The right to time off for dependants. Contrasting two organisations’ responses
| DOI | https://doi.org/10.1108/01425450510572667 |
| Pages | 126-140 |
| Published date | 01 April 2005 |
| Date | 01 April 2005 |
| Author | Sarah Wise |
| Subject Matter | HR & organizational behaviour |
The right to time off for
dependants
Contrasting two organisations’ responses
Sarah Wise
Employment Research Institute, Napier University, Edinburgh, UK
Abstract
Purpose – To examine the factors which influence the implementation of employees’ right to time off
for dependants protected by the Employment Relations Act 1999.
Design/methodology/approach – The responses of two organisations in the same corporate group
with identical policy provision are examined. Formal provision in the two companies was broadly
similar providing an opportunity to examine how centrally developed, statutory-based policy operates
in different organisational contexts. Using qualitative reports from line managers and human resource
managers the interaction and tensions between formal policy and informal, discretionary practice are
examined.
Findings – Line manager attitudes to discretionary decision making and other company policies,
especially flexitime, produced very different outcomes for employees highlighting a continuing
challenge for governments and organisations: Is it more important to be consistent in implementation
or responsive to individual circumstances?
Research limitations/implications – The paper uses data from only two organisations, although
it complements national research on the usage rates of parents’ statutory rights to leave.
Practical implications – Factors which can influence and detract from the effective implementation
of statutory-based employment rights are highlighted.
Originality/value – In focusing on parent’s right to time off for dependant emergency an important
element of the work-life balance field is examined.
Keywords Qualityof life, Family friendly organizations,Dependants, Rest allowances,Line managers,
Employee rights
Paper type Research paper
Introduction
The male-breadwinner model of work and family organisation is in decline as women’s
economic and social aspirations have become increasingly incompatible with a
housewife marriage (Crompton, 1999; Gonzalez-Lopez and Solsona, 2000). In 1999, 17
per cent of working-age women in the UK devoted their time exclusively to their home
and family. By 2001 this proportion had dropped to 13 per cent representing 600,000
fewer housewives in just two years (ONS, 2002). This trend is actively encouraged by a
government who view the maximisation of participation in paid employment as the
key to economic prosperity (see DTI, 2000; Bryson, 2003).
Women’s increasing labour market activity has been coupled by an increasing
desire among men to be more involved in family life (Hatten et al., 2002). Since the
1970 s, the amount of time fathers spend with their children has risen steadily but it
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This paper draws on research funded by the Joseph Rowntree Foundation conducted by
Sue Bond and Sarah Wise from the Employment Research Institute, Napier University,
Jeff Hyman, Aberdeen University, and Juliette Summers, University of Stirling.
ER
27,2
126
Employee Relations
Vol. 27 No. 2, 2005
pp. 126-140
qEmerald Group Publishing Limited
0142-5455
DOI 10.1108/01425450510572667
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