Presentation: Work-Life Balance, Legislation, and Practices

This presentation, created for managers, explores the critical topic of work-life balance, emphasizing its importance for employee well-being and productivity. It delves into the relevant UK legislation, including the Working Time Regulations, and family-friendly policies concerning maternity, paternity, and adoption leave. The presentation also addresses the significance of fair pay, as per the Equal Pay Act 1970, and the prohibition of discrimination under the Equality Act 2010. It further highlights the practical implications of these laws, examining how they influence workplace dynamics, employee performance, and turnover. The presentation concludes by discussing good practices for businesses, including the influence of external factors such as economic conditions, and provides a comprehensive bibliography of related academic sources.

A PRESENTATION TO LINE MANAGERS
Name of the Student
Name of the University
Authors Note

WORK-LIFE BALANCE
 Employees need to align their
lives at the workplace and at
home because a proper
balance will result in an
inspired and engaged
workforce.
 In the UK, a significant role
has been played by the
Legislation in introducing
work-life balance.
 As per the provisions of the
Working Time Regulations
(1998), an employer cannot
compel an employee to work
on average more than 48
hours a week.

FAMILY FRIENDLY LEGISLATION
 In the UK, legal motherhood,
fatherhood and freedom of
adoption rights are available to
parents before and after
conception or adoption.
 The rights give parents the
time necessary to uphold their
family accountabilities while
maintaining their right to
return to work.
 Paternity or maternity leave,
adoption, and shared parental
holidays shall be granted to
fathers, adoptive parents and
same-sex partners.

FAIR PAY
The aim of the Equal Pay Act, 1970, is to eradicate inequality in terms of
wages between male and female employees. In order to ensure that
there is no discrimination between workers, wages must be paid fairly
for the work being done, regardless of sex, ethnicity or age.

DISCRIMINATION
 The Equality Act, 2010,
prohibits all types of
discrimination from the
workplace on the ground
of sex, age, caste, creed,
religion, race, sexual
orientation, unequal
wages, education,
dismissal, and disability.
 In other words, it can be
said that employers need
to treat all workers
regardless of the
characteristics prohibited
by this law.
 Discrimination affects the
performance of the

GOOD PRACTICE
 At the time of starting a new
business, both external and
internal factors influence
the relationship between
employer and employees.
 An external factor is an
economic state, which has
experienced a recession in
current years. This has
affected businesses in many
respects; one example is
redundancies.

BIBLIOGRAPHY
Crompton, Rosemary, and Clare Lyonette. "Work-life ‘balance’in
Europe." Acta sociologica 49.4 (2006): 379-393.
Scarpello, Vida, and Shawn M. Carraher. "Are pay satisfaction and
pay fairness the same construct?." Baltic Journal of
Management (2008).
Bell, David, and Axel Heitmueller. "The Disability Discrimination
Act in the UK: Helping or hindering employment among the
disabled?." Journal of health economics 28.2 (2009): 465-480.
Golynker, Oxana. "Family-friendly reform of employment law in
the UK: an overstretched flexibility." Journal of Social Welfare and
Family Law 37.3 (2015): 378-392.