Work, family and well-being: can the law help?
Purpose. To consider the potential contributions of the law to the promotion of conditions congruent with a healthy balance between work and family life. Arguments. Traditional models of work are often incompatible with multiple roles in work and family. Flexible, ‘family-friendly’ employment opport...
| Authors: | ; |
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| Format: | Electronic Article |
| Language: | English |
| Published: |
1997
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| In: |
Legal and criminological psychology
Year: 1997, Volume: 2, Issue: 2, Pages: 155-167 |
| Online Access: |
Volltext (lizenzpflichtig) Volltext (lizenzpflichtig) |
| Journals Online & Print: | Drawer...
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| 520 | |a Purpose. To consider the potential contributions of the law to the promotion of conditions congruent with a healthy balance between work and family life. Arguments. Traditional models of work are often incompatible with multiple roles in work and family. Flexible, ‘family-friendly’ employment opportunities are limited in availability and conditions and many employees have a low sense of entitlement to be able to modify work for family reasons. Using English law as an example it is argued that discrimination law and health and safety law have considerable potential to facilitate work and family balance by (i) enhancing the conditions of part-time and flexible forms of work (job enhancement), and (ii) challenging the primacy of the traditional model of work (organizational challenge). The use of discrimination law, however, can perpetuate gender inequalities. Future developments should focus directly on facilitating multiple roles. Conclusions. The law has the potential to contribute to the achievement of a healthy balance between work and family by discouraging employers from regarding non-paradigm workers as peripheral to organizations, and by contributing to a stronger sense of entitlement among workers to flexibility as a right rather than a privilege. Its impact is, however, limited by a number of social, organizational and individual factors. | ||
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