What’s the secret to Denmark’s joyful work-life equilibrium?

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

“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 worry if you completed your projects.

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

It is no shock to Mr Hoces, a married father of two youthful daughters, that Denmark is consistently among the top-five countries in the globe for work-life equilibrium 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 advancement (OECD). That’s a significantly lower proportion than the globe 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 joyful at work,” he tells the BBC. “Almost 60% of Danes declare they would continue to work if they won the lottery and became financially independent.”

Mr Wiking, who is also the boss of Danish ponder tank The joy Research Institute, shares several policies that assist generate a powerful work-life equilibrium in Denmark.

These include the correct to a minimum five weeks of paid vacation per year, in addition to community 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 charitable six months of paid maternity and paternity leave. In the UK the father, or non-birthing associate, 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 propose paid period away from work after the birth of a kid.

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

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

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

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

Instead, she says flexibility during the workday gives employees the period they require to, declare, pick up their children from school or day worry. “The day doesn’t have to officially complete 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 respond the odd email or communication. That benevolent of overtime doesn’t fit with his outlook on a positive work-life equilibrium.

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

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 require to inquire me to leave early,” he says. “No one takes advantage of my kindness.”

Mr Rouchmann adds that the element of depend is so ingrained in Danish population, visitors to Denmark are often aghast at how far it can leave. He also highlights Denmark’s charitable welfare state, and the truth that firms have to provide monetary compensation to staff who are made redundant.

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

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

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

By contrast, she says the US “has long emphasised person achievement and aspiration, which has driven tremendous innovation, but often at the expense of work-life equilibrium”.

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 globe may be finally following the navigator of Denmark and the other equally joyful Nordic nations.

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

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