How do you negotiate for work-life balance policies and perks with your employer or client?

Understand your worth before negotiating for work-life balance policies. Highlight your achievements and contributions to show why you deserve these perks. When you clearly communicate the value you bring to the organization, it strengthens your position. Demonstrating your impact and aligning your requests with the company’s goals can help you secure the work-life balance you need.

Shift the mindset of “us and them” to “we.” My most successful client relationships were those in which the clients honestly thought of our teams as a true collective. The onus is on both the client and customer leaders to set a standard that this is a single unit.

Negotiating work-life balance policies with your employer or client requires a blend of diplomacy and strategy. Start by highlighting the mutual benefits: increased productivity, reduced burnout, and higher employee retention. Use data and examples from industry leaders to support your case. Suggest specific, flexible options such as remote work, flexible hours, or mental health days. Present your request as a pilot program, offering to track and report on its impact. Ensure your tone is collaborative, focusing on a win-win scenario. Remember to be open to compromise and willing to adapt your proposals based on feedback. Asking for what you need while showing how it benefits the business can make your case compelling and hard to resist.

Clearly articulate your needs and priorities. Focus on how improved work-life balance can enhance productivity and job satisfaction. Research industry standards and company policies. Be specific about desired perks, such as flexible hours, remote work options, or increased PTO. Present a strong case, emphasizing the positive impact on both you and the company. Be open to compromise and explore creative solutions. Effective communication and a collaborative approach are key to reaching a mutually beneficial agreement.

In my professional experience, negotiating work-life balance starts with knowing your value. When you understand how your contributions impact the organization, it’s easier to show how supporting your well-being enhances your performance. Highlighting this connection, along with the benefits for the company, fosters a collaborative and productive conversation.

Before negotiating for work-life balance perks, research industry standards and what other companies offer. Being well-informed about the market helps you make a stronger case. Use this information to show your employer how competitive benefits can attract and retain top talent, benefiting both you and the organization.

As a part of those new partnerships and strengthening existing partnerships, I strongly encourage my corporate- and agency-side friends to have a transparent discussion on day-to-day work expectations. Having a practical and actionable dialogue will help reduce stress, anxiety and turnover.

Going in with actual data points and knowing what you're willing to compromise on and what you're NOT willing to compromise on can really help you have a structured and realistic conversation. The higher you level the more data will help you leverage your experience for a better outcome.

Advocating for wellness perks that keep you sane, productive, and happy starts by showing your employer "what's in it for them"! Look up some recent studies done by Gallup related to this topic. Then, show how this relates to your employer's core values, mission, and/or vision. When they see how retention and productivity could soar, then you have their ear. Conversation can begin :)

Clearly identify your needs and wants regarding work-life balance before entering negotiations. Know what specific policies or perks will benefit you most. This clarity allows you to communicate your requirements effectively and helps ensure that the solutions you negotiate align with your personal and professional goals.

To begin, stand back and consider what is most important to you in life. Think about the different aspects of your life, including your work, relationships, family, health, and hobbies, and consider how much time and effort you want to invest in each. Consider the following: What sort of work am I looking for? How much time am I willing to commit to my loved ones and friends? How crucial is it for me to relax and engage in hobbies? Pick a balance that works for you once you have a clear understanding of your requirements and desires. Trial and error may be necessary, but don't be reluctant to make changes as you go. There is no one-size-fits-all solution for work-life balance, and what works for one individual may not work for another.

Share the realities of the client and customer team members’ schedules. Due to several people leaving their companies and joining new ones, this is an opportunity for clarity around core work hours across the collective team. Do the customer and agency have similar approaches to remote and hybrid work expectations? If not, how can adjustments be made?

Don't be afraid to set boundaries. Being at work or working as a partner in a client relationship does not mean that you are not human. And the person in front is too. In my experience, most people respect the fact that everyone has priorities and that work is an aspect of life. An important thing to do is not hesitate to share what works for you and come to a middle ground to see what works for both. In fact, its better if these work guidelines are set early on. Does your boss prefer communicating on WhatsApp while you prefer an email, and all this while, you are both wondering why the other person does not communicate enough? Well, speak up.

When negotiating for work-life balance, communicate your needs clearly and respectfully. Articulate how these policies will enhance your productivity and well-being. Respectful dialogue fosters a positive negotiation environment and helps build a mutual understanding between you and your employer.

Establish clear guidelines on why meetings need to be scheduled. Is there a clear purpose? Is a pre-read sent ahead of the meeting? Is it a 60-minute meeting when a 25-minute meeting will do? Do all members of the client and agency team need to participate? Can they otherwise be working on projects? Are there expectations around having cameras on during meetings, which, while essential to establish rapport, can be draining if used too often? Determine the primary channel(s) to which the customer and agency teams will communicate. Will the agency use the client’s standard tools (Microsoft Teams, Zoom, etc.), or is the client looking to the agency to establish norms for the business?

Beginning the conversation as if you are in this for the best interests of the company at large, is a great approach. "I was looking at some data recently that showed (Gallup poll studies that are relevant) and noticed how that related to our Core Values of (which core value). Honestly, I personally feel I could be more productive as well if (state your desired wellness perk) and possibly others may feel the same. Do you think this is something that we could talk more about?

Approach negotiations with flexibility and realism. Understand that compromise may be necessary to reach an agreement that satisfies both parties. Be open to alternative solutions that can meet your needs while also considering the company's constraints and requirements.

Employers should provide flexible working hours and telecommuting options to employees where feasible, so that they can effectively manage their work-life balance. For example, allowing staff to choose their own start and end times can make home life incompatible with work responsibilities more manageable.

Once an agreement is reached, review and document it carefully. Ensure all details are clearly outlined to avoid misunderstandings later. A well-documented agreement provides a reference point and ensures that both parties adhere to the negotiated terms.

While I love outlining something in writing to clarify expectations and boundaries, life-work integration exists on a continuum and may vary from day to day or week to week. Accommodations will ebb and flow based on our lives, time of the year, and workflow. If using a document to outline expectations and boundaries, I encourage an ongoing monthly dialog to exist. How are things going? What do we foresee for the month to come? How can we support one another? Live to work, not work to live!

At the end of the day, your work-life balance needs will be different than anyone else's. Therefore, the onus is on you not only to communicate the need but also to hold the boundary and protect it. I had a client whose manager repeatedly texted her and the team on Sunday mornings, wanting an update when he had been out of the office. After trying many things, my client expressed a willingness to catch him up on Fridays or first thing Monday because Sundays were the only day her family had together. She and her spouse worked different hours/shifts. Her text received several ???? from the team. And also, the respect of her manager and colleagues. Monday morning "catch-up" meetings began.

Open communication is needed more than ever in the workplace. Employers values employees that enter the discussion with a team approach...not solely thinking of themselves. They also value ideas that bring harmony to their stated mission, vision and core values. Fear not my friend, it is well worth the discussion :)

Life-work integration exists on a continuum and may vary from day to day or week to week. Accommodations will ebb and flow based on our lives, time of the year, and workflow. Creating conversations around this is a two-way street and an ongoing process. Focus on creating lines of communication and clear boundaries to maintain your overall wellbeing while achieving occupational growth and. development. Live to work, not work to live!

Frame it as a win-win. When negotiating for work-life balance, it’s not just about what you need—it’s about how the business benefits too. Start by showing how flexibility can actually boost productivity, increase morale, and reduce burnout. Share examples or data that highlight how work-life balance policies have led to better results for other teams or companies. Then, be specific about what you’re asking for. Whether it’s remote work options, flexible hours, or wellness perks, tie it back to how it will help you perform at your best. It’s important to emphasize that this isn’t just a personal benefit, but a step towards a more sustainable and effective way of working. Position work-life balance as a strategy for mutual success.