Work-life balance can be defined as the creation and maintenance of supportive and healthy work environments, which will enable employees to have a balance between their professional and personal responsibilities and thus strengthen their productivity. Many studies have been conducted on work-life balance. According to a major Canadian study conducted by Lowe's in 2005, 1 in 4 employees experience high levels of work-family conflict, based on work-family interference and caregiver strain. When work overload is included, nearly 60 percent of employees surveyed experience work-family conflict. Of all the work factors that influence work-life conflict, time spent at work is the strongest and most consistent measure. The higher levels of work-family conflict reported by managers or professionals are often a function of their longer work hours. Other reasons include: job security, supervisor support, co-worker support, job demands or overload, role conflicts, work role ambiguity, job dissatisfaction and the extensive use of communication technologies that blur the boundaries between home and work. . Today's workers have many challenging responsibilities such as work, children, household chores, volunteering, caring for spouses and elderly parents, which places stress on individuals, families and the communities in which they reside. Work-life conflict is a serious problem that affects workers, their employers and communities. It appears that this problem is getting worse over time due to high rates of female labor force participation, increasing numbers of single-parent families, the majority of two-earner families. and emerging trends such as aged care. It is further inflated by globalization, the aging of the population and the middle of paper ...... managers, contribute to increasing the balance between professional and private life. Work-life balance programs have been established to positively impact employees in terms of recruitment, retention, engagement and satisfaction, absenteeism, productivity and accident rates. Companies that have implemented work-life balance programs recognize that employee well-being rebuilds the foundation of the business. Metrics are necessary to ensure that programs have the desired effect on both employees and the business. Six metrics that can be used to evaluate work-life balance programs are: the degree of buy-in and training from management, how the programs are communicated to employees, company culture, control controls management, human resources policies and employee control. Finally, self-management is important; people need to control their own behavior and minimize their expectations for work-life balance.