Work-Life Balance

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​This procedure defines Work-Life Balance and articulates the department’s commitment to assisting employees achieve a work-life balance.​


​The Department of Education, Training and Employment recognises that health and productivity can be enhanced by implementing organisational structures, systems, practices, working conditions and employment practices to facilitate a work-life balance.

Employees have a range of cultural affiliations and family responsibilities that impact on work-life balance. The Department is committed to ensuring that employees are not disadvantaged or discriminated against in any way connected to their employment.

Flexible work practices should reflect the staffing and work requirements of each workplace and be negotiated between the individual employee and their manager/principal.


Workforce Diversity and Equity Unit:

  • Provide employment equity advice and consultancy services to assist in managing workforce diversity and equity matters. More information is available on the Workforce Diversity and Equity website.

Workforce Relations Unit:

  • Establish information on flexible work practices including advice on how such arrangements can be implemented and successfully managed. 
  • Play a facilitative and advisory role in ensuring that flexible work arrangements and initiatives to achieve a work-life balance reflect the values of the department and the Queensland Government.
  • Provide support for managers/principals in the interpretation and application of this policy and advice and services to support the implementation of flexible working arrangements.


  • Encourage work practices and processes that enable flexibility for employees and while ensuring productivity and customer service is maintained.
  • Consider and implement flexible work practices, subject to the genuine operational restrictions of the worksite.
  • Treat staff accessing flexible work arrangements fairly in selection processes.


  • Identify specific flexible work practices and individually negotiate with their manager/principal how to best implement such arrangements to gain mutual benefits while not restricting service delivery.

Employee Assistance Service:

  • Provide a specialised confidential counselling service as required by any employee.  The service is available in locations throughout the state. For more information see Employee Assistance Service.


​The step by step process for this procedure is listed by role under Responsibilities.

Additional content will be included in this section following the next scheduled review of this procedure.

Online Resources

​Not Applicable

Review Date

Attribution CC BY

​Cultural Affiliations
The behaviours, beliefs, values and symbols that identify an individual’s membership with or identification to a cultural group (ethnic, religious, or community).

Family Responsibilities
The employee must hold some responsibility toward the person concerned.  Family members include, but are not limited to:

  • Members of the employee’s immediate family, such as children (including adopted and step children), adult children, spouses, partners and de facto spouses (including former spouses, de facto spouses and same sex partners), parents, grandparents, grandchildren, and the employee’s siblings.
  • Members of the employee’s household.

Flexible Work Practices
How, where, and when work is done; the capacity for work practices and systems to respond to the changing needs of the organisation, employees and clients.

Work-Life Balance
The development, implementation, and facilitation of programs, practices and initiatives that enable employees to balance their work and personal lives.