Based on employee feedback from annual surveys, organizations generally experience incremental improvements on work-life balance. Some teams experience breakthroughs, but a causal relationship is often difficult to establish with a specific program or initiative. This often reflects in a disconnect between organizational investment and employee feedback from surveys. To get at the root of the issue, we intend to visit the definition of work life balance from an employee perspective. We further note the scope for improvement in the design, delivery and measurement of corporate work-life balance (WLB) programs to align with employee perspectives and effectively cater to their needs.