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Changes to traditional gender roles and the labour market are forcing a rethink of conventional work-life patterns. Individuals are calling for a better quality of life, while employers require greater flexibility in the workplace. The idea of reorganising time over the whole course of working is one possible response. This report offers a conceptual framework to consider time arrangements and working life, linking this to measures to improve quality of life. It reviews changing patterns and preferences for time use as well as a range of measures, such as the accessibility of more paid leave during the ?stress? phases of life in order to compensate for raising the retirement age, and the introduction of social security structures to fit new time arrangements. The report is presented as a contribution to the debate on time policies and quality of life. [European Foundation for the Improvement of Living and Working Conditions]

Neuere Untersuchungen haben ergeben, dass sich die Arbeitsbedingungen der Arbeitnehmer in der Europäischen Union im Laufe der letzten Jahre im Allgemeinen nicht verbessert haben. Die Anzahl befristeter Arbeitsverträge hat jedoch nicht dramatisch zugenommen. In der EU zeigt sich im Hinblick auf die Beschäftigung ein vielfältiges Bild: in Bezug auf die Verteilung der verschiedenen atypischen Arbeitsformen, die Aufteilung auf die Sektoren und die rechtlichen Rahmen und Überwachungsmechanismen für diese Beschäftigungsart bestehen große Unterschiede zwischen den Ländern und innerhalb der Länder. Eine wichtige Rolle spielen entsprechende Arbeitsmarktpolitiken, da geeignete Schutz- und Präventionssysteme Schlüsselelemente bei der Sicherstellung besserer Arbeitsbedingungen sind, die sich idealerweise auf alle Beschäftigungsformen gleichermaßen erstrecken sollten. In jüngster Zeit gibt es Anzeichen dafür, dass zwischen Arbeitnehmern in unbefristeten Arbeitsverhältnissen und solchen in befristeten Arbeitsverhältnissen im Hinblick auf die Kontrolle über die Arbeitszeiten, die Abstimmung der Arbeit auf die jeweiligen Fertigkeiten und die Bereitstellung von Ausbildungsmöglichkeiten große Unterschiede bestehen. [Europäische Stiftung zur Verbesserung der Lebens- und Arbeitsbedingungen]

Im Jahr 1998 hat die Europäische Stiftung zur Verbesserung der Lebens- und Arbeitsbedingungen eine umfassende Studie zu den Beschäftigungsmöglichkeiten der Zukunft in sämtlichen 15 EU-Mitgliedstaaten und Norwegen durchgeführt. Wer will arbeiten? Wann? Und warum? In der Studie wurde zu diesen Kernfragen die Meinung von Menschen untersucht, die in einem bezahlten Beschäftigungsverhältnis stehen oder in den nächsten fünf Jahren in den Arbeitsmarkt eintreten werden. Diese Broschüre zeigt die wichtigsten Ergebnisse der Studie zu der Frage auf, ob Männer und Frauen ihre Wochenarbeitszeit steigern oder reduzieren möchten. [Europäische Stiftung zur Verbesserung der Lebens- und Arbeitsbedingungen]

Das vorliegende Bulletin gibt einen Überblick über die aktuellen Entwicklungen in Bezug auf die Arbeitszeit im Einzelhandelssektor in Europa. Zudem werden anstehende Probleme näher betrachtet und praktische Informationen hinsichtlich der Organisation der Zeit angeboten. Zwei zusätzliche Artikel geben erstens einen Überblick über die Folgen der Zunahme von Teilzeitarbeit in Europa und zweitens darüber, welche Aussichten auf den Arbeitsmärkten und welche Präferenzen diejenigen haben, die gegenwärtig keiner bezahlten Beschäftigung nachgehen. [Europäische Stiftung zur Verbesserung der Lebens- und Arbeitsbedingungen]

During the summer and autumn of 1998 the European Foundation for the Improvement of Living and Working Conditions carried out a major survey on Employment Options of the Future across the 15 EU Member States and Norway. Who wants to work? When? Why? These were the major questions examined in the survey, which sought the views of people currently in paid employment or who intend to enter the labour market within the next five years. This leaflet summarises the main findings of the survey on the subject of actual and preferred working hours. [European Foundation for the Improvement of Living and Working Conditions]

The reduction of working time has played a major role in lessening the impact of lowered production output on employment levels, and this project aims to investigate short-time working and temporary layoff schemes which have been used as a means of avoiding redundancies by many Member States during the recession. Eurofound has conducted an in-depth analysis of schemes available in nine Member States during the recent economic crisis. This is one of the individual country reports describing the German national public support scheme. A comparative analysis of all the individual schemes forms the thematic part of the ERM Report 2010 – Extending flexicurity – The potential of short-time working schemes. [Irene Mandl, Sebastian Schulze-Marmeling]

The reduction of working time has played a major role in lessening the impact of lowered production output on employment levels, and this project aims to investigate short-time working and temporary layoff schemes which have been used as a means of avoiding redundancies by many Member States during the recession. Eurofound has conducted an in-depth analysis of schemes available in nine Member States during the recent economic crisis. This is one of the individual country reports describing the Austrian national public support scheme. A comparative analysis of all the individual schemes forms the thematic part of the ERM Report 2010 – Extending flexicurity – The potential of short-time working schemes. [Irene Mandl]

The purpose of this report is to provide a comparative analysis of the extent to which 31 European states (the 28 Member States and the 3 EEA countries: Iceland, Liechtenstein and Norway) have adopted measures which promote the reconciliation of working and private and family life. In contrast with the focus of recent reports of the European Network of Legal Experts in the Field of Gender Equality, the focus is on measures which go beyond those required by EU law. In particular, the report is concerned with flexible arrangements governing the time during which and the place in which work is undertaken, with flexibility in use of family-related leave, with carers’ leave and with measures permitting the sharing of parts of maternity leave between parents. The report does not address measures adopted by states to promote women’s re-entry into the labour market after periods of absence, as distinct from their return to full-time work after periods of part-time work related to domestic responsibilities or other reasons. [Author vide copyright]

Executive summary
Résumé
Zusammenfassung
1. Introduction
1.1 Purpose and scope of the Report
1.2 The legislative context in European Union Law
1.3 Setting the report in context
1.4 Structure of the report
2. Family, work and gender equality
2.1 Introduction
2.2 Models of work-life ‘balance’
2.2.1 The impact of parental leave on women’s labour-market participation
2.2.2 The impact of part-time work on women’s labour market status
2.3 Reconciliation and gender (in)equality
2.4 The importance of childcare
2.5 Conclusion
3 Part-time/flexible work
3.1 Introduction
3.2 Part-time work
3.2.1 Rights to work (or to request to work) part time
3.2.2 Restrictions on the timing of requests to work part time
3.2.3 Restrictions on ‘part-time’ working hours
3.2.4 Restricting the right to work part time on the basis of the employer’s interests
3.2.5 Collectively agreed rights to part-time working arrangements
3.2.6 Returning to full-time work
3.3 The organisation of working time
3.4 Remote working/homeworking
3.5 Uptake of part-time work/flexible working
3.6 Conclusion
4 Sharing leave
4.1 Introduction
4.2 Maternity leave
4.2.1 Shared leave
4.2.2 Part-time leave
4.3 Paternity leave
4.3.1 Shared leave
4.3.2 Part-time leave
4.4 Parental leave
4.4.1 Ordinary and additional ‘parental leave’
4.4.2 Additional child-related leave
4.4.3 Part-time leave
4.5 Uptake of leave
4.6 Conclusion
5 Care leaves
5.1 Care leaves
5.2 Conclusion
6 Leave, working arrangements and labour-market equality
6.1 Introduction
6.2 Labour-market participation
6.3 Part-time working arrangements
6.4 Conclusions