What’s the secret to Denmark’s happy work-life balance?

Gabriel Hoces repeats a word seven times when he discusses what it’s like to work in Denmark – “trust”.

“No one is trying to micromanage you, or look over your shoulder,” says Mr Hoces, who works for a tech firm in Copenhagen. “Bosses aren’t coming in to check if you put in eight or nine hours a day, as they mainly only care if you completed your projects.

“There’s a lot of trust in Denmark in that way, and I don’t feel a hierarchy at my job. It’s all very democratic.”

It is no surprise to Mr Hoces, a married father of two young daughters, that Denmark is consistently among the top-five countries in the world for work-life balance rankings.

Only 1.1% of Danes have to work 50 or more hours a week, according to the most recent global figures from the Organisation for Economic Co-operation and Development (OECD). That’s a significantly lower proportion than the world average of 10.2%.

By contrast, the figure for the UK is 10.8% and the US is 10.4%.

Meik Wiking, author of the book The Art of Danish Living, has long regarded his home country as a shining example of what other countries should aspire to mimic with their workplace policies.

“Danes are actually happy at work,” he tells the BBC. “Almost 60% of Danes say they would continue to work if they won the lottery and became financially independent.”

Mr Wiking, who is also the boss of Danish think tank The Happiness Research Institute, shares several policies that help generate a strong work-life balance in Denmark.

These include the right to a minimum five weeks of paid vacation per year, in addition to public holidays. In the UK most workers are entitled to 5.6 weeks of paid leave, but in the US it can be as low as just 11 days.

Denmark also offers a very generous six months of paid maternity and paternity leave. In the UK the father, or non-birthing partner, typically gets one to two weeks of paid leave.

In the US there is only a federal guarantee of unpaid parental leave, although some states, such as California, now offer paid time away from work after the birth of a child.

Mr Wiking is another Dane who cites the concept of bosses trusting their employees to do the right thing. He uses the example of staff at the Tivoli Gardens amusement park in Copenhagen, where they follow the three-metre rule.

The idea is that you are CEO of everything within a radius of three metres. “If you see garbage within your three-metre radius you pick it up, and if you see a guest looking for something, you stop and ask them if you can help,” says Mr Wiking.

He adds that when staff take ownership of their own space it can help them feel empowered and appreciated, which goes a long way to contributing to a healthy sentiment about their workplace.

Janine Leschke, a professor in the department of management, society and communication at the Copenhagen Business School, says Denmark is definitely “not a work culture where you have to show up and be available all day, all evening, to show that you’re working hard all the time”.

Instead, she says flexibility during the workday gives employees the time they need to, say, pick up their children from school or day care. “The day doesn’t have to officially end at five or six, and that’s appealing to a lot of Danes with kids.”

Mr Hoces has noticed how some employers in the US may expect their staff to be available over weekends, to answer the odd email or message. That kind of overtime doesn’t fit with his outlook on a positive work-life balance.

“If I was expected to take calls on the weekend, that would be a huge red flag to me, and I would likely change jobs,” he says. “But so far that hasn’t happened to me or anyone I know.”

Casper Rouchmann, a Copenhagen-based CEO and founder of tech firm SparkForce, says his relaxed leadership policy would be familiar to most Danes. “You don’t need to ask me to leave early,” he says. “No one takes advantage of my kindness.”

Mr Rouchmann adds that the element of trust is so ingrained in Danish culture, visitors to Denmark are often aghast at how far it can go. He also highlights Denmark’s generous welfare state, and the fact that firms have to give financial compensation to staff who are made redundant.

“If you lose your job, the government is there to help,” adds Mr Rouchmann.

As much as other countries can learn from Denmark’s work-life balance, he says it has some downsides. “Some people can rely too much on that safety net, and it might say to them that they don’t have to take real risks, which is why we can be less entrepreneurial compared to the US.”

Samantha Saxby, an American human resources expert, says Denmark has such a good work-life balance because the country “prioritises collective well-being”.

By contrast, she says the US “has long emphasised individual achievement and ambition, which has driven tremendous innovation, but often at the cost of work-life balance”.

Yet Ms Saxby, who is director of marketing for the US National Human Resources Association, says that companies in the US and elsewhere around the world may be finally following the lead of Denmark and the other equally happy Nordic nations.

“Progressive organisations are introducing benefits like unlimited paid time off, mental health days, and wellness programs, to encourage employees to prioritise self-care,” she says. “These measures not only alleviate pressure, but also demonstrate that employers value their workforce’s overall well-being.

“More companies are recognising that well-rested and balanced employees bring fresh ideas, better problem-solving skills, and greater engagement. Employees are beginning to feel empowered to take the time they need without sacrificing career growth.”