.png)
.jpg){kind=logo}
Rula
.png)
What's the Work-Life Balance Like at Rula?
Frequently Asked Questions
Rula approaches workload and work-life balance through a combination of flexibility, clear operating practices, and wellbeing-focused benefits. As a fully remote, async-friendly company, employees can work from anywhere in the U.S. and have flexibility to structure their workdays while using focus time to support deep work. Transparent company goals, shared OKRs, and regular business reviews help teams stay aligned as priorities evolve, while leaders encourage employees to work at a sustainable pace.
The company reinforces this approach with benefits and practices that support employee wellbeing. Employees receive flexible paid time off, wellness days, mental health benefits, paid parental leave, and two companywide shutdown weeks each year. Regular manager check-ins, open communication, and ongoing employee feedback also help teams identify challenges and make adjustments as the company grows. Together, these practices reflect an intentional approach to balancing ambitious work with employee wellbeing.
Rula is a fully remote company, giving employees the flexibility to work from anywhere within the U.S. The company supports distributed work with async-friendly communication, clear expectations across time zones, and home office support that helps employees work effectively regardless of location. These practices are designed to provide flexibility while maintaining collaboration and alignment across teams.
Rula complements that flexibility with policies and programs that support employee wellbeing. Flexible paid time off, wellness days, and two companywide shutdown weeks each year encourage employees to recharge, while focus time helps protect uninterrupted work. Department offsites, city hubs, regular team check-ins, and other connection-building activities provide opportunities for employees to collaborate and build relationships despite working remotely.
Rula supports employees' mental health and wellbeing through a combination of comprehensive benefits, flexible work policies, and wellbeing-focused practices. Employees have access to mental health benefits, an Employee Assistance Program (EAP), wellness resources, and a fully remote work environment that offers flexibility to work from anywhere in the U.S. The company also provides flexible paid time off, wellness days, generous paid parental leave, and two companywide shutdown weeks each year to encourage employees to rest and recharge.
Beyond its benefits, Rula promotes sustainable ways of working through clear priorities, transparent communication, and regular manager check-ins. Employee resource groups, culture committees, department offsites, city hubs, and virtual connection programs help foster community across the company's distributed workforce. Together, these benefits and practices reflect Rula's commitment to supporting employee wellbeing while enabling teams to do meaningful work.
Rula's approach to work-life balance and wellbeing is based on the belief that long-term impact depends on long-term sustainability. Rather than treating wellbeing as a standalone benefit, the company incorporates it into how work is planned, how teams operate, and how employees are supported throughout their careers. This reflects an understanding that sustainable performance is built through intentional ways of working as well as comprehensive employee support.
For prospective employees, that means joining an organization that aims to balance ambitious goals with practices that help employees maintain their wellbeing over time. People who value flexibility, autonomy, and a workplace that recognizes the importance of sustainable performance are likely to find Rula's approach to work-life balance aligns well with how they want to work.
Rula Employee Perspectives
What’s the key to creating real, human connection in the remote workplace?
The key is being intentional. In a remote workplace, connection doesn’t just happen — you have to create space for it. That means making time for real conversations, showing up consistently and actually caring about what’s going on in people’s lives outside of work. It also means bringing your authentic self to work — being a little vulnerable, a little human. When leaders model that, it gives others permission to do the same. The little things — sending a quick note to check in, remembering someone’s kid was sick, creating rituals that make people feel seen — those are what build trust and connection over time.
What’s the most successful strategy or initiative you’ve employed for facilitating those kinds of connections?
One of the most successful strategies has been weaving connections into the flow of work instead of treating it like an add-on. I start all one-on-ones with my team by checking in on how they’re doing as a human being — sometimes with a simple one–10 scale. It gives me a quick read on their headspace and helps me adjust how I show up for them.
We’ve also built habits that make connection part of our culture — sharing photos in Slack from our weekends or trips, celebrating life moments like babies, engagements and moves, and checking in on each other through it all. In team meetings, we carve out time for non-work topics — whether it’s a fun icebreaker or reading an article and sharing our perspectives. When connection is baked into the day-to-day like that, it feels natural — not like another task on the to-do list.
What impact has this initiative had on your workforce?
The impact has been real. We’ve seen stronger trust across the team, more openness in giving and receiving feedback and a noticeable shift in how supported people feel. One teammate told me they felt more comfortable being honest in our one-on-ones because we start by checking in on a human level — it sets the tone that it’s okay to bring the real version of yourself to work.
That kind of psychological safety doesn’t just make people feel good; it drives better collaboration, healthier conflict and stronger performance. My team feels comfortable sharing new ideas or even disagreeing with me, which leads to better outcomes and keeps me learning too. When people feel seen, they show up more fully — and the work is better because of it.
Rula Employee Reviews
What People Are Saying About Rula
-
Remote or Hybrid Flexibility: Rula operates as a fully remote, telehealth‑first organization, removing commutes and enabling work from anywhere in the continental U.S. Feedback suggests this setup helps people integrate work with family or other commitments.
-
Autonomy Over Hours: Clinicians are able to set their own schedules with complete schedule autonomy and no minimum caseload via the provider portal. This degree of control supports healthier boundaries and day‑to‑day balance.
-
Recovery Time: Two company‑wide shutdown weeks each year, alongside generous PTO and wellness days, create protected downtime. These policies are explicitly framed around self‑care and encourage genuine disconnection and recharge.
Rula's Benefits
Offers a flexible time off policy
Offers generous PTO
Provides bereavement leave
Provides paid holidays
Provides paid sick days
Provides wellness days
In an effort to truly unwind, and invest in our core value of self care, Rula has two company-wide shutdown weeks a year.
Utilizes an Unlimited PTO policy
Utilizes company-wide vacation
We have week-long company shut downs in the summer and winter.
Has employee-led culture committees
Offers an Employee Assistance Program (EAP)
Offers company-sponsored outings
Each Rula team receives an annual offsite budget. Cities with 6+ employees also get a City Hub budget, supporting in-person connection and meaningful team relationships.
Offers Employee Resource Groups
Offers fitness stipend
We offer a $50/month wellness stipend.
Offers team workouts
Offers wellness initiatives designed to combat burnout and mental fatigue
Offers wellness programs
Provides employees with ability to schedule focus-time blocks
Async-friendly policies, culture that encourage work flexibility
Established expectations for communication between time zones
Utilizes a full-time remote friendly model
