Family-friendly working arrangements in Britain, 1996

a research report
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  • English

Stationery Office , London
Statementproduced by John Forth ... [et al.].
SeriesResearch report / Great Britain. Department for Education and Employment -- no.16
ContributionsForth, John, Great Britain. Department for Education and Employment.
The Physical Object
Paginationxvii,215p. :
ID Numbers
Open LibraryOL22646589M
ISBN 100855226153

There has been growing interest in family-friendly working arrangements, often referred to as work-life balance policies. While the statistical picture of the extent of such flexible working arrangements is now fairly well charted, there are many questions left by: This book has been cited by the following publications.

Callender, C. and Millward, N. Family friendly working arrangements in Britain, Research Report No 16, Department for Education and Employment, London. Fraad, H. Lewis, S. ‘ Family friendly employment policies: Cited by: Using linked data for British workplaces and employees we find a low base rate of workplacelevel availability for five family-friendly work practices - parental leave, paid leave, job sharing.

DOI: /hrm Corpus ID: Family-friendly work practices in Britain: Availability and perceived accessibility @inproceedings{BuddFamilyfriendlyWP, title={Family-friendly work practices in Britain: Availability and perceived accessibility}, author={John W.

Budd and Karen G. Mumford}, year={} }. Family-friendly working: an introduction. Every parent understands how hard it can be to balance the demands of work with those of their family.

Some employers understand the challenges parents face and offer flexible work arrangements to make life easier. Finding a healthy work/life balance is an area where management and unions work well.

Flexible (or family friendly) working arrangements in the UK. Are they a good thing. Shirley Dex Centre for Longitudinal Studies, Institute of Education, London University Such a dataset became available in in Britain, The Workplace Employee Relations Survey data (WERS98).

WERS98 is.

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A review of family-friendly working arrangements. In recent years, an array of family-friendly employment rights have been introduced to assist working parents with managing their childcare and work responsibilities.

Maternity and paternity leave and pay has been increased, parents now have the right to time off for dependants, the right to. Abstract. This chapter reviews studies in flexible working arrangements and examines ‘hidden’ inequalities associated with gender, class location, career advancement and family status in relation to the practice of work flexibility in workplaces.

While in standard hourly arrangements, peaks in demand might be covered through overtime, or employing temporary workers, annual hours contracts allows for organizations to closer match working. Forth, J, Lissenburg, S, Callender, C and Millward, N () Family-friendly Working Arrangements in Britain, DfEE, London, Research Report, Freedman, RI, Litchfield, LC and Warfield, ME () Balancing work and family: perspectives of parents of children with developmental disabilities, Families in Society – 2 Family-friendly arrangements in British establishments 8 Extent of family–friendly policies in Britain 8 Earlier studies 9 Approach adopted 10 Determinants of working arrangements available 11 Take up 18 Conclusions 19 3 Employee access to family-friendly policies and practices 20 The extent of provision to employees 20 Approach adopted   Research in Britain also identified the pro-active role played by unions in the development of family-friendly working arrangements, especially in the public sector in Britain (Forth et al., ).

The Conservative government in Britain ratified various corporate initiatives with the launch of the Opportunity scheme in working arrangements because of the lack of suitable data. Take up Analysis of the number of employeesbeing offered family-friendly options frequently gives an exaggerated impression about the distribution of benefits and in addition there is a wide divergence between entitlement and use as shown in various national statistics.

work-life balance policies. There is interest in which employers offer such arrangements to their employees, but also in which employees are entitled toaccess these provisions. In this paper we are interested in examining, using a newly available data set, which British employers have family-friendly working arrangements and whether there are.

Forth J, Lissenburgh S, Callender C and Millward N, () Family-Friendly Working Arrangements in Britain,DfEE Research Report No 16 Friedman T () The Lexus and the Olive Tree.

Harper Collins, London ISBN The Future Foundation () Complicated Lives. Britain at Work: As Depicted by the Workplace Employee Relations Survey. Family-Friendly Working Arrangements in Britain, (). The FMLA Handbook: A Practical Guide to the Family and Medical Leave Act for Union Members and Stewards.

The Job/Family Challenge: A 9to5 Guide. Family-friendly arrangements include: extra-statutory leave from work arrangements; employer-provided childcare, OSH-care, and elderly care supports and flexible working time arrangements.

As childcare, parental leave support and part-time employment are considered elsewhere (LMF to LMF), the focus here is on flexibility in working time. Family-friendly working There are laws that support working parents in combining work with looking after their children.

As well as your legal duty to uphold these rights, it is also good practice to support family-friendly working and flexible working arrangements for all types of employees.

First published in Great Britain in April by The Policy Press 34 Tyndall’s Park Road which was taken to include family-friendly working arrangements.

We were able to enhance balance paid work and caring needs (Daly, ). to organise their working arrangements in a way that suits them. This can enable organisations to adapt to changing business conditions and individual employees to better balance their work and family life.9 There is, as one might expect, a strong gender bias in this “flexible working” pattern with women less likely than men to be in employment.

Trade Unions and Family-Friendly Policies in Britain Show all authors. John W. Budd * John W. Budd. “Family-Friendly Working Arrangements in Britain, ” DfEE Research Report No.

London: Schwartz, Robert M. The FMLA Handbook: A Practical Guide to the Family and Medical Leave Act for Union Members and Stewards. Family-Friendly Work Practices in Britain: Availability and Perceived Accessibility∗ Using linked data for British workplaces and employees we find a low base rate of workplace-level availability for five family-friendly work practices – parental leave, paid leave, job sharing.

advantage of family-friendly statutory support. This analysis of inequalities in individual access to paid maternity and paternity leave and flexible work arrangements uses nationally representative data from the UK Labour Force Survey LFS (January-March ) and Understanding Society USoc, the UK’s household longitudinal study (Wave 6, )1.

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This study focuses on the use of work-life balance practices by disabled and non- disabled employees in a higher education workplace. It aims to identify the reality of work-life balance in an organisational context which should promote equal opportunities by law, as.

Balancing work and family care responsibilities is becoming an important issue in many households. Both women and men look for ways to combine tasks. Strategies aimed to reconcile employment and family life differ between countries and depend on the availability of work-family arrangements such as child care, leave, and flexible working : Laura Den Dulk, Anneke Van Doorne-Huiskens, Joop Schippers.

What's new on Family Friendly Working. news. Charity launches free domestic abuse advice line for businesses by Family Friendly Working.

A new advice line for businesses supporting employees experiencing or at risk of domestic abuse has been launched by crisis support charity Hestia. 1 careers. Want a work-life balance?.

The only book-length bibliographic work currently useful for the UK, and very comprehensive for English-language material in general. Often classified by locality or individual, with sections on Douglas Hartree, ACE/Turing, etc. Obviously, reflects the state of the literature at the time of writing: therefore, largely technical and hardware.

A family-friendly workplace or employer is one whose policies make it possible for employees to more easily balance family and work, and to fulfill both their family and work obligations. While this definition often applies to government, a major employer, as well, government has another function in promoting family-friendly policies.

Last month a survey for the group, Family Friendly Working, found a third of parents who had left work after having children said it was because of a lack of flexible working arrangements. "Parents work in an increasingly deregulated labour market - often at what have traditionally been regarded as 'family times' such as Sundays.

While parental work at atypical times is increasing, we know very little about its nature, how atypical working arrangements come about and their impact on. Flexible working arrangements.

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Christopher Kinsella Chartered Management Institute London WC2. SIR – Adrian Beecroft, the venture capitalist, has voiced the thoughts of .It is increasingly evident, however, that the work-life balance is something that concerns men as well as women and that there are men who value flexibility in paid work and want to spend more time with their children (Hatten et al., ; EOC, ; Guardian, 2/1/03).

Indeed this is recognised in the legislation introduced in Britain in April.In spite of the pressures for increased family-friendly workplaces in Britain, previous research on this topic has been limited to case studies of model programmes at specific organisations and to surveys of organisations (Dex and Scheibl, ; Forth et al., ; Hogarth et al., ).