Professor Sir Cary Cooper CBE, President of Relate (and Professor of Organisational Psychology & Health and Pro Vice Chancellor of Lancaster University), said:
"These statistics suggest that younger workers feel under pressure to live to work, rather than working to live. Women in particular are feeling the strain of striving for that all-important work-life balance. One contributing factor here is the rapid advance in technology we've seen, blurring the line between work and home as our smart phones buzz throughout the evening and even on holiday. For some this offers flexibility of working patterns and locations, but for others it's a constant worry. A workforce feeling under pressure is likely to be unhappier and less productive. Instilling the right culture and setting an example from the top will help managers and workers to be clear on what's expected of each other, improving relationships and ultimately productivity. What business wouldn't want that?" Over half (57%) of those with a boss said they have a good relationship with them. Nearly a quarter (24%) who were currently employed tended to agree that stress from home adversely affects them at work. Nearly a third (32%) for people who are disabled or living with long term health conditions tended to agree that stress from home adversely affects them at work. Workers with children aged under 19 were much more likely to agree that attending to caring responsibilities is frowned on at work (35%) than those without children (21%). 40% of workers who have children under five agreed it's assumed the most productive employees put work before their family life, compared to just 33% of workers without children. Respondents in 'C2DE' groups (the 'working class', particularly including manual and service workers) were less likely to report a good relationship with their boss - 53% said this compared to 60% of those of a higher socio-economic group ('ABC1' groups, the 'middle class'). These figures are based on those who have a boss. In a separate survey for Relate, 94% of relationship support practitioners agreed that being unhappy or under pressure at work can, in turn, have a damaging impact on people's relationships at home. The study also revealed that:
New measures to protect UK workers 14 October 2015
Recruitment firms who recruit solely from overseas without advertising in Great Britain and in English will be prevented from doing so, under plans announced by the Business Secretary.
The government will also consult on introducing a new criminal offence to tackle unscrupulous employers who subject vulnerable migrant workers to illegal working conditions and pay.
The proposals are put forward in two consultations on reforming recruitment sector legislation and tackling exploitation in the labour market.
Consultation on reforming the regulatory framework for the recruitment sector and proposal to prohibit EEA-only recruitment (13 October to 23 November 2015)
This consultation seeks views on proposed changes to the Conduct of Employment Agencies and Employment Businesses Regulations. These include:
The proposal to ban employment agencies and businesses from recruiting solely from other European Economic Area (EEA) countries without advertising in Great Britain, either at the same time or in the 28 days prior to any overseas recruitment activity. They would need to comply with the Resident Labour Market Test which requires employers to provide evidence to UK Visas and Immigration that this requirement was met and yielded no suitable candidate.
Consultation on tackling exploitation in the labour market – (13 October to 7 November 2015)
This consultation seeks views on a range of proposals to improve the effectiveness of the enforcement of employment rights to protect workers from exploitation. These include:
Establishing a statutory Director of Labour Market Enforcement who will set priorities across enforcement bodies (HMRC National Minimum Wage team, Employment Agency Standards
CIPP Policy News Journal
25/04/2016, Page 110 of 453
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