The latest physician burnout data from the American Medical Association shows the percentage of physicians feeling burned out has dropped below 50% for the first time since 2020, the lowest figure since a post-pandemic high of 62.8% in 2021. Physician burnout rates are moving in the right direction, partly due to increased focus on healthy work-life balance. While the concept of work-life balance isn’t new, both administrators and physicians, particularly from younger generations, are increasingly aware of its critical role in mental health and thus prioritize physician work-life balance.
It’s not just the younger generations who value work-life balance, however. According to Doximity’s 2024 Physician Compensation Report, 75% of survey respondents said they would be willing to accept or have already accepted lower compensation in exchange for improved work-life balance or more autonomy. This figure is up from the 71% reported in the 2023 survey. Although, even as the desire for work-life balance increases, it remains elusive for many physicians.
As Regional Vice President of Recruiting, I talk to physicians every day about their job search priorities, and work-life balance is consistently near the top. That said, evaluating work-life balance with a potential employer is not always easy. I advise physicians first to be clear about what work-life balance looks like to them and then use a multi-pronged approach to determine if the prospective organization can accommodate their needs. Physicians can make informed decisions that align with their personal and professional goals by asking the right questions and conducting due diligence.
5 Factors to Assess Physician Work-Life Balance
1. Workload and Schedule Expectations
Perhaps the most important factor in physician work-life balance is the workload. Physicians should ask questions about the following areas to evaluate the projected workload and its impact on work-life balance.
- Patient volume and appointment scheduling – How many patients are you expected to see per day? How much time is allotted for each visit?
- Call responsibilities – What is the frequency of on-call shifts? Are they evenly distributed among physicians?
- Scheduling and overtime expectations – What are the typical clinic or hospital hours? Are physicians expected to work beyond scheduled shifts regularly?
- Charting and administrative work – Is there adequate support (scribes, medical assistants) to handle documentation? Does the schedule include time for administrative work, or will physicians be expected to complete extensive paperwork and charting after hours?
2. Flexibility
A healthy work environment offers flexibility, allowing physicians to tailor their schedules to their needs. Know what flexibility looks like for you, and don’t be afraid to ask for it. What does an ideal flexible schedule look like for you? Many organizations offer a four-day work week, but other options might be a five-day week with shortened hours. Maybe it’s seven days on, seven off, or three weeks per month. Employers offering “flexibility” in a job description are typically open to requests like these, so know what is ideal for you and ask for it. Questions to ask include:
- Are there opportunities for part-time or flexible schedules?
- Can physicians swap shifts or adjust work hours when needed?
- Is remote work an option for administrative duties or telehealth visits?
3. Organizational Culture and Leadership
The culture of an organization plays a crucial role in work-life balance. A supportive culture prioritizes physicians’ well-being, while a toxic one may pressure physicians to overextend themselves. When interviewing, physicians should:
- Observe how leadership discusses work-life balance – Do they acknowledge its importance, or do they downplay concerns about workload?
- Speak with current physicians at the organization – Are they satisfied with their work-life balance, or do they seem overworked?
- Assess staffing levels and burnout rates – High turnover or physician dissatisfaction can indicate poor work-life balance. Ask about turnover rates and the reasons physicians have given for leaving.
- Look for structured wellness initiatives – Does the organization offer wellness programs, mental health support, or resilience training? What programs do they provide to support physician wellness proactively?
4. Compensation and Benefits Beyond Salary
Competitive compensation will always be a top priority among physician job seekers, but additional benefits can impact work-life balance, such as:
- Paid time off (PTO) and vacation policies – Does the employer encourage physicians to take time off, or is there an unspoken expectation that they must be available constantly?
- Maternity/paternity leave and family support programs – Are there policies that support work-life balance for physicians with families?
- CME (Continuing Medical Education) allowances and sabbaticals – Does the employer offer professional development opportunities without sacrificing personal time?
- Malpractice coverage and liability protections – Are physicians adequately protected, or does the employer place excessive legal burdens on them?
A well-rounded benefits package can significantly enhance work-life balance and job satisfaction, so don’t focus so much on the salary that you overlook other details of the offer.
5. Support Systems and Workplace Resources
Physicians thrive when they have support from administration and staff and access to adequate resources. Important aspects to evaluate include:
- Availability of advanced practice providers – Do physicians have help managing patient care and documentation?
- Use of technology and EMR efficiency – Is the electronic medical record (EMR) system user-friendly, or does it contribute to administrative burden?
- Team-based care and collaboration – Are physicians part of a supportive, collaborative team, or is the workplace siloed and isolating?
- Access to mental health resources – Does the organization provide counseling or peer support programs?
Strategies for Evaluating Physician Work-Life Balance with a Potential Employer
To gain a clear picture of work-life balance before accepting an offer, physicians should:
- Ask direct questions during interviews – Employers who prioritize work-life balance should be transparent and supportive of such inquiries.
- Speak with current or former employees – Candid conversations can reveal workplace realities that may not be evident during formal interviews.
- Review employment contracts carefully – Look for red flags such as unreasonable non-compete clauses, excessive call obligations, or unrealistic productivity expectations.
- Spend time at the facility – Observe workplace dynamics firsthand and spend time in the community to get a true feel for what it would be like to live and work there. Your decision should be based on your personal experience.
Evaluating work-life balance is a critical step in choosing the right employer. Before committing to a position, physicians must carefully assess workload expectations, flexibility, organizational culture, benefits, and available support systems. By asking the right questions and conducting thorough research, physicians can make informed decisions that foster the healthy work-life balance essential for long-term satisfaction and success.
If you are looking for a new employer who prioritizes work-life balance, the recruitment team at Jackson Physician Search is eager to help. Contact us today to discuss your goals, or start searching for physician jobs online now.
About Neal Waters
Neal’s career in retained physician search began more than 15 years ago. Early on, he recognized the strain an entire community feels when there is a shortage of physicians to meet patient demand. Since his first successful placement, Neal’s passion for identifying the best providers for each healthcare organization with which he recruits has grown.
Neal serves as Regional Vice President of Recruiting. In his role, he serves as a mentor to a growing team of Jackson Physician Search recruiters. He also enjoys collaborating with in-house recruiters who are dedicated to optimizing their physician recruitment and candidate acquisition strategies. Likewise, Neal specializes in helping physicians, especially residents and those early in their careers, advance their professional careers by finding the right fit.
