Description:
It has been suggested that work-life balance policies are good weather policies, which have been implemented in times of a favourable economic environment and/or high demand for labour but may be withdrawn once those conditions deteriorate. This paper outlines three critical limitations of the management-oriented work-life balance literature. I argue that organisational approaches alone cannot bring about more balanced work-life conditions and that the scope of the current discussion needs to be systematically broadened to incorporate insights provided by research in other disciplines.