To begin with, this goal is important to employees due to several reasons. One of the ways through which the CIPD is championing for better work and working lives for the employees is through requesting the employers to allow the employees work for more hours (CIPD, Megatrends: The trends shaping work and working lives, 2013). This would mean that the employees would walk home with better pay for the extra hours they were allowed to work. This factor goes a long way in changing the lives of the employees for the better. On the other side, these organisations that allow the employees to work for more or extra hours also stand a chance to receive a greater productivity. It will mean that the organisations will remain open for longer hours than the normal hours of operation, hence being more productive (JOOS, 2008). The Labour Market Outlook spring 2013 report has suggested that the pattern of employment in the UK would continue during the second quarter of 2013. The spring quarter net employment balance-which measure the difference between the proportion of employers who would like to increase their staff levels and the proportion of employers who would like to reduce their staff levels-as recently risen. This proportion has risen to +9 from +5 according to that report. This, to the employees would mean better lives as many unemployed individuals will get employment hence making their working lives better. It is also important for the employers to add more employees to their organisations in order not to overwork the current employees they have (NIGELWR, 2011). When the number of employees in an organisation is large, the employees tend to enjoy working in the organisation since the working conditions are normally improved. There would be leaves, offs and shifts in the working calendar, something that is not found in most of the organisations. Once the working conditions are improved, the employees will be motivated to work better. Motivated employees would work better both for the benefits of themselves and that of the organization (Van Wanrooy, et al., 2012). There would be qualitative and quantitative increase in the organisation’s level of productivity. There would be many employees joining the trade unions which would then be made stronger or reinforced to continue fighting for the labour rights of the employees. The strengths of the labour or trade unions lie in the numbers of their members. It would then mean that several trade unions would emerge to champion for the labour rights of their employees and those of the organisations or employers concerned. This therefore would mean that the UK economy at large would grow for the better due to better working lives for the entire employees in the UK. A country with a happy and motivated workforce is one that is championed towards greater achievements in its growth and development as far as economic, political, demographic, and other forms of development are concerned. The 2013 spring LMO report also noted that slack labour market creates battlegrounds for the job seekers. It is therefore important that the CIPD champions for better work and work lives so the rate of jobseekers can reduce by reducing the slackness in the labour market. Although the recent report indicates the edging number of job seekers, it also indicates the challenges faced by the jobseekers that lie behind the unemployment figures, especially those job seekers who seek for unskilled or low-skilled roles (CLEMENTS, 2012).
Employment Law and Labour Market