To what extent have developments in individual rights in Britain delivered family friendly working practices, and with what implications for all relevant stakeholders

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7 pages

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01/13/2009

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Table of Contents To what extent have developments in individual rights in Britain delivered family friendly working practices, and with what implications for all relevant stakeholders Table of Contents

 
  1. Introduction.
  2. European background and the UK government.
  3. The statutory rights enforced by four main legislations.
    1. The Employment Rights Act 1996.
    2. The Employment Relations Act 1999.
    3. The Maternity and Parental Etc Regulations 1999.
    4. The Employment Act 2002.
  4. The effects of the new labour policies.
    1. Increase in flexibility.
    2. Improvement in retention of the employees.
  5. Analyisation of the family friendly policies,
  6. Conclusion.
  7. References.
  8. Appendices.

Abstract

Since New Labour came to power in May 1997 some developments in employments rights have aimed to promote the balancing between work and family life: "Families are the core of our society, but they are under pressure. Women and men struggle with choices over work and family responsibilities....The government is pledged to support families and children We want to encourage more family-friendly employment." These so-called "family- friendly" policies include new statutory rights: parental leave for fathers after a child's birth, parental leave for both parents, time-off for dependants in case of emergencies, adoption leave and a right to request flexible working. These changes in employment laws have occurred gradually: first the Employment rights Act (1999) and the Maternity and Parental, etc Regulations (1999) have simplified the former legislation about maternity leave and have given rights to fathers. Then there have been some extensions with the Employment Act (2002) with longer periods of paid maternity leave, the introduction of paid paternity leave and a right to request for flexible work.

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