Work-life balance has been on the political agenda since 2000 when the Government launched its Work-Life Balance Campaign. Home working comes under the category of flexible working arrangements, a concept which is actively promoted under the Employment Rights Act 1996, as amended by the Children and Families Act 2014. The Children and Families Act 2014 means that any employee with more than 26 weeks service can request flexible working, regardless of whether they are carers or parents. This legislation does not create a right to flexible working, but the employer has to consider a request seriously and there are set procedures for the employer to follow and the reasons for refusal have to be provided to the employee in writing.
The Fourth Work-Life Balance Employer Survey (2013) (WLB4) was published in December 2014. The Fourth Work-Life Balance Employer Survey (2013) Technical Report, which details the methodology used for the WLB4 report including a copy of the questionnaire and details of how the analysis was carried out was published in 2015.This major study of work-life balance at British workplaces (those with five or more employees) was conducted with the most senior contact on site with responsibility for human resource and personnel issues or for general management issues using 2,011 telephone interviews of employees, (there were 2 results were removed at the data completion stage).
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In association with Barbour EHS…
Many businesses have begun to embrace the idea of flexible working and working from home and, in the current climate, more and more of us may find ourselves plunged into doing so for longer than the one to two days a week, which employers and employees adapt to fairly easily.
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