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Most workers on temporary, zero hours and involuntary part-time contracts in the UK are women. Many are also carers. Yet employment law tends to exclude such women from family-friendly rights.
Drawing on interviews with women in precarious work, this book exposes the everyday problems that these workers face balancing work and care. It argues for stronger and more extensive rights that address precarious workers’ distinctive experiences.
Introducing complex legal issues in an accessible way, this crucial text exposes the failures of family-friendly rights and explains how to grant these women effective rights in the wake of COVID-19.
This much-needed volume fills an overlooked gap in adult safeguarding – the digital arena – in providing a comprehensive overview of policy and practice in supporting vulnerable adults online.
Providing an essential analysis illustrated by recent court rulings and case studies, the authors advocate for the effective support of adults with learning disabilities and/or mental capacity issues in their digital lives without compromising their privacy and participation rights.
The text balances a theoretical exploration of the tensions between participation and protection, legislation, human rights, professional biases and social wrongs. It encourages a critical approach in adopting both a practical and realistic understanding for policy makers, professionals and students in social work, law and adult social care.
The effects of COVID-19 are visited disproportionately on the already disadvantaged.
This important text maps out ways in which those already disadvantaged have been affected by legal responses to COVID-19. Contributors tackle issues including virtual trials, adult social care, racism, tax and spending, education and more. They reflect on the implications of COVID-19 and express concerns with policy and practice developments and with the neutral version of the law and the economy which has taken root.
Drawing on diverse resources, this text offers an account of the damage caused by legal responses to the pandemic and demonstrates how the future response can be positive and productive.
With welfare to work programmes under intense scrutiny, this book reviews a wide range of existing and future policies across Europe.
Seventeen contributors provide case studies and legal, sociological and philosophical perspectives from around the continent, building a rich picture of welfare to work policies and their impact. They show how many schemes do not adequately address social rights and lived experiences, and consider alternatives based on theories of non-domination.
For anyone interested in the justice of welfare to work, this book is an important step along the path towards more fair and adequate legislation.
Originally introduced as a form of social welfare with near-universal eligibility, legal aid in the UK is now framed as a benefit external to the legal system and understood in primarily economic terms. This book is the first to evaluate the recent reforms of UK legal aid from a social policy perspective and assess their impact on family law courts and advocacy.
Written by experts in the field, it focuses on the rise in people representing their own legal case and argues that the reforms effectively ‘delawyerise’ disputes, producing a more inquisitorial justice system and impacting the litigants, court system, staff and process.
Arguing for a more holistic concept of the reforms, the book will be of relevance to students, academics, policy-makers, judges, campaigners and social workers, not just in England and Wales, but in other jurisdictions instituting cuts to their legal aid budgets, such as Australia, Scotland, France, and the Netherlands.
connected to the relationship between the person providing and the person ‘receiving’ care. For example, providing care for an adult relative with a mental health problem might involve helping them to secure housing through liaising with mental health services and a housing association, as well as more daily routines of keeping in touch. The women who gave interviews for this study had six broad types of caring obligation, which often overlapped. These were: care for a child without disabilities; care for a child with a disability; care for an adult with a disability
, an agency care worker based in Liverpool, whose daughter had a disability requiring round the clock care. Sharon went for what she understood was a job interview with a care agency and mentioned at the interview that she would need to take a week away from work in the summer because her daughter had a hospital appointment in London. She brought the hospital letter with her as proof. The agency manager told her it would not be a problem, but when she came back from the week away, she was told her services were no longer required. In summary, then, it is clear that
their own parents in care for their children. Some felt it would not be fair. For example, Sandy’s mother had died and her father had a disability. She said that even if her parents were fit and able to do it, she did not think that it would be fair to involve them because there should be other arrangements possible. Other interviewees had recently relied on their parents for help with care but now found their parents were too infirm. Bettina’s mother had helped with the care of her two sons, who had now left home. However, as she had just been diagnosed with
requesting of one-off accommodations, to formally disclosing care responsibilities at job interviews. Their requests ranged from time off to deal with emergencies through to standardized working hours to help them manage intensive care needs for a partner with a disability. Women’s attempts (or their reluctance) to communicate with employers about their care responsibilities were intertwined with what was going on at home or with their care obligation and how they felt about their work more broadly. As Chapters Three and Four show, it was often difficult to arrange
commitments and that she would be too stressed. So instead, she asked her employer to either increase her fraction or consider her for a voluntary severance scheme. Structural discrimination Structural discrimination describes a situation in which an organization’s policies or general way of working discriminates against people on the ground of their sex, gender, race, disability, age, sex or sexual orientation, or the intersection of these grounds. It can happen at the level of government policies (for example, around economic policy) or at the level of the labour
