Awareness, knowledge and exercise of individual employment rights

Retirement ages in the UK: a review of the literature

 

The business context to long hours working 
The extent of long hours working in Britain remains substantial, particularly for certain types of employees. In some instances sustained long hours working is potentially avoidable, although there can be considerable barriers to be overcome in doing so. There has been a reduction in long hours working over recent years, with the Working Time Regulations contributing to this decline. The working time opt-out is often used by employers as a precautionary measure.
The report has been published at No.23 in the Employment Relations Research Series (476Kb) Appendices (1.05Mb)

Employee voice and training at work: analysis of case studies and WERS98
Developed institutions of employee voice are rare across British industry. Case study evidence suggests that approaches to training are more effective when management and employees are jointly involved in decision-making. They also reveal tension between training and development to meet business needs and training for the wider employability needs of the workforce.  Union-led training initiatives are more likely than employer initiatives to enhance wider employability.  Trade union presence at a workplace influences whether or not an organisation undertakes training for its employees, but not the amount of training provided to those who are trained.
The report has been published at No.21 in the Employment Relations Research Series (575Kb)

EVALUATION OF THE PARTNERSHIP AT WORK FUND
This study evaluates the impact of the Partnership Fund by looking at the success of individual projects, whether they have met their objectives and at what cost. It also investigates the broader impact of the Fund, and whether the Fund has raised general awareness of partnership. The evaluation is based on a review of documentary material and case studies.
The report has been published at No.17 in the Employment Relations Research Series (443Kb)

iMPLEMENTATION OF THE WORKING TIME REGULATIONS: FOLLOW-UP STUDY
This study looks at 15 organisations that were part of an earlier study (Employment Relations Research Series No. 11), which looked at the implementation of the Working Time Regulations. This follow-up study shows that the regulations do not seem to have been an issue of major concern over the last three years to most organisations interviewed. Nonetheless, there remain a few areas of concern and/or confusion arising from the Regulations as originally drafted. Recent and forthcoming changes to the Regulations were not seen as problematic by most employers. However, some were unaware of these changes, which could have implications for the organisations concerned.
This report has been published as No.19 in the Employment Relations Research Series  (116Kb)

THE RELATIVE AVAILABILITY OF WORK-LIFE BALANCE PRACTICES TO LONE PARENTS IN BRITAIN 
Using data from the 1998 Workplace Employee Relations Survey, this study examines the availability of work-life balance practices to lone parents compared to that of other employees.
This report is only available on this website (555Kb)

RETIREMENT AGES IN THE UK: A REVIEW OF THE LITERATURE
The impact of restricting mandatory retirement is likely to be modest, mainly because there is little evidence of a current pent-up demand for working beyond the normal retirement age. Concerns about the impact on productivity are not borne out by the evidence, although experience with British employers so far points to a need in some cases for strengthening of performance management systems.
This report has been published as No.18 in the Employment Relations Research Series  (806Kb)

The Second Work-Life Balance Study: Results from the Employers' survey - Main report and executive summarY
The findings indicate strong support for work-life balance amongst employers and, although this has not always been matched in practice, provision has increased in the last three years.

The results also support the business case for the provision of work-life balance practices. Despite some concerns about staff shortages, the majority of employers that provided flexible working practices and leave arrangements found them to be cost effective, with a positive impact on labour turnover, motivation and commitment and employee relations.
The report has been published at No.22 in the Employment Relations Research Series (852Kb)

The Second Work-Life Balance Study: Results from the Employers' survey - executive summary
The report has been published at No.22 in the Employment Relations Research Series (77Kb)

Working long hours: a review of the evidence. Volume 1 - Main report 
Long hours working is more common in the UK than most other EU countries, but quite similar to the US, Australia and Japan. After a period of long-term decline the proportion of employees working over 48 a week rose through most of the 1990s (though it has since started to decline). Long hours working is mainly accounted for by overtime and is more common amongst men, managers, professionals, and operative and assembly workers. Manual workers usually get paid for overtime, while managerial and professional employees do not. Manual workers see the main benefit of long hours working in terms of increased earnings, while managerial and professional workers see it in terms of improved promotion prospects and greater job security. Excessive long hours working is associated with (though not proved to cause) lower productivity, poor work performance, health problems and low employee motivation.
The report has been published at No.16 in the Employment Relations Research Series (753Kb)

WORKING LONG HOURS: A REVIEW OF THE EVIDENCE. Volume 2 - Case studies and appendices 
The report has been published at No.16 in the Employment Relations Research Series - web only report  (659Kb)

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Last updated 1st December 2003