– Advances the view that work-life balance (WLB) can benefit business during financial crisis and austerity.
– Draws evidence from studies in Britain and southeastern Europe.
– Introduces and explains the dual-agenda approach as a potential framework for human resources (HR) specialists, managers and employers.
– Argues that part of the main challenge for HR is to convince senior and line management of the need for flexible working arrangements. In order to do this, HR should take charge in monitoring the effectiveness of policies, including implementation and take-up rates and especially in evaluating flexible working practices that are often developed from the bottom up.
– Describes how HR’s role in developing strategies for overcoming resistance to change among managers and others is important, and outlines such barriers to success as gendered assumptions about ideal workers who do not need time for family.
– Argues that while WLB initiatives can be good for business and a good way of managing recession and austerity, it is crucial not to lose sight of employee needs.
