Ericsson
Ericsson Work-Life Balance & Wellbeing
Frequently Asked Questions
Employees at Ericsson describe workload and work-life balance as intentionally managed, with a clear expectation that performance should be sustainable over time. The culture actively discourages burnout and reinforces that people should not feel constantly on call to succeed.
They point to structured support through programmes like Take Back Your Time, which helps teams improve prioritisation and ways of working, and team-level tools such as Work Environment workshops and WE Check assessments that identify workload risks and trigger adjustments. These are combined with everyday practices like clear prioritisation, focused work time, and manager support.
What stands out is the balance between accountability and care. Employees are expected to deliver, but within a system that recognises energy, focus, and time as finite resources, making it easier to sustain performance across different roles and life stages.
Leadership reinforces this by setting clear expectations around healthy working patterns, guiding managers on meeting discipline and boundary setting, and continuously using employee feedback to refine how work is structured and experienced.
Employees describe Ericsson as flexible, accommodating, and supportive of work-life needs. They highlight hybrid ways of working that combine in-office collaboration with remote flexibility, along with the ability to manage schedules, adjust working hours, and create routines that fit both personal and professional priorities as evidence that flexibility is part of daily life. This flexibility helps employees balance work and personal responsibilities, sustain performance over time, and stay engaged in their roles.
Leadership reinforces this by providing clear guidance on hybrid working expectations, enabling distributed teams through modern collaboration technology, and ensuring managers apply flexibility consistently across teams. There is a strong emphasis on trust and accountability, with open communication around how, when, and where work gets done.
Additional signals include consistent employee feedback highlighting flexibility as a key part of the experience, along with external recognition and employer brand coverage that reflects Ericsson’s approach to hybrid and flexible work.
Employees at Ericsson describe wellbeing as an active priority, supported through a mix of global programmes, local resources, and everyday ways of working. Support spans mental, physical, and emotional wellbeing, helping employees stay balanced and resilient over time.
They highlight access to confidential support through the Ericsson Care Line and our Employee Assistance Programme, alongside resources from Ericsson Care such as webinars, self-assessments, and guidance on topics like setting boundaries and managing stress. These are complemented by practical tools and learning from initiatives like Take Back Your Time, which focus on sustainable productivity and wellbeing in hybrid environments.
What stands out is the proactive approach. Employees are supported not just when challenges arise, but with ongoing tools, education, and flexibility that help prevent stress and maintain wellbeing.
Leadership reinforces this by listening to employee feedback, investing in programmes employees find valuable, and equipping managers to create supportive team environments where wellbeing and performance go hand in hand.
