This dissertation grew out of my interest in the holistic health of the individual and how something, like work, which we spend at least one third of our life doing, effects it. Human Resource Management and Personnel Development are pillars of business strategy with functional capability in this area, yet they approach the individual in the same way all the time, usually through training and development or health and safety management. As working patterns change and move away from the traditional model so to do the needs of employees. The overall aim of the study was to discover how employers are coping with these changes. An interview schedule was used to investigate atypical work patterns and perceived employer attitudes towards employee health and wellbeing. The findings displayed encouraging results with the majority of organisations now offering atypical work patterns but many have yet to realise the seriousness of work related health disorders. Attitudes to differing work patterns are also slow to change. Employers must lead the charge if precarious work / life balance is to succeed. Further is needed into the area of work organisation, and other forms of work, such as telework should be encouraged beyond the IT sector. Implementation of employee wellness schemes is posing a problem for SME's due to budgetary constraints. This area requires independent research and training for those involved in implementation.