The purpose of this study is to find out the benefits of Work-Life Balance (WLB) from the perspective of organizations and employees. A survey was conducted on 100 call center employees in Gurgaon. A multiple regression analysis was conducted. While the organization perceives that effective WLB policies reduce absenteeism, the employees perceive that effective WLB policies result in job satisfaction and autonomy. The one sample t-test was conducted to find the significance of the benefit variables. The organizational perspective revealed that reducing absenteeism and turnover, improving productivity and image, and ensuring loyalty and retention are the benefits of WLB, whereas the employees’ perspective highlighted that job satisfaction, job security, autonomy, stress reduction and improving health are the benefits of WLB. However, correlation analysis indicated that both the perspectives are poorly correlated.

Work-Life Balance (WLB) is defined as “the extent to which an individual is engaged in and equally satisfied with his or her work role and family role consisting three components of work-family balance: time balance (equal time devoted to work and family), involvement balance (equal involvement in work and family) and satisfaction balance (equal satisfaction with work and family)” (Greenhaus et al., 2003). WLB is the individual perception that work and non-work activities are compatible and promote growth in accordance with an individual’s current life priorities (Kalliath and Brough, 2008).

According to Armstrong (2006), “WLB employment practices are concerned with providing scope for employees to balance what they do at work with the responsibilities and interests they have outside work and so reconcile the competing claims of work and home by meeting their own needs as well as those of their employers”.

Management Research Journal, Work-Life, Balance, Benefits, Perspective, Organizations and Employees.