In recent times the concept of work–life balance (WLB), referring to maintaining a balance
between time working and time spent outside work, has become an important element in
many organisations. In particular, achieving a balance between family responsibilities and
work commitments play a significant role in employees’ lives, especially for mothers, in
terms of enabling them to retain a positive social life and good health. In fact, working parents still facing many challenges per day such as child sick, start school for children and help them with their homework combine to finish home activities. Assuring a positive work environment is important in enhancing motivation and satisfaction and has a beneficial effect on employee performance. However, this not only relates to benefits for the firm, but also personal improvement and the resolution of many problems. Watts (2009) said his work/life balance approach permits more control and independence for the labourer as they have more noteworthy flexibility to work concurring to the requirements of their life, not fair only the needs of the organization. Organisations are beginning to centre on the execution of flexibility work programs for ladies in specific, as working mothers appear to have the high level of stressful related to the requests of balancing work and as parent (Abdelwahab, 2007).

Nowadays the labour market of woman has rapidly increasing in worldwide. The work constrain is progressively differing and comprised of a noteworthy number of woman. The entrance of woman into the work constrain brings extra complexities to organisations as ladies involve senior positions inside organisations. “The challenges experienced by women range from the traditional roles into which women are socialized, to exclusion from male-only clubs, discrimination and the glass ceiling which affects women and minorities, preventing them from advancing to senior positions” (Nieto, 2003; McRobbie 2004; 2003; Odendaal& Roodt, 2003). Consequently WLB increases the effectiveness of employees and improves satisfaction with both work and personal lives that includes issues with family, working time, welfare, social security, leisure time. “While research has shown that there are significant expenses associated with the consequences of uncontrolled job stress (APA, 2014), such as less employee engagement, decreased productivity, and higher voluntary turnover (Conlin, 2006)”. For that reason, organisations can provide verities policies of WLB that can help to reduce the stress and increase productivity and enhance mothers to focus on there jobs. This study will focus on women working in Saudi Arabia, the numbers of working women’s is increasing more than before. There are some policies use it that can help mothers to balance their time between home and work but still these policies need more improvement. In KSA men and women are brought up to believe that housework is a woman’s responsibility; men only are the breadwinners of the family. When women enter the labour force, they add a new role to their traditional role. Both roles demand a great deal of women’s time, energy and skill. Fatherhood and paid work are see as complementary and supportive of each other, while motherhood and paid work are seen to be in conflict. Working mothers are frequently accused in the media of being neglectful of their children and families. But now this believe has little changing better than few years ago.

1. How do employee mothers define and view WLB in KSA?
2. What are employee mothers’ perceptions of policies aimed at enhancing WLB?
3. 3. What WLB policies are implemented by HR in saudi to support staff
members who are mothers?