scholarly journals Controlling the clock: Working hours in the UK hotel sector

2021 ◽  
pp. 1-11
Author(s):  
Annemarie Piso
Keyword(s):  
Working Hours ◽  
Hotel Sector ◽  
The Uk

Ecommerce in the UK Hotel Sector: A First Look

1999 ◽  
Vol 1 (1) ◽  
pp. 87-102 ◽  
Author(s):  
Andrew J. Frew ◽  
Roger Horam
Keyword(s):  
Hotel Sector ◽  
The Uk

scholarly journals In-work Universal Credit: Claimant Experiences of Conditionality Mismatches and Counterproductive Benefit Sanctions

2020 ◽  
pp. 1-19
Author(s):  
SHARON WRIGHT ◽  
PETER DWYER
Keyword(s):  
Social Security ◽  
Job Search ◽  
Longitudinal Research ◽  
Working Hours ◽  
Unique Contribution ◽  
Working Age ◽  
Micro Level ◽  
Benefit Sanctions ◽  
The Uk ◽  
Over Time

Abstract Universal Credit is the UK’s globally innovative social security reform that replaces six means tested benefits with one monthly payment for working age claimants - combining social security and tax credit systems. Universal Credit expands welfare conditionality via mandatory job search conditions to enhance ‘progression’ amongst working claimants by requiring extra working hours or multiple jobs. This exposes low paid workers to tough benefit sanctions for non-compliance, which could remove essential income indefinitely or for fixed periods of up to three years. Our unique contribution is to establish how this new regime is experienced at micro level by in-work claimants over time. We present findings from Qualitative Longitudinal Research (141 interviews with 58 claimants, 2014-17), to demonstrate how UC impacts on in-work recipients and how conditionality produces a new coerced worker-claimant model of social support. We identify a series of welfare conditionality mismatches and conclude that conditionality for in-work claimants is largely counterproductive. This implies a redesign of the UK system and serves as an international warning to potential policy emulators.

scholarly journals Fathers’ Perceptions of the Availability of Flexible Working Arrangements: Evidence from the UK

2020 ◽  
pp. 095001702094668
Author(s):  
Rose Cook ◽  
Margaret O’Brien ◽  
Sara Connolly ◽  
Matthew Aldrich ◽  
Svetlana Speight
Keyword(s):  
Working Hours ◽  
Schedule Flexibility ◽  
Flexible Working ◽  
Lower Status ◽  
Education Levels ◽  
Lower Education ◽  
Nationally Representative ◽  
The Uk ◽  
The Right ◽  
Reduction Schedule

A conditional right to request flexible working arrangements (FWAs) has existed for most UK employee parents since 2003. However, there are growing concerns about access, particularly among fathers. Using nationally representative data from the 2015 UK Household Longitudinal Survey, this article examines fathers’ perceptions of the availability of hours reduction, schedule flexibility and working from home. Results show that almost one-third of fathers believe that FWAs that reduce working hours are unavailable to them, compared with one-tenth of mothers. There are no gender differences in perceptions of availability of schedule and location flexibility. Among fathers, those with lower education levels, in lower status occupations, working in the private sector and in workplaces that do not have trade union presence are more likely to believe that FWAs are unavailable. Therefore, even though most employees now have the right to request FWAs, a significant minority of fathers do not perceive FWAs to be available to them.

Work‐life balancing strategies used by women managers in British “modern” universities

2007 ◽  
Vol 26 (1) ◽  
pp. 6-17 ◽  
Author(s):  
Diana Woodward
Keyword(s):  
Higher Education ◽  
Role Models ◽  
Women Managers ◽  
Working Hours ◽  
Work Life ◽  
Policy Implications ◽  
Content Type ◽  
Integrate Work ◽  
The Uk ◽  
The Impact

PurposeThe “work‐life balance” literature is mainly concerned with the provision and up‐take of flexible employment patterns. The purpose of this qualitative study of women managers' coping strategies for reconciling work with their other roles and responsibilities is to provide a complementary perspective.Design/methodology/approachSemi‐structured extended interviews were carried out with 16 women managers of academic or “support” departments in eight UK post‐1992 universities, about their working practices and how they sought to integrate work with other parts of their lives.FindingsThese women reported high workloads, requiring long working hours, which consumed time and energy otherwise available for other relationships and commitments and their own leisure. Various strategies were adopted to manage the situation, including establishing rigid boundaries between work and non‐work, and shifting these boundaries in favour of work when necessary. Temporal, spatial and symbolic distinctions were used to contain work. Women without dependent children were more likely to be able to redefine boundaries when necessary to favour work.Research limitations/implicationsAs a small and possibly unrepresentative sample of UK women managers in higher education, the study could usefully be extended through comparisons with male peers, and with women managers in other sectors. (It is the preliminary phase of a comparative study of women employed in universities in the UK and Japan.) However, the findings broadly replicate other studies.Practical implicationsThere are policy implications for universities, which need feedback from staff about the impact of equal opportunities initiatives to inform further progress.Originality/valueThis study provides qualitative information on women working in non‐traditional key posts in higher education, who are well‐placed to challenge organisational cultures and act as role models.

Wearing Out the Work Ethic: Population Ageing, Fertility and Work–Life Balance

2006 ◽  
Vol 35 (4) ◽  
pp. 671-688 ◽  
Author(s):  
IAN DEY
Keyword(s):  
Work Ethic ◽  
Labour Supply ◽  
Parental Leave ◽  
Working Hours ◽  
Division Of Labour ◽  
Population Ageing ◽  
Female Employment ◽  
Family Responsibilities ◽  
Long Working Hours ◽  
The Uk

In response to population ageing, the UK intends to increase female labour supply. To this end, the Chancellor has announced a ten-year strategy designed to allow parents to combine work with family responsibilities more easily. The policies proposed centre on extending parental leave and childcare provision, while promoting greater flexibility in employment. While these policies may improve labour supply in the short term, this article looks at their implications for fertility, which if negative may reduce the labour supply in the longer term. Recent demographic studies suggest that measures which allow women more readily to combine childbearing with paid employment may also stabilise or improve fertility rates, so mitigating the trend to population ageing. However, the evidence is not conclusive, for relationships between female employment and fertility are complex and context dependent. The article suggests several factors that might therefore merit further consideration. These include gender inequities in the domestic division of labour, long working hours and a re-evaluation of unpaid work in the home. Enthusiasm for the work ethic may have to be balanced by a more explicit acknowledgement of a care ethic.

scholarly journals Measuring the readership of a health-related Website

2000 ◽  
Vol 6 (2_suppl) ◽  
pp. 3-5
Author(s):  
J S Briggs
Keyword(s):  
Working Hours ◽  
National Database ◽  
Internet Service ◽  
Time Activity ◽  
Spare Time ◽  
Health Related ◽  
Set Up ◽  
The One ◽  
Uk National Health Service ◽  
The Uk

A national database of telemedicine was set up with the sponsorship of the British government to provide a source of information to anyone researching the field or proposing a telemedicine project. To monitor the readership of the database we subscribed to a free Internet service called Extreme Tracking. Since the Website was launched there have been over 9000 visits from over 5000 different Internet addresses. The peak was in the week after launch, when it had 400 visitors in four days. Subsequently, the number of visits tailed off slightly, but nine months later the database was still attracting about 800 visits per month. The majority of visits were via links from other Websites. Of the 288 different Websites identified, the one operated by the UK National Health Service (NHS) Information Authority generated the most visits, suggesting that many readers were from within the NHS. The second most common form of referral was from search engines. Most visits were on weekdays and during normal UK working hours. Taken together with the fact that the Internet domain that generated most visits was the ‘.uk’ one, we concluded that most readers were based in the UK and accessed the site as part of their jobs rather than as a spare-time activity. This is encouraging for the take-up of telemedicine in the UK.

scholarly journals Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking

2017 ◽  
Vol 71 (1) ◽  
pp. 47-72 ◽  
Author(s):  
Heejung Chung ◽  
Mariska van der Horst
Keyword(s):  
Labour Market ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Flexible Working ◽  
Large Household ◽  
Family Demands ◽  
The Uk ◽  
The Right

This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work–life balance issues. The dataset used is Understanding Society (2009–2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work–life balance, but also as a tool to enhance and maintain individuals’ work capacities in periods of increased family demands. This has major implications for supporting mothers’ careers and enhancing gender equality in the labour market.

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