This report examines the attitudes towards and experiences of work-life balance of New Zealand employees and employers, with a particular focus on the availability and uptake of flexible working arrangements. The study was designed to provide a benchmark for future assessment of the impact of the Employment Relations (Flexible Working Arrangements) Amendment Act 2007.

The report summarises the key findings of two surveys, one of 1,100 employers and the other of 1,004 employees, undertaken in April - May 2008. The surveys were conducted by Research New Zealand on behalf of the Department of Labour.

The research found that New Zealand workers are reasonably positive about their work-life balance, rating it on average 4.25 out of 6 (with 1 being very poor and 6 being excellent). They are slightly less positive about how easy it is to achieve the right work-life balance, but on both measures it appears there has been some improvement since 2005.

What role do flexible working arrangements play? The findings indicate that employees who have access to flexible work arrangements are likely to rate their work-life balance more highly than those who do not, and find it easier to achieve the balance that is right for them.

Almost all businesses offer some flexible working arrangements to all or some of their staff. The most widely available flexible working arrangements are occasional flexible start and finish times, flexible breaks, part-time work and unpaid leave. The type and range of arrangements varies by sector and size of organisation.

More than two-thirds of employers report they are supportive or very supportive of flexible work in their organisation. Employees rate their employers' level of support similarly. Sixty percent of employers believe that flexible work has a positive or very positive impact on the workplace. Not surprisingly, employers who are supportive and those who report a positive impact are also more likely to offer flexible work.

What flexible working arrangements make the most difference? Employees who have access to part-time work, flexibility in choosing when to work the number of hours they are employed to do, regular flexibility in start and finish times, job sharing and the ability to buy additional leave in exchange for reduced pay are likely to rate their work-life balance more highly than those who do not have access to these options.

Do employers actively promote these options to employees? Fifty percent of businesses advise their employees verbally about the availability of flexible work. Thirty percent include it in their employees' employment agreements. But in 44% of organisations, staff learn of options only when they specifically ask about them.

Employees report that in most cases their manager or supervisor is the person who makes the decision about whether a flexible working arrangement can be used, although employers suggest that the responsibility is spread more widely.

The Employment Relations (Flexible Working Arrangements) Amendment Act 2007 has been introduced to increase the availability and take-up of flexible working arrangements (that is, variations to hours of work, days of work or place of work) for all eligible employees with carer responsibilities. At the time of the surveys, 64% of employers were aware of the Act, but only 17% were aware of the eligibility criterion. Awareness among employees was lower, with only 40% of employees aware of the Act.