address the issue of work-life balance include things like offering paid leave or opportunities for fewer hours worked, organisation supports such as personal time off, childcare services and financial support for those services, and other family-friendly programmes. Effective organisational culture initiatives, such as work-life balance policies, aim to reduce work-life imbalance and increase employees' productivity in their careers and other duties. An important ongoing paradigm shift is transitioning from regarding work-life balance policies solely as a means to accommodate female employees with caregiving responsibilities to acknowledging their significance in fostering employee engagement. Women employees' work-life imbalance has a detrimental impact on both their individual roles and the organisations as a whole. The most significant effects of work-life imbalance on female employees in any industry include decreased productivity at work, increased inconsistencies, non-attendance, high attrition rates, low confidence, and increased stress.