Former health secretary Alan Milburn has urged the government to produce a white paper on the work-life balance, linked to the government's commitment to abolish child poverty by 2020 and addressing the gender pay gap, long hours and inflexible childcare.

Government Response: Department of Trade and Industry

Patricia Hewitt, secretary of Trade and Industry said: "With more women in work than ever before, employers cannot afford to ignore the benefits of flexible working including recruitment, retention and staff morale.

"Employers have sent out a signal of support for flexible working and this should give more parents the confidence to raise the issue with their boss either informally on through the new right."

Forum Response: Association of Accounting Technicians

Jane Scott Paul, chief executive of the Association of Accounting Technicians told ePolitix.com: "Employers can no longer ignore 'work-life balance' as a long-term business planning issue.  Long hours not only impact on health, productivity and family life, but also prevent people from improving their knowledge and skills as they don't have the time or energy to go to college or to study.

"This in turn means that large sections of the workforce are not able to get qualifications or to improve upon the ones they already have.  Because they are prevented from developing themselves in this way they are less able to increase their value to their employers and the economy at large.

"The AAT has a proactive approach to flexible working to ensure the work-life balance of our staff.  Despite being in the SME category we've taken a strategic decision, in order to improve recruitment and retention, to extend our benefits for flexibility beyond the statutory requirements and give all staff, not just parents, the opportunity to participate in finding ways of working which best meet both their own and our business needs. In the first year, staff turnover and days lost through sickness declined significantly. Flexible working is regarded by staff as a key benefit."

Forum Response: Institute of Directors

Richard Wilson, business policy executive at the Institute of Directors said: "The suggestion that fathers and mothers should be able to choose which parent claims parental leave is attractive. It makes sense to give parents this kind of flexibility over their working arrangements. It might be good for employers too. Rather than one employee (the mother) being away from work for 12 months, the parents could divide the time up between them. It would be better for businesses if employees were away for six months rather than 12.

"The proposal that paternity leave should be extended to four weeks has some appeal to expecting fathers. However, the legislation was only introduced last year and it would be premature to amend the legislation already. There is also the issue of cost. In Sweden, fathers receive 80 per cent of their pay for a whole month. Would taxpayers consider it to be a good use of their money to pay fathers to stay at home for four weeks on this level of pay?

"However, the suggestion that all employees should have a right to ask for flexible work is unnecessary. Most employers are happy to agree to requests for flexible work - as the Department of Trade and Industry's own evidence demonstrates. Consequently, there is no need to introduce further legislation in this area at this stage.

"Alan Milburn said in his speech that he did not want to see more legislation being introduced. He is right. The legislation introducing paternity rights has only been in operation for twelve months. UK businesses need stability in employment law."

Forum Response: Chartered Institute for Personnel and Development

Mike Emmott, head of Employee Relations at the CIPD, said: "Work-life balance policies are basically good management; they are about treating people with fairness and respect. The right to request provides a basis for employer and employee to discuss how their respective needs for flexibility can best be accommodated.  This law focuses on promoting and supporting good practice and most employers have responded in a positive spirit."