Abstract

Work-life balance continues to be one of the most important issues for employees from all avenues of work and from the majority of countries in the world. The topic has always been of fundamental interest to employees and employers. In this era of an increasingly digital workplace, it continues to be a source of rich and ongoing discussions. Canada has always stood among the leaders of the industrialized world in advocating for a healthy quality of Work-Life Balance (WLB). It is virtually paradoxical that Canada is still at the discussion stage with regard to settling this issue. One would think that the country would have determined the parameters of the concept by this time. There is still much to be learned. It is in this context that the model in Denmark becomes crucially germane. The WLB question seems to have been dealt within that country. It is left to be seen and understood how Canada's outlook compares to that of a world leader such as Denmark. This paper deals with the effect that the implementation of the Denmark workplace model might have in Canada vis-àvis work-life balance. The research revealed that there are differences in perceptions of work and flexibility between Canadians and Danes. Given the data analysis, the Danish Workplace Model may not suit Canada.

Keywords
Work-Life Balance, Employee Engagement, Social Responsibility, Organisational Climate, Canadian Workplace, Denmark Model.

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