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The dominant role of the employer regarding the access and use of healthcare services by migrant domestic helpers (MDH) often has a negative impact on healthcare provision for migrants in Cyprus. Research relating to the perceptions of MDH employers remains scarce. The purpose of this paper is to investigate the role of employers on the access and use of healthcare services by their MDH.

Three studies were carried out using semi-structured interviews with MDH (n=13) and employers of MDH (n=12) and structured questionnaires with MDH (n=625). Content analysis for qualitative findings was carried out using QSR Nvivo 10 and for quantitative using Statistical Package for Social Sciences version 17.

Findings provide information about migrant health needs from different views leading to improved documentation via multiple triangulation. Employers play a key gatekeeping role but are not in position to provide sufficient information and guidance to their MDH. MDH reported a need for health services which was not met (18 percent), attributing this to their employers not granting them permission.

The role of the employer is critical and has an impact on the quality of care provided to this migrant group. The involvement of the employer in MDH health matters functions as a barrier. A significant gap exists between employers and MDH regarding the health needs of the latter.

The purpose of this paper is to provide an overview and analysis of current legislation and various schemes and practices that are available to employers and employees in relation to work life balance, family friendly work arrangements, leave entitlements and diverse modes of flexible work in Ireland. Focuses in particular on the Library and Information sector.

Introduces the concept of flexible working, followed by a review of relevant literature. Outlines what flexible work practices are, giving details of various types of flexible working, both statutory and non‐statutory (in Ireland). Then, discusses why flexible work practices have emerged and details background legislation and the issues that the introduction of flexible working raises. Draws conclusions about best practice in relation to the management of flexible work practices.

It is argued that commitment to work life balance is now firmly in the mainstream and is part of the political agenda in Ireland and the rest of the developed world. Flexibility in work practice is becoming an integral part of employment, particularly in public sector organisations, which are in effect, leading the way on this issue. Flexible work practices have many advantages for both employees and employers. They also create challenges, especially in terms of management. It is important to balance the requirements of the organisation with those of the employees. Key factors in the successful implementation of flexible working are training and communication.

The article provides a firm basis for further investigation and discussion.

The subject of part‐time work is one which has become increasingly important in industrialised economies where it accounts for a substantial and growing proportion of total employment. It is estimated that in 1970, average annual hours worked per employee amounted to only 60% of those for 1870. Two major factors are attributed to explaining the underlying trend towards a reduction in working time: (a) the increase in the number of voluntary part‐time employees and (b) the decrease in average annual number of days worked per employee (Kok and de Neubourg, 1986). The authors noted that the growth rate of part‐time employment in many countries was greater than the corresponding rate of growth in full‐time employment.

This paper aims to explore the evolving needs of Indian men and their aspirations regarding work–life balance practices. The ultimate aim is to assess whether the available policies are helpful and to explore the various roadblocks in their implementation.

This study takes a qualitative approach and draws on the semi-structured interviews of Indian men (N = 19).

The analysis revealed an asymmetrical approach of organizations toward implementing employee benefit policies. The organizations remain plagued by the notion that “benefits policies” are needed only by women to carry out additional family responsibilities, whereas men remain aloof from such responsibilities, which takes its strength from the patriarchal roots of Indian society. This study reveals two major themes: lack of appreciation for gender egalitarianism arising among men at the work–family interface’ and the coping practices by men to address their ‘role strain arising due to work–family conflict. It is noted that there is a need to formulate policies and practices to cater to men’s evolving aspirations toward the family–work interface.

This study furthers the debate on inclusive policies for employees and examines the subsection of men for their evolving needs and aspirations. Although organizations live in the glory of having employee-friendly policies, they offer little help in advancing gender neutrality in the workplace. The inclusive policies shall also be helpful for females because it would increase the availability of their partners/spouses to share the family responsibilities.

The purpose of this study is to highlight and critically assess the salient features of the Worker’s Rights Act 2019 of Mauritius.

The various essential sections of the Act is assessed to underline the way they provide for an upgrade and progress in comparison with former labour legislation of Mauritius. The standards set by the International Labour Organisation are used as parameters to assess the salient features of the Act.

The new law puts the worker, as an individual human being, at the centre of the law and employment-related legal provisions have been designed accordingly. This law is an essential and much-needed shift from employer’s centred labour legislation to labour legislation that emphasises on rights of workers.

This study enables foreign and local employers and workers operating in Mauritius to understand and be acquainted with the new provisions on employment laws in force in the country.

This study is currently amongst the few available legal literatures on worker’s rights in Mauritius which adds to its originality. In addition, it is proposed as a building block on which further research on employment laws can be invited.

This paper presents the findings of assessing the strategies required for improved work-life balance (WLB) of construction workers in Eswatini. This was done to improve the work-life relationship of construction workers and, in turn, improve the service delivery of the construction industry in the country.

The study adopted a quantitative research approach using a questionnaire administered to construction professionals in the country. The data gathered were analysed using frequency, percentage, Mann–Whitney U test, exploratory and confirmatory factor analysis (CFA).

The findings revealed that the level of implementation of WLB initiatives in the Eswatini construction industry is still low. Following the attaining of several model fitness, the study found that the key strategies needed for effective WLB can be classified into four significant components, namely: (1) leave, (2) health and wellness, (3) work flexibility, and; (4) days off/shared work.

The findings offer valuable benefits to construction participants as the adoption of the identified critical strategies can lead to the fulfilment of WLB of the construction workforce and by extension, the construction industry can benefit from better job performance.

This study is the first to assess the strategies needed for improved WLB of construction workers in Eswatini. Furthermore, the study offers a theoretical platform for future discourse on WLB in Eswatini, a country that has not gained significant attention in past WLB literature.

Investigates the effects of day of the week on work group performance at a contractor‐operated, government‐owned facility that tests aerospace propulsion systems. Focuses on individual employees′ contributions towards group performance and excludes the effects of mechanical failures and test equipment problems on group performance. Using five performance measures; hypothesizing that performance, as directly attributed to the employees, would be better on Monday and Friday than performance on Tuesday, Wednesday and Thursday, found results were significant for two of the performance measures. Discusses results and implications for future research.

This paper reports two studies involving data collected from 583 participants in Hong Kong and 121 participants in the People’s Republic of China (PRC), and examines the most popular compensation components offered by organizations to employees and participants’ perceptions regarding the five most important compensation components to retain and motivate people in Hong Kong and PRC, respectively. Results suggested that in Hong Kong, base salary, merit pay, year‐end bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, year‐end bonus, housing provision, cash allowance, overtime allowance, and individual bonus were the most important factors to retain and motivate employees. Results are discussed in light of economic, geographic, and culture‐related factors.

The Swedish Civil Aviation Administration's (CAA) new image Swedish travellers first became acquainted with CAA's new image as it was presented at all 19 airports across the nation in May 1997. Approximately 3,500 employees downed newly designed uniforms, working attire, protective clothing, cleaning clothes and fire‐fighting clothes. These new clothes are part of an effort to promote CAA's new image as a modern, business‐oriented and offensive concern. The new clothes will help to visually manifest CAA's development process and accentuate the continuing process of development in which CAA is engaged. The new image is definitive, classic and quality‐minded. A second reason for the change of apparel is that it is thought that well‐functioning and attractive working clothes will raise employee self‐esteem and work enjoyment.