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As 1992 approaches, a major question being raised is to what extent the development of the Single European Market will allow the integration of societies and economies with different structures, laws and traditions, and encourage the convergence of organisational and institutional patterns across member states. This article explores this question by examining patterns of working hours in large-scale grocery retailing in two member states - Britain and France. Based on comparative fieldwork carried out in 1986 and 1987 it shows that patterns of working hours currently differ in terms of patterns of part-time hours (levels of use, length of contracts, shift lengths and patterns) and the types of flexibility in working hours, and seeks to explain these differences in terms of the differing social policies and industrial relations frameworks relating to part-time work and to working hours more generally in the two countries. The article speculates on the possible effect of the Single European Market on large-scale grocery retailing as part of a wider assessment of factors likely to influence patterns of working hours in this sector after 1992. It finds that there are indeed pressures towards convergence, particularly affecting Britain, as a result of commercial, technological and European social policy measures with major implications for employers and for women's patterns of employment. It suggests, however, that in the short to medium term past national specificities will continue to maintain the differences found.

PurposeThe purpose of this editorial is to provide an overview of the wider debates concerning the evolution of work‐life balance practice and policy since the onset of the "Great Recession" of 2008 and to draw out some comparisons of the issues raised by the papers in the special issue by focusing particularly on the example of the UK.Design/methodology/approachThe editorial analyses how the direction and pace of changes in work‐life balance practice and policy varies between different national contexts and welfare regimes and also asks whether, within the same national context, the changes taking place are always consistent.FindingsThe special issue draws together an international overview of work‐life balance measures which focuses particularly on measures for fathers, an EU‐wide analysis of the use of flexible employment and its relationship with work‐family conflict and a number of specific country case studies from Southern Europe where recession has been particularly severe (Spain and Italy) and the Southern hemisphere (Australia) where the recession has been less deep. It finds that economic crisis and austerity have resulted in a variety of labour market changes and policy responses in different national settings, some but not all of which map onto existing welfare regime typologies. The articles raise a wider set of questions about what type of policy best promotes employees' work‐life balance. The editorial argues in favour of legislative support for work‐life balance to help address structural inequalities.Originality/valueThis editorial and special issue is one of the first to review the small but growing literature on the effect of recession on individuals' experience of work‐life balance, organisations' approach to work‐life balance and reconciliation policy since 2008.

This article reviews policy debates and output on employment rights for fathers in France, focusing on paternity leave and the debates leading to reform of leave in 2014. Since the extension of paternity leave to 10 days in 2002, take-up has increased but a minority of fathers, particularly those in managerial positions, find it difficult to access. The new law on parental leave enjoys public support but has been politically controversial. Policy debates around paternity and parental leave indicate an unfinished revolution in French family policy and law. Evidence of attitudinal change and workplace initiatives suggests that existing tensions are inevitable given the strength of a 'hyper-maternalised' policy tradition and also that such tensions may themselves be part of a longer-term process of 'lagged adaptation'.

This article reviews policy debates and output on employment rights for fathers in France, focusing on paternity leave and the debates leading to reform of leave in 2014. Since the extension of paternity leave to 10 days in 2002, take-up has increased but a minority of fathers, particularly those in managerial positions, find it difficult to access. The new law on parental leave enjoys public support but has been politically controversial. Policy debates around paternity and parental leave indicate an unfinished revolution in French family policy and law. Evidence of attitudinal change and workplace initiatives suggests that existing tensions are inevitable given the strength of a 'hyper-maternalised' policy tradition and also that such tensions may themselves be part of a longer-term process of 'lagged adaptation'.

Collective bargaining is widely advocated as one means of addressing continued gender pay disparities. However, since collective bargaining has been weakened as a mode of employment regulation, its efficacy relative to statutory regulation is a matter of debate. This article examines the relationship between collective bargaining and the law and the impact of bargaining content and structures on gender equality outcomes, by focusing on France and the United Kingdom, two EU countries which have markedly different collective bargaining traditions and structures, contrasting legal traditions and different gender regimes. The comparison highlights the respective contributions of supportive legislation, bargaining structures and bargaining equity as drivers of change, emphasizing the particular importance of supportive legislation in the two countries, as well as the particular vulnerability of UK gains (in the context of recessionary conditions, a voluntaristic approach and a weakened and localized bargaining framework) and the weakness of bargaining in relation in France, in the context of supportive legislation but inadequate legal enforcement.

PurposeThis paper aims to examine the international challenges of fitting fathers into work‐family policies at a time of global economic turbulence.Design/methodology/approachThe paper's design is a comparative policy analysis approach using international working time, paternity, maternity and parental leave data from selected rich, middle and poorer income nations. Leave policies are examined in relation to the place of fathers in the work‐family policy mix between 2010 and 2011.FindingsShort well‐compensated paternity leave provision is emerging in poorer and middle income countries but none offer the range of father‐targeted parental leave innovation observed in some richer nations. A comparison of leave policy changes effecting fathers between 2010 and 2011 showed resilience in face of economic downturn particularly in European countries.Research limitations/implicationsGlobal data on fathers' working hours, paternity leave and men's access to parental leave are difficult to access and more effort in data standardisation is required to build on this study.Practical implicationsInter‐governmental bodies play an important role in the promotion of father‐friendly employment measures even in countries with strong male breadwinner cultures.Originality/valueThis policy analysis extends scholarship on how societies promote and regulate cultural constructions of fatherhood in families and in the workplace. It suggests that drivers to fit fathers into work‐family policies are mixed and do not easily map on to country classifications or policy regimes.

PurposeThe purpose of this article is to investigate work‐family interventions in Italian organizations within the context of a national welfare regime and in the face of recession.Design/methodology/approachThe results of case studies carried out on eight leading companies in the field of workplace work‐family policies are presented. The case study research is supported by a literature review as well as an analysis of national legislation and political agenda concerning work‐family issues.FindingsFindings indicate that, against the backdrop of the institutional framework, one impact of the recession may be the setting aside of workplace work‐family intervention, especially in small and medium‐sized organizations with limited resources. Evidence collected using case study research suggests that this has not happened in larger companies where employers have adopted a strategic approach to work‐family issues. In these larger firms, work‐family policies have been assessed and reorganized as a result of an increasing concern for workplace performance and efficiency. In this regard, resilience to the crisis in workplace arrangements is related to the fact that the adoption of an evidence‐based approach makes economic sense and contributes to obtaining the long‐term support needed from important stakeholders.Research limitations/implicationsThe case study companies are not necessarily representative of current workplace intervention in the field; a generalization of the findings may not therefore be appropriate. They do however provide valuable insights for both future research on workplace support and public policy design.Originality/valueThe article investigates the links between the wider social, economic and political context and workplace work‐family arrangements in specific organizations.

This article reviews the way that fatherhood is constructed in the public discourse and more broadly in the public sphere in the UK and France by examining (1) the fatherhood regime and its influence on the construction of fatherhood in the two countries; (2) gender attitudes and parenting roles; and (3) popular images of fatherhood, particularly as represented in women's and men's magazines in France and in the UK. The authors explore to what extent "new" features of fatherhood in the two countries are reflected in its public representation and how this representation is influenced by national fatherhood regimes and notably social policy. The authors find that "new fatherhood" is finding its way into popular representations of fatherhood in both countries, but that cultural products tend to be conservative in their representations and reinforce existing stereotypes rather than innovative in representations of gender relations.

PurposeThis paper seeks to focus on the role of organizations in mediating the impact of national work‐life balance (WLB) policy on employees, in particular fathers.Design/methodology/approachIt presents existing research about WLB policy implementation in organizations as well as the findings of empirical work in insurance and social work in France and the UK (questionnaire survey, case study analysis, interviews with national and sector‐level trade union officials).FindingsThese indicate that fathers' take‐up of WLB policies is the outcome of a complex dynamic between national fatherhood regimes, organizational and sector characteristics and the individual employee. They suggest that fathers tend to use WLB measures to spend time with their families where measures increase their sense of entitlement (state policies of paternity leave) or where measures offer non‐gendered flexibility (reduced working time/organizational systems of flexi‐time). In line with other studies it also finds that fathers extensively use informal flexibility where this is available (individual agency).Practical implicationsThese findings have implications for the way WLB policies are framed at national and organizational level. At national level they indicate that policies work best when they give fathers a sense of entitlement, by giving specific rights linked to fatherhood (e.g. paternity leave or "daddy month"‐type arrangements), and or by providing universal rights (e.g. to reduced working time and/or flexible working time); however, where measures are linked to childcare they are often framed as mothers' rights when translated to the organizational level. The research also shows that informal flexibility is used and valued by fathers within organizations, but that such informal arrangements are highly subject to local variation and intermediation by line managers and co‐workers; hence, for effective and even coverage they would need to be backed up by formal rights.Originality/valueCross‐national comparative research into WLB policy and practice at national and organizational level is very rare. The empirical work presented in this paper, although exploratory, makes a significant contribution to our understanding of WLB policy and practice, particularly as it relates to fathers.

PurposeThis paper aims to contribute to the academic literature in two ways. Firstly, the paper will analyse the impact of the financial crisis on the level of flexibility, autonomy and stress of Spanish employees. Secondly, it aims to identify if the impact of the economic crisis on the work‐family balance differs by sex, educational level, economic sector and regions across Spain.Design/methodology/approachThe paper reviews relevant literature in social policy and work‐family balance. Two databases (2005 Ad hoc Module on work life balance; 2010 Ad hoc module on conciliation between working life and family life) were analysed in order to characterise work‐family balance before and during the economic recession.FindingsThe findings revealed that: economic crisis had a negative impact on the control and autonomy that Spaniards had of their jobs; economic crisis diminishes the level of flexibility at work; and economic crisis had a negative impact on the level of stress among Spanish employees.Research limitations/implicationsThe paper lays out several avenues for further research which would provide additional insight into the relationship between economic crisis and work‐family balance.Originality/valueDespite the explosive growth in the work‐family literature, it is not easy to find empirical evidence showing the relationship between financial crisis and work‐family balance. This paper fills some of the gaps. Moreover, the case of Spain is very interesting given the very specific circumstances of austerity there.

Purpose – The purpose of this editorial is to provide an overview of the wider debates concerning the evolution of work-life balance practice and policy since the onset of the "Great Recession" of 2008 and to draw out some comparisons of the issues raised by the papers in the special issue by focusing particularly on the example of the UK. Design/methodology/approach – The editorial analyses how the direction and pace of changes in work-life balance practice and policy varies between different national contexts and welfare regimes and also asks whether, within the same national context, the changes taking place are always consistent. Findings – The special issue draws together an international overview of work-life balance measures which focuses particularly on measures for fathers, an EU-wide analysis of the use of flexible employment and its relationship with work-family conflict and a number of specific country case studies from Southern Europe where recession has been particularly severe (Spain and Italy) and the Southern hemisphere (Australia) where the recession has been less deep. It finds that economic crisis and austerity have resulted in a variety of labour market changes and policy responses in different national settings, some but not all of which map onto existing welfare regime typologies. The articles raise a wider set of questions about what type of policy best promotes employees' work-life balance. The editorial argues in favour of legislative support for work-life balance to help address structural inequalities. Originality/value – This editorial and special issue is one of the first to review the small but growing literature on the effect of recession on individuals' experience of work-life balance, organisations' approach to work-life balance and reconciliation policy since 2008.