Like It Is

Says UK minister for Family Policy, Beverley Hughes in a book to be published in May.

All 29 million UK workers should have a right that is at present granted only to parents with young families, according to the minister in charge of family policy.

Yes. About time too.

But a universal right to ask for part time work? How will businesses be able to take it?

Business chiefs have said that thousands of companies would simply not be able to cope. I think this is particularly true of smaller businesses.

The Government introduced the “right to request” flexible work in 2003 for parents with children under six. Since then, 22 per cent of eligible employees have requested it and 80 per cent of bosses have agreed. Although the employer can refuse, s/he must show the request has been considered seriously and, if it goes to tribunal, prove that s/he had a good reason. This April the right will be extended to the 2.8 million people who care for elderly or sick relatives.

At least people who are caring for people other than children will now have the option of asking for changed working hours which is more than they have been able to do to date. The right to ask doesn’t guarantee that they will get it of course. But, as always I wonder, how is this going to be paid for? For it will have to be paid for somehow. I suspect that it will again be women who will apply for part time work as they find they need to balance their parenting responsibilities. And it may cost jobs, which would not be good.

Overwhelmingly, though, women make up the bulk of part time workers. Women with young children will devote time to their caring responsibilities as they do now, but this will still work against them when it comes to getting promotions, interesting projects and plum assignments that lead to promotions simply because part-timers are not viewed as being as committed to their jobs as a full time worker.And, in fact they can’t commit the same time to the job, particularly if it calls for travel.

Men, especially those on a career track or with their eye on high earning careers, or even women on the fast track or career track, will still not opt for part time work. It isn’t the route to advancing. Try to imagine the CFO (Chief Financial Officer, or Head of Advertising, or Head of Marketing, male or female, working at their job part time. I can’t myself). This would apply to people caring for people other than children as well.

And while Beverley Hughes says it’s the best way for “parents to see more of their children”, whether they can still provide for their children on part time hours remains to be seen. Unless of course they have a partner pulling in the big bucks (working full time) so that they can work part time. If not, then full time work is still the only option. But at least they can make the request and that’s the point.

She also says that

“Growing numbers of women at work has, in practice, often resulted in women having two jobs - a new professional one plus the old domestic one.”

Does she mean the raising of children? While I hope she is not equating “women” with mother, or “carer” I think that’s exactly what she is doing. The reality is that it is often the woman who takes on the bulk of childrearing and/or caring. What about if a non-parent has no caring responsibilities? Hopefully they will also still have the right to request flexible hours.

“We need to help families negotiate the balancing act between care work and paid work, avoiding negative trade offs between time and money.”

I agree – as long as by families we also mean those that do not include children. She seems to mean parents and children again, but maybe I’m just suspicious.

What about the business community? The Federation of Small Businesses believes that the needs of small companies are being ignored. Stephen Alambritis, its head of parliamentary affairs, said:

“Staff are about to see their paid holiday increased from 20 days to 24, they get time off for maternity, paternity and parental leave, trade union duties and jury service, and there are a host of new rights under the working time directive. “I think there is a danger of going over the top where the realities of business are ignored. The temperature of this whole debate needs to go down and the current regime tested against a more difficult economic backdrop before we take a step further. The needs of business have got to be respected.”

He might add the needs of business competing in a global market where jobs are being outsourced to India because their workers cost a fifth of the cost of British worker.
He has a point. It is going to hit small businesses the hardest, with the probable result that even lower numbers of women are likely to be hired at companies who see them as a “risk”. But, I have to agree that question of how to balance work and out of work life isn’t going to go away. The question is, will it really raise real time wages for all groups of workers? I suspect not.

It is interesting that since 2003 only 22% of eligible employees have requested flexible working. And paternity leave is available for fathers, but the number of men who take it is still fairly low… well, if the Prime Minister himself doesn’t bother with paternity leave, who can blame the ordinary bloke?

Watching this space – before we get all excited, this is only a suggestion in a book. it might become policy, but it won’t be just yet. For some it will be great news. And at the same time childfree workers who can work full time will become even more valuable to employers. Which means more clout. It’s about time too.

Flexible Work Rights Should Be For Us All

Original article: Times Onlineby Rosemary Bennett, Social Affairs Correspondent