Achieving a happy work-life balance is an oft-cited goal, despite it feeling like an unfathomable, intangible dream for so many workers in the UK.

Of the 38 countries surveyed by the Organisation for Economic Co-operation and Development (OECD), the UK regularly ranks among the worst for work-life balance (it’s currently 34th). Despite reasonable statutory annual leave and maternity leave, UK workers regularly work long hours that exceed the OECD average, and many feel an expectation to engage with work commitments (such as answering emails and taking calls) outside of work hours.

Consistently at the top of the leaderboard, however, is Denmark. Only 1.1% of Danes work 50 or more hours a week, compared to the world average of 10.2% (and the UK’s even worse 10.8%) and they spend close to 16 hours a day on personal care (eating, sleeping, etc) and leisure, which is considered well above the OECD (and UK) average of 15 hours.

However, despite working less and socialising more, the Danes aren’t slackers; in fact, Denmark boasts some of the world’s highest productivity levels, with Danes coming in as the third-most productive workers in Europe.

So, what’s Denmark getting right (that we’re getting so wrong)?

“Denmark’s work culture emphasises efficiency and simplicity, with little value placed on staying late for the sake of it,” says Hannah Salton, a career coach and consultant who lived in Denmark for a year in 2009. “Danes focus on working productively during office hours, making sure that work doesn’t overspill into personal time. It’s common for employees to leave the office on time and not take their work home with them.”

Indeed, it’s common to find a Danish office completely empty at 5pm, as Monica Kranner, a nutritionist who lived and worked in Copenhagen for four years, found out. “I was used to regularly being in the office until 7–9pm in the UK, but when I started working for a pharmaceutical company in Copenhagen, everyone left the office between 3pm and 5pm,” she says.

Staying extra hours at work is highly discouraged in Denmark, with most employees leaving around 4pm to pick up children, attend a sports club or meet with friends.

Kranner also says that emails and calls outside of work hours are kept to a minimum. “If I did get the odd email or call over the weekend, there was no expectation of a reply. And if there was an emergency to deal with outside of working hours, I didn’t mind so much because work was such a positive environment.”

“Unlike in some countries where trust must be earned over time, in many Danish workplaces, trust is assumed from the start,” says Salton. “Employees are treated as capable, responsible adults and this trust fosters a culture of autonomy and mutual respect.”

Kranner says that she never felt that sense of being controlled or having to constantly report to someone higher up. “I never felt like there was someone behind me watching what I was doing – I felt like I was in charge of my job.”

Salton says this emphasis on trust enhances workplace morale and can also boost efficiency by allowing employees the freedom to focus on their tasks without being micromanaged.

She also explains that Danish managers typically adopt an adult-to-adult approach in their relationships with team members, rather than a hierarchical or parent-child dynamic. “This collaborative management style encourages open dialogue, allows employees to take ownership of their work and helps to create a sense of equality at work.”

This is something Kranner experienced in Copenhagen: “You get a lot of training in advance, then it’s this sense of ‘Let’s do this together.’ It wouldn’t be uncommon for the CEO to sit next to you in the canteen, for example.”

The canteen Kranner mentioned was closer to the food hall at Harrods than a typical office canteen, she says. “It was packed with seafood and freshly made juices. I was blown away, but my Danish colleagues were so cool about it because food is so central to Danish life. Everyone would take their lunch break, get a warm meal and sit down and eat together.”

She could also access yoga classes, dance classes and a gym at the office; wellness retreats were also on offer. “We had a party room in the office, where you could get a drink for 1kr (around 11p) to encourage socialising with your colleagues after work.”

A healthy lifestyle, including food quality, social policies and general lifestyle choices, is embedded in Danish culture. “When you cycle in Copenhagen, the bike lane is the same size as the lane for cars,” says Kranner. “So you can take a bike peacefully to work, knowing there’s minimal danger.”

Not only does this increase overall levels of mental and physical wellbeing (meaning fewer sick days), but all these perks make the workplace a more enjoyable place for employees to spend their time.

Since 2022, in Denmark both parents are entitled to 24 weeks of parental leave, plus 10 weeks of maternity leave for mothers and two weeks of paternity leave for fathers and co-parents after the child is born.

“Dads are encouraged to take paternity leave, which is supported by government policies and the general culture in Denmark. This shared responsibility can often allow families to have a better work-life balance,” says Salton.

Additionally, unlike the crippling childcare costs we experience in the UK, Denmark offers highly subsidised childcare, making having a family a more affordable option.

“Generally, you don’t have to decide between having a job and having kids in Denmark,” says Kranner. “It’s common for office buildings to have creches, which is another way they integrate family life with working life.”

Roughly 72% of Danish women have paid jobs outside the home, which is far above the OECD average of 59%. Flexibility around working hours is a given in Denmark, which helps parents strike a much better balance between home and work life.

Images: Getty