IMPLEMENTATION OF WORK LIFE BALANCE POLICIES FOR EMPLOYEES AT BPJS KETENAGAKERJAAN DEPOK BRANCH
Keywords:
Work Life Balance, Policy Implementation, Employee Well-being, Employee Performance, BPJS KetenagakerjaanAbstract
The increasing work demands in public service institutions have raised concerns about employee well-being, particularly regarding Work Life Balance policy implementation. This study aims to analyze the implementation of Work Life Balance policies among employees at BPJS Ketenagakerjaan Depok Branch, identify supporting and inhibiting factors, and examine employee perceptions of the implemented policies. A qualitative approach using the case study method was employed, with four employees selected through purposive sampling as the unit of analysis. Data were collected through in-depth interviews, observation, and documentation, then analyzed using the Miles and Huberman interactive model. The findings indicate that Work Life Balance policy implementation at BPJS Ketenagakerjaan Depok Branch has been formally structured, encompassing official working hours, 12 days of annual leave, health check programs, religious activities, and annual employee gatherings. Supporting factors include adequate office facilities, clear SOPs, harmonious workplace relationships, and a non-hierarchical work culture. However, significant gaps exist between formal policies and field implementation, particularly when workloads are high. Key obstacles include insufficient human resources relative to workload volume, ineffective workload distribution mechanisms, socialization activities conducted outside working hours, and inadequately addressed employee psychological well-being. Employee perceptions were generally positive yet critical, appreciating management commitment while expressing dissatisfaction with inconsistent implementation and insufficient attention to psychological welfare. These findings suggest that strengthening socialization, adding proportional personnel, establishing equitable workload redistribution mechanisms, and providing psychological support services are essential to optimize Work Life Balance policy implementation sustainably.
