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Although most firms pay lip service to offering employees a good work/life balance, less than 10% of companies in the UK actually deliver on their promise, according to research conducted by Robert Half Finance & Accounting.

Dave Jones, UK managing director of Robert Half Finance and Accounting, says, “Most financial directors and chief executives know that work/life balance is an issue and many companies will say that they are on board. However, the reality is that only the most forward thinking firms are actually doing it.”

The survey, in conjunction with Accountancy Age magazine, canvassed 1,100 finance professionals in the UK and showed that one in three find balancing their work and home lives the most challenging part of gaining a promotion.

Men claim to put in longer hours with 37% saying they work a 46 hour-or-more week versus 22% of women. Overall, 44% of finance professionals say they feel guilty if they if they do not rack up the hours, although only 9% admitted that they ever heard anyone complain.

However, Jones says that age and location also plays a part in attitude. It is not surprising, perhaps, that 44% of professionals aged 36 to 55 appear to have the most difficulty in balancing their work and life compared to only 28% of those in the 25 year-old and under age bracket.

“It depends on the profession and where people live; however, we found that people in their 20s who are working in central London and do not have families do not mind working longer hours," Jones says. But professionals who live in the Thames Valley do. This is because they are probably older, have young families and want to spend more time with them.”

The survey also noted that people will leave if they are unsatisfied with their career prospects. About 52% of those questioned moved in the past for this reason and would have no qualms about looking for greener pastures in future, while 58% admit they are not happy with their current career progression.

As a result, providing a good pay package and a better working environment are not enough to retain key people. Companies must also offer challenging and rewarding opportunities along the career ladder.