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This employees in the organization. Other countries also

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This legislation is too
new to allow for assessment of its effects on sub-groups of the economy;
however, it has the potential to be an innovative legislative response to the
demand for work-life balance. In India still there is a need of some strong
regulation for catering the needs of employees in the organization.

Other countries also have
different measures in place to facilitate work-life balance for working
parents: for example Hungary, Italy, Norway, Portugal and Spain enable women to
reduce their working hours in the first 9-12 months after the birth of their
child. The U.K., similar to Italy, has implemented specific legislation on
flexibility and work-life balance through the Employment Act 2002, which came
into force in April 2003.

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While, the European Union
has provided the impetus to countries to address the issue of greater harmony
for workers in their home and work obligations by focusing on policies around
forms of parental leave. In the 1990s it set minimum standards for maternity
and parental leave through the Council Directives.

Provisions regarding
maximum working hours leave and special provisions for employee’s health safety
and welfare are defined in Factories Act (1948), which makes the life of the
employees easy, according to act employer must also provide a crèche where more
than 30 women workers are employed with children below 6 years. Yet till now no
national laws are there which specifically covering rights to shared family
responsibilities/ part-time workers/ home workers/knowledge-workers, the
another biggest fact which seems to be practicising by Indian organizations is
by-passing of legislation to circumvent laws and lack of pressure for formal
policies at the organizational level to support work and family.

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