WORKPLACE: All the social partners are behind a move to promote family-friendly policies, but will the business case that 'a happy worker is a good worker' withstand the change in the employment climate?, asks Clare O'Dea

Have you given much thought to your work-life balance recently? Many people are so busy trying to juggle work and family responsibilities, they don't get to enjoy either. Policy-makers agree the solution benefiting everyone is the adoption of family-friendly practices in the workplace.

Family-friendly policies help workers to combine employment with their family life, caring responsibilities and personal and social life. Where economically feasible, it should be open to employees to request changes in the number or pattern of hours worked.

Over 50 per cent of firms offer workers some form of flexible, family-friendly working arrangements, according to a report last year from employers' organisation IBEC. The term "family-friendly" covers alternative work arrangements such as job-sharing, teleworking, flexitime, part-time work, term-time work, paternity leave and employment breaks.

Initially, organisations introduced family-friendly working arrangements to attract and accommodate the needs of working mothers. The concept has broadened to include the needs of all employees and the issue of work-life balance.

Advocates of family-friendly and work-life balance policies argue that businesses benefits as much as individuals where such policies are in place.

For employers, the benefits can include the retention of skilled and experienced staff, reduced absenteeism, improved productivity and a more highly motivated workforce. It's also a way to enhance the corporate image.

A partnership approach is essential for family-friendly policies to work. In the Programme for Prosperity and Fairness, IBEC, the Irish Congress of Trade Unions, the Equality Authority, the Department of Enterprise, Trade and Employment and various other Government departments all made a commitment to promote family-friendly policies.

They are all participating in the National Framework Committee for the Development of Family Friendly Policies.

Employees in family-friendly workplaces can benefit from better balance between their working and family lives.

The family-friendly environment also allows greater equality of opportunity between men and women and a fairer sharing of family responsibilities between men and women, according to Mr Niall Crowley, chief executive of the Equality Authority.

A major factor in existing inequalities experienced by women in the workplace is their interrupted participation in the labour market, Mr Crowley believes.

Family-friendly policies translate into real and equal access to the workplace, he argues. "Policies need to be designed in such a way to increase the sharing of caring responsibilities.

"Our caring infrastructure also needs attention as it's an important component in achieving balance for individuals."

There are many examples of family-friendly workplace policies and practices to choose from, depending on the needs of both employees and employers.

Anyone considering changing their work arrangements to fewer hours should be prepared for a drop in income.

With any family-friendly working arrangement, an employee will be paid for work that they carry out.

If for example, someone avails of part-time work or job-sharing, they are working fewer hours than a full-time employee and their salary will be reduced pro rata.

With term-time working, where the employee takes three months' leave every summer, they will be paid for only nine months of work.

It may be possible to have their total salary paid out in equal amounts over the entire year. This, however, can be decided at an individual level.

For other family-friendly working arrangements such as teleworking, details may need to be worked out at an individual level and may be based on work produced/projects completed, depending on the nature of the work.

There is no legal entitlement to the family-friendly working arrangements listed above for any employee.

Arrangements may already be in place in your workplace. If not, it may be possible to start discussions with your employer about introducing new or additional arrangements. Trade unions can assist with their negotiation.

The employment climate has changed since the first Family Friendly Workplace Day on March 1st last year. Back then there was a lot of talk about the role of such policies in a "tightening labour market".

Those involved in developing and supporting family-friendly policies insist that the policies remain relevant - whatever the labour market context. The business case still stands that a happy worker is a good worker.