balance. In India still there is a want of a few sturdy regulationfor catering the desires of employees in the organization. work-lifeThislaw is simply too new to permit for assessment of its consequences onsub-organizations of the economic system; however, it has the capacity to be a progressivelegislative response to the demand for Therefore keepingthat in mind other countries also have different policies that are in place tohelp the working parents and employees in various industries in facilitatingwork-life balance so that proper attention can be given by them to their child.

An example for the same can be countries such as Portugal, Hungary, Norway,Italy and Spain have placed laws which permits the women to reduce theirworking hours during the first 9-12 months after their child is born so themother can give proper nurturing to the born child. Following this UK, similarto Italy, has also enforced laws and regulations on the flexibility of workinghours of the employees and work-life balance with the help of Employment Act2002, which came into the picture in the month of April 2003.Policies: When itcomes to defined policies and government laws and rules & regulations forwork-life balance in India, there is none, although there are various otherlaws in practice which helps provide the employees working in various hotelsand companies with some comfort and relief so as to make sure they are there tohelp and support their families in situations where their presence isessential.

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A proper example for the same is the Maternity Benefits Act (1961)which is in place that allows the women workers paid leave from the hotels andcompanies they work in for 12 weeks for child birth and health care. In placeof that male workers and employees are also granted the paid leave of 15 daysfor the same reason as the women. Provisions with respect to maximum workinghours leave and unique provisions for worker’s health protection and welfareare described in Factories Act (1948), that is in place to make the life of an employeeworking in a company easy and safe, in line with the act company or corporationshould also provide a crèche where there are at least more than 30 womanworkers are employed with children below the age of 6 years. But still till nowthere are no national laws or regulations placed whichspecifically covering rights to shared family responsibilities/ part-time employees/home employees/expertise-workers,the very other biggest truth which appears to be practicing through Indianbusinesses is through-passing of legislation to avoid laws and lack of pressurefor formal regulations at the organizational level to guide work and ownfamily. Since, the EU Union has furnished the impetus to nations to address the problemof extra concord for workers of their home and work obligations by completelyfocusing on the point of policies and regulations that forms around parentalleave. During the 1990s it set minimum requirements for maternity and parentalleave through the Council Directives.