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Work from home has become as regular as the traditional commuting system after the outbreak of the COVID-19 pandemic. Previous studies have discussed the influence of working at home on the work–family interface. However, there is limited understanding of how diverse workforces manage their work–family issues with various family-friendly policies. This study aims to bridge this research gap by examining the collective influence of work conditions and family-friendly policies on work–family balance.

A survey experiment featuring two working conditions (work from home or commuting) × four family-friendly policies (household subsidy, family-friendly supervisor, financial profit, paid leave vs no policy) was approached based on 703 valid responses in China.

The results indicate that family-friendly policies are more effective under the work-from-home condition than the commuting condition, household subsidies and financial profits are considered more helpful for work–family balance under the work-from-home condition and employees’ policy preferences depend on personal identity and work conditions, which help them maintain work and family issues concurrently.

This study explores the joint impact of work conditions and family-friendly policies from a situational perspective. This study indicated that professional organizations need to perform delicacy management considering policy preferences. Moreover, changing working arrangements help employees facilitate their work–family balance.

At the end of this chapter, learners should be able to:

• Discuss the origin of family-friendly policies.

• Explain the different types of family-friendly policies.

• Explain the importance of family-friendly policies.

• Explore the financial implications of family-friendly policies.

• Understand how to calculate leave payment.

• Explain possible limitations of family-friendly policies.

Discuss the origin of family-friendly policies.

Explain the different types of family-friendly policies.

Explain the importance of family-friendly policies.

Explore the financial implications of family-friendly policies.

Understand how to calculate leave payment.

Explain possible limitations of family-friendly policies.

The purpose of this paper is to compare the family‐friendly policies developed in Sweden, the UK and Singapore and discuss the implications on family‐friendly policies in Hong Kong.

The study draws on policy documents of the three countries, to examine the welfare model, the service provisions and the outcomes of the family‐friendly policies.

In the study, the paper finds that considerable differences exist among the three countries in their conception of the role and responsibility of government in the reconciliation of family and work conflict. Strategies ranging from a high degree of intervention to minimal intervention are closely related to the social welfare regime of a country. Learning from the international experiences, it is important to link work and family policies in developing family‐friendly policy in Hong Kong because work and family are not two separate worlds.

Numerous studies have documented the effectiveness and impact of family‐friendly policies in their own countries, but little has been done to compare the international experiences. The analysis contributes to offer a clear direction of developing family‐friendly policy in Hong Kong.

With higher female labor force participation and the greater prevalence of dual-career families, family responsibilities ever more overlap work responsibilities. Companies have begun to respond to the changing nature of the workforce by offering family-friendly policies that are intended to help employees manage family responsibilities while remaining productive workers. Examples of family-friendly policies include child and dependent care, flexible leave polices, and time off for family emergencies (Daley, 1998; Folsom & Botsch, 1993; Greenfield, 1997; Ezra & Deckman, 1996). Some benefits frequently offered by employers are not considered family-friendly policies because they are not primarily directed toward the management of family responsibilities. Examples of those benefits are educational assistance for the employee, mortgage assistance, holidays, and employee wellness programs.

The objective of the study is to identify the themes of “family friendly practices” and to perform a literature review. The research aims to identify the emerging trends in the area of “family friendly practices” by carrying out an exhaustive literature review.

The study synthesizes the literature between the years 2010 and 2019. First of all, 150 research articles were identified by keyword search, bibliography and citation search, out of which 57 research articles were selected on the basis of the most sound theoretical background and maximum literature contribution. The citation analysis method was performed on these studies in order to study the journals, authors by using Google Scholar, ResearchGate, the international database Science Citation Index and SCImago Journal Ranking.

The author citation count shows that the research topic is still getting recognition and the research in this area is increasing. The finding of the research is that the current research in family-friendly practices has focused mainly on seven topics: availability and usability of family-friendly policy, job satisfaction, organizational performance, supervisor or manager support, work–life conflict, employee turnover employee retention and women’s employment.

The study may provide valuable inputs to the HRD practitioners, managers, research scholars, to understand the recent trends in the field of family-friendly policy. As per the best knowledge of the author, this is the first study on family-friendly practices using citation analysis.

States that there is a need for a practical instrument to measure the present situation of work‐life balance. Describes the development process of the Family and Business Audit within the Flemish context. Details the setting up and aims of the system before outlining its application in some detail and other existing instruments also emploiyed. Provides a number of short case studies to demonstrate its effectiveness.

The closer integration of work and family responsibilities has become an important element in the promotion of the decentralisation of the Australian industrial relations system. This article outlines the origins of the work and family agenda and discusses how it has come to be incorporated into the industrial relations reform agenda. A work and family typology is developed. Examples of family friendly workplace arrangements are outlined and discussed, and the extent to which these are incorporated into enterprise agreements is then outlined. There must be doubts as to how far family friendly workplace arrangements can be extended in an economy with high rates of casualisation, falling trade union densities and considerable differences in bargaining power. Indeed, many of the current family friendly arrangements are distinctly family unfriendly. Finally, there are important gender issues to consider in relation to the family friendly industrial relations agenda.

Using evidence drawn from case studies in four companies in the Scottish financial sector, this paper examines how both statutory and company family leave policies are operated by line managers. This paper considers the extent of line managers’ knowledge of statutory and company family leave policies and finds that their knowledge, particularly of statutory measures, is often wanting. In exploring the reasons for this situation, training on statutory and company family leave policies was found to be extremely limited and although support from human resource professionals was provided, line managers only referred to them in exceptional circumstances. This situation has clear implications both for consistency of operation of these policies and for the role of human resource professionals in ensuring that statutory and company provisions are effectively put into practice.

The purpose of this study is to understand the effects of usage of family friendly policies on the careers of women executives.

An in-depth and systematic review of literature on family friendly policies (FFPs) was carried out using Scopus database.

The study consolidates positive and negative consequences of usage of FFPs on women executives’ careers.

This study is one of the foremost attempts to consolidate the literature on different effects of usage of FFPs.

Among the most consistent predictors of work‐family conflict for working parents are the number of hours worked, job role autonomy, and degree of support managers offer parents. Yet, little is known about the unique work experiences of lesbian women in terms of work‐family conflict. This paper seeks to identify correlates of work‐family conflict, specifically work interference with family (WIF), among lesbian mothers and identifies the role that being “out” at work plays in their experience of WIF.

A survey of 58 working lesbian mothers engaged in long‐term, same‐sex relationships that they categorized as a family was used to collect data on constructs related to work‐family conflict and related variables. The vast majority of the sample were managers or professionals.

Analyses indicate that increased job role autonomy, fewer hours worked, and increased managerial support are associated with less overall WIF. Additionally, the extent to which participants are “out” at work is associated with reduced WIF, and explains variance beyond the other constructs examined.

Managers can play an essential role in helping reduce WIF among lesbian women via formal steps including offering written support for non‐discrimination policies and benefits for domestic partners. Managers can also take more informal steps such as role modeling acceptance. Finally, managers can modify features of the work environment and jobs themselves.

Being “out” at work can be advantageous for lesbian workers as a strategy for ameliorating WIF. Managers are in a position to make this kind of disclosure possible.