Nearly one in five [18%] of working mums have been forced to leave their jobs because a flexible working request has been turned down, according to Workingmums.co.uk’s annual survey published today .
The survey of over 2,000 women in Workingmums.co.uk’s 10th anniversary year shows that over a quarter of mums in work [26%] have had a flexible working request turned down. Some 12 per cent said their employer did not even seem to consider their request at all and over a quarter [27%] said the reason given for turning down the request was not one which is allowable under flexible working legislation.
Ah, the Danish model of childcare. So much ink has been spilt over how great of a system it is, in terms of cost, quality as well as just the abundance/accessibility of it – and consequently how it really supports/allows mothers to get back to work after childbirth.
There are now over three million employees who are regular night-workers in the UK – an increase of 6.9% between 2007 and 2014.
In 2014, 14.9% of male employees were night workers, this is compared to 9.7% of female employees. However, the number of women working nights has grown at a faster rate: 12% since 2007 for women, as opposed to a 4% increase in regular night working for men.
There are negative health implications for those who work nights, such as heightened risks of cardiovascular disease, diabetes and depression. Less attention has been given to the impacts on home life, relationships and work-life balance.
A new report from the TUC demonstrates that night working can increase the risk of relationship problems, can affect the emotional well being of a night worker’s children, and is associated with higher childcare costs. However, these negative impacts can be mitigated when employees have more influence and control over their shift patterns.
Employers must properly consider and address all the implications for staff of night working and how best to mitigate negative outcomes. Decisions to extend night working need to involve consultation and negotiation with workers’ representatives to ensure fair and safe outcomes.
Research from the UK’s Equality and Human Rights Commission suggests that 54,000 new mothers may be forced out of their jobs in Britain each year. Around 20% of the 3,200 new mothers surveyed also reported harassment or negative comments from managers and colleagues when returning to work.
Where they were able to take up flexible working options, half of new mothers reported negative consequences, including having fewer opportunities to develop their careers. Interestingly, mothers working for small businesses were less likely to report a negative impact from flexible work requests – 41% versus 51% across all respondents.
One in five UK workers have called in sick due to unmanageable stress – and 93% of these workers gave a different reason for their absence.
Excessive workloads, long hours and poor work-life balance are often cited as causing workplace stress. As such, to help reduce workplace stress employers have been urged to allow flexible working as a means of improving work-life balance and mental wellbeing.
Interviews with fathers who have children under school age have shown that almost two thirds feel that their work pattern does not suit their needs. A quarter say they are unhappy with their work-life balance.
Half these fathers, who represent a range of sectors and seniority levels, suggested that remote working or flexitime would help their situation. However, a similar proportion were afraid to ask for flexible working as it would demonstrate a lack of commitment. 42% felt that it would affect their career progression.
Employers are failing to overtly offer prospective employees flexible working options, and this is causing a ‘talent bottleneck’. While 46% of people in employment in the UK want some kind of flexible working, only 6% of vacancy listings specify flexible options.
So few job adverts mention flexible working that 77% of flexible workers feel trapped in their current role – halting career progression. Moreover, those seeking flexible work ‘trade down’, 41% of flexible workers taking employment below their skill or salary level in order to get the flexibility they need.
Research shows that 52% of those looking for flexible work feel nervous to ask for flexibility when it isn’t specified in the advert; 43% fear asking will damage their chances of getting the job.
By not being proactive in opening jobs to those seeking flexible work, employers are cutting themselves off from some of the best available talent
People are quitting their jobs because of excessive overtime hours and bosses that don’t allow flexible working.
Being able to work flexibly and still be on track for promotion is very important.
The leading causes of work-life conflict are that while wages have remained stagnant, their responsibilities have increased.
Workers in Germany and Japan reported the highest levels of increasing work-life conflict. German parents – alongside those in the UK, India and the US – were also most likely to report difficulties in managing work-life balance versus their non-parent colleagues.
They survey also found that approximately half of managers work more than 40 hours a week, with four in 10 saying that their hours have increased in the past five years.
Staff working for charities may be more susceptible to overwork and ill effects from poor work-life balance.
Those working for charities often feel they need to work harder because failure to do so lets down the beneficiaries of their charities. The passion many employees in this sector feel for their work can lead to the blurring of boundaries between work and personal commitment.
In 2014 Working Families received almost 3,000 calls to its legal advice helpline. Based on this the charity points out that, while workers have the right to request flexible working, for those in low paid sectors flexible working remains a ‘pipe dream’.
Working Families notes that retail, social care, catering and hospitality sectors rely on ‘casualised’ labour, offering contracts that offer little job security and few guaranteed hours:
By their nature, such insecure jobs, with varying and unpredictable weekly hours… [that] make it very difficult if not impossible for workers to successfully request a change in their hours or working pattern to accommodate a change in their family circumstances, or to resist a problematic change in their hours or working pattern…
They point out that refusal to change working hours, often at short notice, “can easily lead to there being no work at all”. An issue exacerbated by the imposition of employment tribunal fees in 2013.