TOWARD LEGAL INSTITUTIONALIZATION OF FLEXIBLE WORK: A SOCIO-LEGAL STUDY OF WORK-LIFE BALANCE IN PAKISTAN

Abstract

This research looks at how work-life balance (WLB) and flexible work models fit together in the social and legal setting of Pakistan. As the way people work throughout the world changes, especially due to the COVID-19 pandemic, flexible work arrangements, such as remote work, flextime, and hybrid models, have become effective ways to enhance employee health, productivity, and inclusion. However, Pakistan's reaction remains unequal due to outdated laws, inadequate technological infrastructure, and deeply ingrained organizational cultures. The article uses a combination of approaches to look at how ready and legally ready Pakistani institutions are to make flexible work a normal part of their operations. It points out big problems with labor regulations, especially the Factories Act (1934) and the provincial Shops and Establishments Ordinances, which don't fit with the demands of modern workers. The Constitution of Pakistan merely makes a general, non-binding promise of decent working conditions. It doesn't make any promises that can be enforced for flexible arrangements. Real-world data shows that areas like ICT and education are more flexible, whereas older businesses still put a lot of value on presentism. Flexible work makes employees happier and less stressed, especially women and young professionals. But there are still problems, such as the lines between work and personal life being blurred, management not being built on trust, and gender inequalities getting worse when people work from home. The research says that there should be major changes to the law, a national strategy on flexible employment, and money spent on digital infrastructure and HR procedures that take gender into account. These changes are necessary to turn flexible work from one-time fixes into long-term, fair practices that follow international labor standards.