Work-life balance

Work-Life Balance Policy It is recommended that the work-life balance policy set out:

• the organisation’s commitment to:
  • putting in place work-life balance arrangements for staff,
  • ensuring that staff availing of such arrangements do not experience discrimination as a consequence; and
  • designing arrangements that accommodate staff diversity (staff with caring roles, staff with disabilities, minority ethnic staff, older staff etc.)
• the organisational approach to implementing work-life balance:
  • who will have responsibility for implementing work-life balance;
  • how arrangements will be designed;
  • the type of training to be provided;
  • the way in which the arrangements will be monitored.
• the procedures by which staff can apply for and avail of these arrangements;
• the arrangements for communicating these options to staff.

It is recommended that a work-life balance programme establish the organisation’s approach to work-life balance and identify:

• how work-life balance can be addressed in the context of the organisation’s business needs;
• the range of work-life balance needs that the programme will need to address;
• the range of work-life balance arrangements that will be offered;
• the system for implementing work-life balance

Preparing the Work-Life Balance Programme

The preparation of a work-life balance programme involves:

• Consulting with trade union and employee representatives on the preparation of the programme;
• conducting an assessment of employee needs in relation to work-life balance;
• reviewing current arrangements and business needs to identify the potential for change;
• identifying work-life balance arrangements that respond to employee needs and that sustain business success;
• setting out the systems to implement and monitor the programme;
• examining various roles as to suitability for alternative working arrangements;
• considering implications of proposed arrangements for other employees and for the workplace;
• considering implications of work arrangements for the employee’s salary, pension benefits, etc.;
• preparing agreements to be signed by employer and employee setting out the conditions and duration of the working arrangement.

Work-life balance training supports the organisation and its staff to design, implement and manage work-life balance arrangements and contributes to a workplace culture supportive of work-life balance.

It is recommended that work-life balance training:

• target all staff to build awareness of:
  • the organisation’s policy and procedures in relation to work-life balance;
  • equality legislation and legislation on maternity, parental, carers’ and adoptive leave;
  • the individual, organisational and societal benefits of work-life balance arrangements and work practices;
  • the implications for the employee who avails of work life balance arrangements.
• target senior management to build awareness of:
  • the case for work-life balance;
  • the best way to realise the organisational benefits of work-life balance.
• target line management and human resources personnel to develop skills in:
  • staff needs assessment in relation to work-life balance;
  • the effective design and implementation of work-life balance arrangements;
  • managing staff on flexible working arrangements.
• target trainers in the organisation to develop their capacity to deliver work-life balance training.

Supports for Work-Life Balance

It is recommended that a senior manager have responsibility for implementing the work-life balance programme and that a working group should be established to review the operation of the programme.

Monitoring

It is recommended that information be collected for the work-life balance committee on:

− evolving needs among employees in relation to work-life balance;

− the impact of work-life balance on business success, employee well-being and equality in the workplace.