More About Denmark's Work/Life Balance

The Missing Piece in the Work-Life Balance Conversation: Unions

Denmark often makes headlines for its enviable work-life balance. The Danes work fewer hours, enjoy more paid leave, and report higher levels of job satisfaction and trust in the workplace. It’s tempting to chalk this up to cultural quirks or enlightened management practices or even just better people, but the truth is more structural and less often discussed. The secret lies in Denmark’s robust union density, which stands at an impressive 67%.

You heard me talk a bit about this in an old episode called Lead like a Swede. David Silverberg’s recent BBC feature also highlights the trust, flexibility, and generosity of Danish workplaces, but commentators rarely connect these qualities to the collective power that unions have built over decades (his piece is worth a read). The truth is, Denmark’s work-life balance isn’t a cultural gift.

It’s a negotiated one.

The Role of Unions in Denmark’s Work Culture

Unions in Denmark are deeply embedded in the fabric of the labor market. They don’t just advocate for higher wages or better benefits; they create the foundation for a workplace culture that prioritizes well-being and fairness.

The result includes the very policies Silverberg praises, such as five weeks of guaranteed paid leave, generous parental benefits, and financial support for those who lose their jobs. These aren’t perks handed down by benevolent employers; they’re the result of collective bargaining agreements that cover nearly every worker, regardless of industry or job level.

Take the concept of trust, which is so central to the Danish workplace and an idea that we have discussed endlessly in this space because it’s the foundation of effective organizational functioning. The simple fact is that it’s easier to trust your employer when structural safeguards, negotiated by unions, ensure you won’t lose your job without cause, won’t be forced into unreasonable overtime, and will receive financial support if the worst happens.

Trust isn’t a cultural accident; it’s the product of a system designed to protect workers.

Why the U.S. and U.K. Struggle to Replicate This Model

(My first question is are they even trying?)

The contrast with countries like the U.S. and the U.K. is stark. Union density in the U.S. has fallen to just over 10%, and in the U.K., it hovers around 23%. Without strong unions, workers are left to negotiate individually, often at a significant disadvantage. The result? A labor market where unpaid overtime is common, paid leave is minimal, and employees are expected to be perpetually “on,” even during weekends or vacations.

As an American HR expert in the article noted, U.S. workplaces often emphasize individual achievement over collective well-being. While this idea may seem to drive innovation, it also fosters burnout and an unhealthy work-life balance. Progressive companies offering mental health days or unlimited paid time off¹ are the exception, not the rule, and without unions, these benefits can disappear as quickly as they were introduced.

What Will It Take for the Rest of Us to Catch Up?

If we want to create workplaces that prioritize well-being like Denmark’s, we must confront the structural deficiencies that make such balance elusive. Here’s how we can start:

1. Support Unionization Efforts Employees must recognize that union membership is about more than wages and is also about securing protections that ensure fair treatment, reasonable hours, and time off for all. Advocating for unionization, or supporting existing unions, is the first step to building a workplace culture that prioritizes balance.

2. Reframe Public Narratives About Unions: Too often, unions are portrayed as relics of the past or obstacles to progress, but I ask you: Whose narrative is that? Leaders and advocates must work to shift this perception, highlighting the modern role unions play in fostering innovation, economic stability, and fairness. I don’t have a lot of optimism on this point, to be honest, because leaders who are incentivized by economics have no motivation for this conversation. At the end of it, let’s all just acknowledge that treating people badly is simply cheaper, easier, and more efficient. Justice, fairness, and equity take time and nuance.

3. Demand Policy Changes Legislative action is crucial. Policies like paid parental leave, guaranteed vacation days, and limits on overtime shouldn’t be rare privileges; they should be national standards. Workers and leaders alike must push for policies that align with global norms of fairness and equity (not that these are norms everywhere, but we do have good models). Again, I have no optimism for leaders in this conversation, to be honest, which leaves the rest of us to acknowledge that collective power at our level is the real path.

4. Adopt Collective Bargaining Beyond Unions: For non-unionized workplaces, collective bargaining principles can still be applied. Leaders should involve employees in decision-making, seek input on workplace policies, and prioritize transparency in pay and benefits. We have a ton of research on this point: Democratized organizations are simply more effective in promoting overall health, wellness, and culture.

5. Educate and Mobilize Workers Many workers, especially in industries with low union density, don’t fully understand the benefits unions bring to their lives. Leaders in progressive organizations and communities can help by fostering education around collective action and workplace rights.

I think when I’m thinking about leaders in this conversation, I’m really thinking about those of us at the mid-level. I’ve always believed that the real work of an organization happens at the mid-level, which is why so much of my time and attention focuses there.

For this conversation, too, it’s the mid-level where the most gains will be achieved: We’re generally the most trusted people in the organization as proximate leaders, the most in touch with the reality of the enterprise, and our relationships with our teams ultimately create the most significant impact on a whole host of organizational outcomes.

The Path Forward

Denmark’s work-life balance isn’t an unattainable ideal; it’s a model built on decades of collective action and structural support. It’s easy to admire their trust-filled, flexible workplaces, but replicating those conditions requires more than good intentions. It demands systems that protect workers, policies that prioritize equity, and a commitment to collective well-being.

The question isn’t whether we can catch up to Denmark. The question is whether we’re willing to do the work required. By advocating for unions, demanding better policies, and changing the narrative around worker protections, we can create workplaces where balance isn’t just a dream but a reality for everyone.

We have work to do, especially as we note the shift in the national discourse here in the U.S. The masculine energy we’ve been hearing about isn’t just about numbers; it’s about dynamics that aim to continue shifting power to the top.

Now is the time for broader action, y’all. Now is the time.

1. Not always a great policy, to be honest. Unlimited time off can be a benefit only if the culture is such that people are incentivized to use it (and not punished in intangible ways).