the importance of work life balance
Explain the importance of work life balance within the employment relationship and how it can be influenced by legislation
Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have balance between work and personal responsibilities and thus strengthen employee loyalty and productivity. Legislation has been introduced to ensure that any negative influence the family is subjected to be eradicated or best minimised; the most recent changed being the Work and Families Act 2006.
Work and Families Act 2006 Added to The Employment Act 2002
• Statutory Maternity Pay and Statutory Adoption Pay extended to 39 weeks • Length of service requirement for additional maternity leave removed
• Optional keeping in touch days have been introduced enabling a woman to work for up to 10 days during her maternity leave period without losing her SMP • The notice a woman must give if she is changing her date of return from maternity leave has been increased from 28 days to 8 weeks
• Additional Paternity Leave and Pay will entitle employed fathers to a new right of up to 26 weeks
• Additional Paternity Leave, some of which could be paid, if the mother returns to work
The right to request flexible working has also been extended to carers from 6 April 2007.
The Employment Act 2002
The Employment Act 2002 introduced new employment legislation specifically to help working parents. Since 6th April 2003, parents with young and disabled children have had more choice and more support than ever before to balance childcare and work in ways that benefits everyone: employers, employees and their children. • Parents with children aged under the age of 6, and disabled children under the age of 18, have the legal right to request flexible working. • Maternity pay increased. Subject to their level of earnings, all new mothers are entitled to 6 months paid leave and can take another 6 months unpaid leave,
Work-life balance is about creating and maintaining supportive and healthy work environments, which will enable employees to have balance between work and personal responsibilities and thus strengthen employee loyalty and productivity. Legislation has been introduced to ensure that any negative influence the family is subjected to be eradicated or best minimised; the most recent changed being the Work and Families Act 2006.
Work and Families Act 2006 Added to The Employment Act 2002
• Statutory Maternity Pay and Statutory Adoption Pay extended to 39 weeks • Length of service requirement for additional maternity leave removed
• Optional keeping in touch days have been introduced enabling a woman to work for up to 10 days during her maternity leave period without losing her SMP • The notice a woman must give if she is changing her date of return from maternity leave has been increased from 28 days to 8 weeks
• Additional Paternity Leave and Pay will entitle employed fathers to a new right of up to 26 weeks
• Additional Paternity Leave, some of which could be paid, if the mother returns to work
The right to request flexible working has also been extended to carers from 6 April 2007.
The Employment Act 2002
The Employment Act 2002 introduced new employment legislation specifically to help working parents. Since 6th April 2003, parents with young and disabled children have had more choice and more support than ever before to balance childcare and work in ways that benefits everyone: employers, employees and their children. • Parents with children aged under the age of 6, and disabled children under the age of 18, have the legal right to request flexible working. • Maternity pay increased. Subject to their level of earnings, all new mothers are entitled to 6 months paid leave and can take another 6 months unpaid leave,