Work-Life Balance - 2003 Conference Paper

Paper presented to the CTU Biennial Conference 2003.

In 2001 the New Zealand Council of Trade Unions commissioned research into work-life balance after anecdotal evidence suggested that work hours, leave entitlements and the challenges of balancing work and family were critical issues for workers. The findings: Thirty Families - Interim Report of the Thirty Families Project: Impact of Work Hours on New Zealand Families identified that work hours was a significant issue for many workers, their families and communities.

Addressing the challenges of balancing work and life is developing political momentum. In August, the Government established an interagency steering group chaired by the Department of Labour to develop and co-ordinate an integrated work programme to develop policy options around work-life balance. It is anticipated that this process will include substantive public consultation between late October and December 2003.

This discussion paper is the next phase of the CTU's work programme relating to work-life balance. While the Thirty Families report identified that the quality and quantity of work hours have a significant impact on the quality of life of workers and their families, a range of other factors are of critical importance. This paper draws together the experiences of unions from internal discussion and areas of the CTU's existing work programme relating to aspects of work-life balance. This includes work on reviews of the Employment Relations Act, paid parental leave and minimum wages, submissions on the Holidays Bill and Holidays (Four Week's Annual Leave) Amendment Bill, and participation in the Pay and Employment Equity Taskforce.

One of the most salient features of unions' experience is the way work-life balance is not a problem exclusive to one area and impacts on workers in all corners of the labour force. Rather than focusing on single solutions, a range of strategies need to be employed that are flexible, meet the needs of a diverse workforce and recognise the intersection of issues.

Although it is true that the availability of part-time work has enabled many workers to choose less hours and spend more time caring for dependants, to study or pursue other interests - it is not a solution that delivers benefits to everyone. There is also an ongoing challenge of ensuring this work is secure and meaningful for workers.

This paper identifies that the concerns of unions concentrate in six areas of work-life balance:
1. Modes of employment
2. Hours of work
3. Leave entitlements
4. Pay
5. Workplace culture
6. Individuals' life, family and community participation.

The challenges of developing concrete actions that will improve work-life balance in these areas demand a broad range of responses from a range of players. The Government, employers, unions and the community all have a role. The Government has a role in leading by example as an employer, regulator and funder. Employers have an interest in the business benefits of work-life balance such as increased staff retention, reduced absenteeism, a better recruitment pool, increased staff loyalty, morale and job satisfaction, and improved public image. Unions on the other hand can take leadership through collective bargaining and advocating for improvements to the minimum code on behalf of members. Nevertheless, it is also recognised that a core element of improving work-life balance is changing the entrenched values and culture of workplaces.

Download the document here (pdf, 215kb)