Released on = August 24, 2006, 2:08 am

Press Release Author = Croner

Industry = Industrial

Press Release Summary = Majority Vote for Change in Working Patterns to Boost
Productivity

Press Release Body = Many of us may now be feeling refreshed after our summer
holiday, but UK productivity is set to nosedive for half of employees facing the
annual 'bank holiday drought' which begins next Tuesday. With no more bank holidays
until Christmas Day, equal to 84 working days, exactly 50% surveyed by YouGov for UK
workplace advisers Croner (www.croner.co.uk) directly blamed a lack of public
holidays between September and December for feeling unproductive at work.

But although a significant 39% voted for an extra bank holiday to recharge their
batteries, the majority would rather take control over their own working patterns,
with 34% preferring flexible working all year round, and a further 17% voting for an
additional day of annual leave to take whenever they choose.

In fact, 42% said that a bank holiday has no positive impact on their job
performance, with 7% actually saying it reduces their productivity on returning to
work.

Croner, provider of online information and consultancy in workplace issues, says
that even though we may complain of being one of the hardest working nations with
the fewest bank holidays in Europe, an additional bank holiday is not the answer to
boosting productivity. Instead, employers addressing productivity issues should be
looking at ways to help their staff achieve a better work/life balance through
offering more flexible working practices.

Richard Smith, employment services director at Croner says: "As a nation we moan
about being overworked and not having as many bank holidays as our European
neighbours. Unsurprisingly, therefore, the respondents to our survey said that a
long period of time with no public holiday has a negative impact on their
productivity.

"But when probed further, it became apparent that the frequency of bank holidays
isn't the real issue.

"Feeling unproductive is more likely to be due to becoming weary of long-term nine
to five shifts rather than a lack of odd days off. While a single day's public
holiday is nice to have, it isn't long enough to counteract the cumulative effect of
hard work. This is why many employers offer statutory bank holidays in addition to
normal annual leave, which allows for longer periods of rest and relaxation.

"Our research shows that, to improve productivity the most, the majority of
employees prefer the option to work flexibly all year round. This sends a clear
message to employers that, by introducing a flexible working policy for all staff,
they could experience real commercial gains."

Flexible working covers any working time arrangement other than what is thought of
as a standard working week, such as part-time and term-time working, job sharing,
homeworking, flexitime, annualised hours and compressed hours.

While government legislation currently only exists to allow those with young or
dependent children to work flexibly, companies may, at their discretion, go beyond
the minimum legal requirement and offer it to the entire workforce.

Smith adds: "I'm sure we'd all jump at the chance for an extra bank holiday, but
from a business perspective employers would see more economic benefits from looking
at ways they can offer flexible working arrangements beyond the statutory minimum
all year round."

Croner's flexible working advice to employers

. A legal right to request flexible working is available to the mother, father,
adopter, guardian or foster parent (or the spouse or partner of any of these) who
has responsibility for the upbringing of a child (who is under the age of six years,
or 18 years if disabled) and who has worked for his or her current employer for a
minimum of 26 weeks.
. Employers may, at their discretion, offer flexible working to the rest of the
workforce. This is highly recommended as best practice, and is offered in many
leading UK companies.
. The right to request flexible working includes the employee's right to change his
or her terms or conditions of employment.
. The right to request flexible working can only be exercised once a year and all
changes made to the employee's terms of conditions of employment are permanent,
unless agreed otherwise.
. The employer must give all applications serious consideration and then meet with
the employee to discuss his or her application within 28 days of receiving it.
. The employee may appeal the employer's decision within 14 days of receiving the
decision in writing. The employer must then meet with the employee to discuss his or
her appeal within 14 days of receiving the written appeal.

ENDS

Issued by Robson Brown on behalf of Croner, part of Wolters Kluwer (UK) Limited


Notes to Editors

Croner commissioned an omnibus survey by YouGov among 2119 people between 14th and
16th August 2006. The results were taken from a qualifying sample of 927 employees
who receive bank holidays in addition to their normal annual leave entitlement.

A full copy of the results is available by contacting the above.

About Croner
Croner, part of Wolters Kluwer (UK) Limited, is a leading provider of legal guidance
and best practice advice and support in the critical areas of; human resources;
health and safety; education and healthcare; environmental management; manufacturing
and construction; and international trade and transport to both public and private
organisations of all sizes and structures. For more information visit
www.croner.co.uk

About Wolters Kluwer UK
Wolters Kluwer UK, part of the Global Wolters Kluwer Group, provides information
solutions, software, expert advice and consultancy to both public and private
organisations of all sizes and structures. For over 50 years, Croner and CCH, its
two main UK operations, have strived for excellence and to be the professional's
first choice in their respective markets. CCH delivers specialist products and
services for the accounting, tax and finance professions.

Wolters Kluwer UK is part of Legal, Tax & Regulatory Europe, a division of Wolters
Kluwer. Wolters Kluwer is a leading multinational publisher and information services
company based in Amsterdam, the Netherlands. For further information, please visit
www.wolterskluwer.co.uk

Croner is a trading name of Wolters Kluwer (UK) Limited, Registered number 450650.
Registered office: 145 London Road, Kingston upon Thames, Surrey, KT2 6SR. Wolters
Kluwer (UK) Ltd is authorised and regulated by the Financial Services Authority
(FSA) for general insurance business.


Web Site = http://www.croner.co.uk

Contact Details = For more information contact Nicola Green, Robson Brown, telephone
(0191) 244 6637, mobile 07980 666 424, or email nicolag@robson-brown.co.uk