Reviewing the scales of work-life balance in the Philippines
By Jomarc Angelo M. Corpuz, Special Features and Content Writer
As millennials make up the bulk of workforces and Generation Zs come of age and slowly enter the workforce, the concept of work-life balance has proliferated and become the desire of most young Filipino professionals. After all, having enough hours to rest and time for oneself is a great factor in determining job satisfaction, mental well-being, and long-term career sustainability.
However, achieving this balance seems to still be a challenge in many industries in the Philippines, where long hours, high workloads, and the pressure to constantly be “always on” often clash with the very idea of personal time and rest.
Based on results from a study by the human resource platform Remote, the Philippines placed 59th out of 60 countries in the 2024 Global Life-Work Balance Index. The Philippines scored 27.46 out of 100 on the index, with Filipino employees averaging 40.63 work hours per week. The ranking took into account factors such as statutory annual leave, minimum statutory sick pay, paid maternity leave and its rate, minimum wage, healthcare quality, happiness levels, lesbian, gay, bisexual, transgender, and queer or questioning (LGBTQ+) workplace inclusivity, and overall safety.
Telling a similar story, a study by medical insurance firm AXA shows that 87% of Filipino workers experience tiredness, trouble sleeping, stress and anxiety, loss of interest, difficulty concentrating, loss of self-confidence, feeling of worthlessness, and appetite or eating disorders as consequences of the work environment that they are a part of. According to the AXA Mind Health Study, that figure is 11% higher than the global average (76%), with half of the Filipino workforce even noting that they have gone through more than four of these consequences.
Additionally, the study noted significant disengagement from work as a repercussion of poor mental health in the Philippines’ workplaces. Data show that 85% of Filipino employees are considering stepping back from work, with 68% thinking about quitting or changing jobs. Many are even taking proactive measures to get by, such as enrolling in training courses to shift careers (57%); working remotely to avoid physically being in the office (54%); or taking sick leave (50%), with 31% specifically citing mental or psychological health issues.
Unfortunately, burnout is also increasingly becoming a concern in the country’s work environment, affecting 33% of respondents, slightly above the global average of 20%. More alarmingly, only 22% of those experiencing burnout sought help from healthcare professionals, highlighting a substantial gap in mental health support within Filipino workplaces.
One silver lining that the study highlighted is the willingness of Filipinos to turn to their managers for support more often than their global peers (64% versus 46%). Another positive for Filipino employers, around 71% of employees believe their companies are taking steps to support their mental health, higher than the global average of 57%. Satisfaction with company support during personal challenges is also relatively strong at 68%, though it falls to 58% among those experiencing burnout.
The report also aimed to identify actionable steps employers can take, highlighting several priorities directly from the respondents. Filipino workers expect initiatives such as mental health workshops and seminars (49%), access to external consultation services (43%), and designated mental health days (38%). Interestingly, their preference for mental health education is notably higher than the global average (49% versus 36%).
Latest measures on workplace happiness
Looking at a different perspective on mental health, work-life balance, and workplace stress, recent WorkL data from first quarter (Q1) of 2025 provides a closer look at how employee happiness differs across demographics, roles, and other key factors in the Philippines.
During Q1 2025, disabled employees experienced significant volatility in happiness, with scores of 73.7% in January, 83.1% in February, 71.9% in March, and 81.9% in April. On another note, gender-based data showed relatively steady engagement, with males reaching a high of 81.2% in April, slightly above females at 79.6%.
Within organizational hierarchy, management staff consistently reported higher happiness, culminating at 83.7% in April. In contrast, engagement among non-management employees declined from 78.9% in February to 76.7% in April.
Age also played a significant role in engagement. Employees aged 45-54 recorded the highest happiness at 85.7% in April, while those aged 55-64 declined sharply to 64.7%, down from 79.3% in March. The oldest group, 65 and above, experienced a modest recovery, rising from 67.3% in March to 71.4% in April.
Length was influential as well. Employees with over ten years at their organizations reported consistently high happiness, peaking at 82.5% in March. Those with under a year of service improved from 74.9% in January to 78.3% in March, while employees with one to five years peaked at 81.3% in February, suggesting that early-career support is valued but may benefit from ongoing development opportunities.
Finally, sexual orientation showed notable differences. LGBTQ+ employees saw a marked increase in happiness from 71.5% in January to 78.8% in April, while heterosexual employees remained stable at 80.6%.
Despite the challenges highlighted by recent studies, the Philippines performs notably well in global engagement metrics. Data from WorkL’s Global Workplace Report 2025 show that the country recorded an impressive 80% engagement score, making Filipino employees among the most connected and motivated globally.
This duality mirrors a larger, more concerning, global pattern that shows high engagement can coexist with high stress when employees feel motivated but overextended. In the Philippines, this tension becomes obvious when examining specific workplace dimensions. While job satisfaction remains strong at 81.8%, perceptions of reward and recognition dipped slightly from 80% to 79%, indicating that Filipino workers are slowly feeling inadequately acknowledged.
What makes the Philippines particularly interesting in the global landscape is its demographic complexity, with its young population. Young professionals, especially Gen Z, are entering the workforce with clear expectations of meaningful work, mental health protection, and flexibility. Meanwhile, WorkL data show that older age groups report the highest happiness levels, suggesting maturity and tenure provide stability that younger workers have yet to achieve.
These data from AXA, WorkL, and Remote reveal that workplace well-being in the Philippines is, in a word, complex, with burnout, stress, and engagement varying across demographics and roles. Pro-employee initiatives such as mental health support, inclusive policies, career development, and flexible work are becoming more in-demand and may soon be necessary to achieve work-life balance in the country. By addressing these employee needs, companies can foster happier, healthier, and more productive workforces.
