Arm
What's the Work-Life Balance Like at Arm?
Frequently Asked Questions
At Arm, we recognise that the work we do is complex, fast moving, and technically demanding. Sustaining that pace requires an approach to workload and work-life balance that supports both performance and wellbeing.
We focus on creating an environment where people can do deep, meaningful work while maintaining balance over time. This includes:
- Flexible and hybrid working, designed to support both collaboration and personal needs
- A quarterly Day of Care, giving time to recharge
- Progressive leave policies, including parental leave and sabbaticals
- A range of wellbeing and health support, helping people maintain energy and resilience
Managers play an important role in supporting sustainable workloads through clear prioritisation, realistic planning, and respecting boundaries. Teams are encouraged to focus on what matters most, removing inefficiencies and aligning work to impact.
We also take a broader view of success. We believe high performance should be sustainable, not achieved at the expense of wellbeing. That is why we continue to invest in benefits, flexibility, and support systems that help people navigate both work and life with confidence.
Overall, our approach is to balance high ambition with long term sustainability, so people can contribute at their best while maintaining a healthy and supported work life experience.
At Arm, our approach to flexibility is designed to support both high performance and personal wellbeing.
We operate a hybrid working model that brings people together in person to collaborate, move at pace, and solve complex problems, while also recognising the value of flexibility. Within this framework, teams are empowered to define their own working patterns based on the needs of the work and the team.
This means flexibility can look different depending on the role, but the focus is consistent. We aim to create an environment where people can do their best work while managing their individual circumstances.
In some cases, flexibility may be shaped by local legal, regulatory, or business requirements. Where this applies, we work closely with individuals to find the most effective solution.
Overall, our approach is to balance connection, collaboration, and flexibility, enabling teams to deliver impact while supporting sustainable ways of working.
At Arm, supporting mental health and wellbeing is a core part of enabling people to do their best work.
We take a holistic approach, recognising that wellbeing includes mental, physical, social, and financial health. Support is built into both our culture and our benefits, helping people maintain the energy and resilience needed for complex, high impact work.
This includes:
- Access to wellbeing services and expert support, such as coaching, health assessments, and Employee Assistance Programs
- Flexible and hybrid working, helping people manage work alongside personal responsibilities
- A quarterly Day of Care, providing dedicated time to rest and recharge
- Health and wellness benefits, including insurance, fitness support, and local wellbeing initiatives
We also focus on creating an environment where people feel supported day to day. Managers are encouraged to prioritise sustainable workloads, open conversations, and a culture where people can ask for support when they need it.
Overall, our approach is to support wellbeing in a way that is practical, continuous, and embedded in how we work, so people can sustain performance and thrive over the long term.
Arm Employee Perspectives
What’s your quotable principle for keeping a sustainable work pace — and what signal shows it works?
To maintain a sustainable work pace I look to delivering high-quality work without depleting energy for my home and family life. There are times when that balance shifts. Engineers thrive on optimizing systems whilst sometimes forgetting they too are a system that needs to work sustainably. Sprints are short for a reason so without correction to the balance the risk is building technical debt in your home life.
I measure if it’s effective if I am not resenting either work or home sides of my life. For example, not dreading Monday morning being able to go on leave without the work collapsing. Sustainability isn’t about doing less, it's about finding a rhythm that you can repeat for years.
Which policy or norm makes flexible work succeed — and how do you measure impact?
Rewarding quality output over presenteeism. Quality output also covers team cohesion and a team that can be flexible and empathetic to life events is a stronger team.
Which wellbeing-related resource do people actually use — and what improvement have you seen on your team?
There are a variety of resources people have access to, and from personal experience, the health-related resources are helpful. Even simple things like prompting regular health screening supports us to enjoy a better quality of life. Access to a gym in the workplace is also a great resource that people can use and helps break up the sedentary desk work with some physical challenges.
Arm's Benefits
Offers a flexible time off policy
Offers generous PTO
Offers sabbatical leave
Provides bereavement leave
Provides paid holidays
Provides paid sick days
Provides wellness days
Has employee-led culture committees
Offers Employee Resource Groups
Offers wellness programs
Provides access to an onsite gym
Allows work from home occasionally
Offers a remote work program
Utilizes a full-time remote friendly model
Utilizes a hybrid work model
