How to Set Boundaries to Create a Healthier Workplace

Do you always say “yes” to new projects? Do you work longer hours working from home than you do in an office? Are you overwhelmed by your workload on a day-to-day basis? Chances are that you have a boundary problem at work.

Boundaries are the invisible lines we set to define expectations and responsibilities for one another. In the workplace, these boundaries support psychological health and safety—ensuring that employees feel secure, respected, and protected from harm. When employees and organizations establish and honour boundaries, they create a foundation for trust and respect, clear expectations, and work-life balance—essentials for any healthy workplace.

What Are Organizational Boundaries?

Organizational boundaries include job expectations and behavioural expectations, which should be outlined in company policies and procedures. This could include expectations for hours of work, outcomes, and productivity measures. Any boundaries that employers create should speak to the company culture.

Having these expectations in place will help employees understand their rights and responsibilities and how they can protect their health at work. Some examples of policies that set psychologically safe boundaries include the following:

• Code of Conduct: This policy sets the tone for respectful and inclusive interactions. It should provide guidance on how to conduct courageous and respectful conversations.
• Hybrid work policies: These should outline the expectations for time, productivity, and accountabilities for employees wherever they work.
• Right to Disconnect: In Ontario, Bill 27: The Right to Disconnect, mandates that all employers over 25 employees must implement a written policy about “disconnecting from work.” The bill defines “disconnecting from work” as “not engaging in work-related communications, including emails, telephone calls, video calls, or the sending and reviewing of other messages, so as to be free from the performance of work.”

Similar policies are being considered at a federal level in Canada and are also being implemented globally. Employers should consider what this looks like within each job at the organization, and how the policies they set respect an employee’s need for work-life balance.

Five Types of Boundaries at Work

In addition to the job expectations and policies outlined by the organization, employees should also determine the personal boundaries that keep them feeling safe and well. Here are five types of boundaries employees can establish.

1. Physical boundaries ensure that privacy and personal space are maintained. This may include requesting others knock on your door before entering, creating space for decompressing after a meeting or session, and letting others know your personal comfort level with hugs or handshakes.
2. Intellectual boundaries that you set might include how your views and your ideas are used by others. Do others have permission to share your work or things you’ve said? This boundary will help keep you safe when sharing ideas.
3. Emotional boundaries include knowing where you end and other people begin. Emotions should not define you or overtake your decisions. Practicing self-control and self-regulation will help create this boundary so you can avoid feelings of guilt or shame.
4. You might have a cultural boundary that is set to preserve your differences in the workplace. This may include requesting accommodations for religious practices, asking others to acknowledge and respect your cultural identity, or creating inclusive spaces that celebrate diversity.
5. In the workplace, financial boundaries might include clarity over wages and expectation for salary growth. It might also include an understanding of how money is allocated to different departments and who is able to spend it.

How Can Employees Set Boundaries?

Communicate

Employees should communicate their boundaries directly and honestly with their colleagues. If the needs are not discussed, then the boundaries can not be respected. Clarity should be provided on how the boundary should be set, including the what, when, and who. Saying “I don’t” instead of “I can’t” can help enforce the boundary. For example, if working after 6:00pm is not part of your role expectations, you can say, “I don’t work after my scheduled office hours because that is when I spend time with my family.”

Discuss and compromise

Find ways to ensure that you have considered everyone’s boundary needs. Be open to other ideas on ways to manage the boundary or expectations.

Recognize that you are not responsible for other people’s feelings

Stop trying to keep the peace by allowing people to intrude on your boundaries. Honour your needs and you will be a more engaged and productive employee.

Delegate work or just say “no”

Do not apologize or make excuses for setting boundaries. When you are overloaded with tasks, say no to new work or delegate work to others, if needed. If you are delegating work, make sure to outline the expectations clearly.

Examples of workplace boundaries

• Take your breaks – let your team know you will be away for break or lunch.
• Do not respond to emails after work hours – say goodbye when you sign out.
• Establish focus time boundaries – set your status to “do not disturb.”
• Educate others on contact criteria for emergencies when you will not be available.
• Don’t feel the need to reply to messages straight away (depending on your role and your organization’s policies).
• Choose not to attend everything you are invited to.
• Feel comfortable expressing your opinion.

How Can Employers Support Boundary Setting?

Setting boundaries can be difficult for employees, especially if they do not feel psychologically safe to do. Employers should practice psychologically safe leadership by identifying barriers to a healthy culture and modeling the behaviour they want to see.

Create a Culture

• Lead by example. Demonstrate the organization’s commitment by modeling healthy workplace boundaries yourself.
• Examine workload issues to ensure expectations are fair and achievable.
• Have courageous conversations about expectations and deliverables.
• Correct employees where boundaries are broken.
• Review policies to ensure they clearly define working hours, time off, and responsiveness requirements.
• Consider creating a written policy that encourages disconnecting from work outside of work hours.

Provide Training

• Training on active listening, conflict resolution, and delivering feedback can teach employees how to communicate and respond to boundaries. Training can be delivered by Occupational Therapists who specialize in workplace mental health and communication strategies.
• Psychological Safety at Work Training and Manager Mental Health Training covers psychological health and safety risks and gives teams the strategies and tools to create healthy boundaries in the workplace.
• One-on-one success coaching provides employees with personalized strategies to identify and communicate their boundaries effectively. Occupational Therapists work with individuals to overcome challenges, develop confidence in their communication, and align their boundaries with organizational goals.

Contact us to discuss your current workplace strategies and find the right support for your healthy business.