Work-life balance in finance:
Are we getting it right for everyone?
Balancing work and family life is no easy feat—especially for parents in the finance sector. As we head into half-term, it’s the perfect time to reflect on how businesses can create environments where employees can thrive at both work and home.
But here’s the question: Is work-life balance still seen as a “women’s issue”?
Many companies have made great strides in offering flexibility, but the reality is that women still take on the majority of caregiving responsibilities. As a result, flexible working is often seen as a benefit primarily for women—when in reality, it should be for everyone. With more men wanting to take an active role in parenting and more women advancing into leadership, does the conversation around flexibility need to evolve?
Why Work-Life Balance Matters for Everyone
A healthy work-life balance isn’t just about reducing stress—it drives engagement, retention, and productivity. But are we making it equally accessible to both men and women?
📌 Studies show that women are more likely to request flexible working, while men fear that doing so could harm their career progression.
📌 Many men still take minimal paternity leave, despite policies allowing for more—often because they feel cultural pressure to prioritise work.
📌 Women continue to be underrepresented in senior finance roles, partly because rigid working structures make career progression harder for those with family responsibilities.
If flexible working is the key to retaining talent and supporting parents, then businesses need to ensure it’s an option that men feel just as comfortable using as women.
How Companies Can Support Working Parents—Men & Women Alike Whether a business operates fully in-office, hybrid, or remote-first, there are ways to create a work culture that supports both men and women:
1️⃣ Normalise Flexible Work for Everyone
Flexibility shouldn’t be seen as a “perk” for mothers—it should be standard for all parents. Companies should actively encourage men to take advantage of flexible work options without stigma.
2️⃣ Clear Communication of Policies
Having great policies is one thing, but ensuring employees know they can use them without judgment is another. Senior male leaders openly taking paternity leave or flexible working days can set a strong precedent.
3️⃣ Building a Supportive Culture
Work-life balance isn’t just about policies—it’s about leadership. Businesses that genuinely support employees in managing work and family life create stronger, more engaged teams.
4️⃣ Equal Parental Leave
If companies want to move towards genuine equality in the workplace, offering enhanced paternity leave (and encouraging men to take it) is a key step. Policies like Aviva’s equal parental leave ensure both parents have the opportunity to be present during those crucial early months.
5️⃣ Childcare Support
Childcare is not just a “women’s issue.” Offering financial support, on-site childcare, or partnerships with childcare providers helps all working parents manage responsibilities more effectively.
Who’s Leading the Way?
Some finance firms are setting the standard for work-life balance in different ways:
✅ Deloitte UK embraces hybrid working, ensuring all employees—regardless of gender—can balance work and family.
✅ Lloyds Banking Group provides generous parental leave and compressed workweek options, supporting parents without gender bias.
✅ Aviva offers equal parental leave—up to one year off for new parents, with 26 weeks at full pay.
Finding the Right Balance
Work-life balance shouldn’t just be a women’s issue—it should be a workplace issue. Whether a company operates fully in-office or embraces flexible working, the key is creating a culture where everyone feels supported to balance career and family.
For businesses looking to attract and retain top finance talent, the question isn’t just should we offer flexibility? It’s how do we ensure it benefits everyone?