The absence of workplace policies which facilitate the reconciling of family and working life is a major consideration for parents who wish to have a career outside the home as well as fulfil family responsibilities. A number of Irish employers have implemented policies to help reconcile family and working life and I welcome the Employment Equality Agency's booklet as a means of encouraging more employers and employees to adopt some of the best national and international practices in the area. The agency's booklet shows that family friendly policies can help reduce costs and boost a company's economic performance.
These policies are best put in place by agreement at the level of the enterprise in response to the particular needs of the employer and employees. The imposition of one model across enterprises generally is not considered appropriate. The agency will continue to support such initiatives through its information services.
All employees are entitled to time off work under the Maternity Protection Act in the period immediately around the birth of a child and recent legislation has also afforded a similar entitlement to adopting mothers. In the recently agreed EU Directive on Parental Leave, which I supported, an individual right to working parents to parental leave will also be introduced. Recognition of the need to reconcile family and working life is also a consideration in the context of the current review of holiday legislation.
However, as the Employment Equality Agency points out, formal legislation is only one factor in creating a family friendly work environment. Child care is also a key measure in this area. I welcome the involvement of more employers in developing and supporting such initiatives. My own Department's pilot child care project to support development of child care facilities in disadvantaged areas for working parents and parents seeking work seeks to prompt greater child care capacity through local employer and community partnership.
The reconciliation of work and family responsibilities encourages job loyalty, retains skilled employees and results in better motivated and more productive staff. The agency's action plan for the development of family friendly workplaces is aimed primarily at individual employers and their workers.
Undoubtedly, such policies will particularly benefit women as they continue to shoulder the major share of family responsibilities. In launching the booklet the agency's chairperson, Ms Kate Hayes, urged provision of family friendly measures in an equal opportunities context. Forthcoming legislation will strengthen the application of equality principles in employment and it will also provide further support for women to access and participate to their full potential in the workplace. Side by side family friendly policies and improved statutory provisions will significantly improve the position of women in employment.