EMPLOYMENT: Job sharing: This is an arrangement to divide one full-time job between two people, with the responsibilities and benefits of the job being shared between them. The job can be shared in a number of ways:

- On the basis of a split week; (e.g., two- and three-day weeks),

- On the basis of a split day,

- On the basis of week on, week off.

Job splitting: Similar to job sharing, except that the tasks involved in a full-time job are split between two people and each has responsibility for their own tasks rather than being equally responsible for the whole job. The need for co-ordination is, therefore, reduced.

An advantage of job splitting is that a job can be split in such a way that certain tasks requiring particular skills can be grouped together. In addition, in certain situations the working times of those who have split a job can also overlap.

Flexitime: Employers and employees negotiate hours of work that are of advantage to both. It usually involves defining "peak" hours when all employees must be in work. Starting and finishing times, on the other hand, are normally flexible and there is usually provision for taking leave in lieu of additional hours worked.

Part-time work: Part-time working means working fewer hours than a comparable full-time worker in the same organisation.

These workers might accept additional hours if they had childminding facilities or family- friendly working arrangements available to them.

E-working: this means working at a distance, or even a remote location, and using technology to ease communications. It can also include a combination of e-working and office-based work. It is well suited to performing information technology tasks and works well in certain situations where the employee has a high degree of autonomy.

Non-statutory leave arrangements: Apart from statutory entitlements such as annual leave and maternity, adoptive, force majeure, parental and carer's leave, other leave arrangements are increasingly common. These include:

o Paternity leave: There is currently no entitlement to paid or unpaid paternity leave. On the other hand, a number of employers are recognising the importance of making some provision for such leave. All parents are entitled to up to 14 weeks' unpaid parental leave.

o Compassionate or emergency leave: Most employers recognise the need for leave in emergency situations. Arrangements vary from organisation to organisation and are frequently informal.

o Term-time working: This system means the employee works during school terms, but not during school holidays. It appeals, in particular, to parents of school-going children.

Initiatives in the area of employment breaks include:

o Employment or career breaks: At certain stages in working life a break may be needed to devote more time to other matters or for personal development reasons. The facilitating of such breaks can assist in retaining valued staff. A growing number of organisations provide such breaks on either a formal or less structured basis.

o Sabbaticals: This is a period of absence from work which may or may not be on full pay, and duration is normally related to length of service. Sabbaticals provide an opportunity for employees to take a break from or reflect on their work, or engage in new activities.

Definitions supplied by: www.familyfriendly.ie