John Monks: Attacked long hours

The TUC and Industrial Society have attacked the UK's "long hours culture" and called for a flexible approach to work allowing employees "to take the time to pursue other interests".

Launching the joint initiative and a guide to implementing work-life balance strategies which will "enhance productivity and efficiency", TUC general secretary, John Monks hit out at employers who expect staff to work the longest hours in Europe.

"Too many workers are expected to work long hours and inflexibly for no return," he said.

Employment relations minister Alan Johnson has backed the call for flexible working and the argument that a better "work-life balance" increased productivity and profitability.

"Offering employees a better work-life balance is crucial in the quest for better performance and higher productivity. It is also essential for fulfilled, as well as full, employment.

"Employees are able to balance the demands of work with family commitments or other pursuits, while in turn employers gain from reduced absenteeism, less staff turnover and a more productive, highly committed workforce - all of which make an impact upon the bottom line," he said.

The TUC and Industrial Society have highlighted findings from the 1998 Workplace Employee Relations Survey showing that only 32 per cent of workers are offered flexitime, only 28 per cent were allowed to take parental leave and less than a fifth had access to a job-share scheme.

UK workers are also working the longest hours in Europe, clocking in at nearly 44 hours a week, compared with the more laid back Belgians and Italians on 38 and a half hours.

But Industrial Society chief Will Hutton believes that the "embedded culture of presenteeism" may be shifting.

"Traditionally, UK employers have found it difficult to reconcile flexible working with the embedded culture of presenteeism. The irony is that this inflexible approach to work-life balance decreases employee motivation and results.

"The good news is that research suggests that managers are beginning to judge workers by what they achieve and not just by their presence. Large companies have tended to lead in this are a given the right tools, small firms should now be ready to get in on the act," he said.