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2Awareness ofemployment rightsThis chapter examines respondents’ awareness of their employment rights. Itfirstly examines how well informed respondents feel about their rights atwork, before looking at whether respondents feel that they know as much asthey need to know about their rights at work, and whether they would knowwhere to go to find out information about their rights at work. The chapterthen examines levels of awareness of a specific set of employment rights, aswell as some provisions that are not covered by law, and looks at how muchrespondents’ know about the detail of those provisions that they think arecovered by law. It then analyses the ‘awareness deficits’ of actual rights, thatis, the proportion of respondents who were unaware that a right was a legalobligation, but felt that it was very important for them to know about it.Finally, the chapter presents analysis on the development of an awarenessscore, where respondents were given a score based on their answers toawareness questions. Relationships are only reported in the text of thischapter if they are statistically significant (unless otherwise stated).2.1 How well informed respondents feel about their rights atworkRespondents were asked:‘So, first of all, very generally, how well informed do you feel about yourrights at work?’Table 2.1 shows the results of this question. It shows that 15 per cent ofrespondents felt very well informed about their rights at work, with a further51 per cent feeling well informed, 28 per cent feeling not very well informed,and six per cent feeling not well informed at all. Public-sector workers weremore likely to feel informed about their rights at work than private-sectorworkers, as were those with managerial/supervisory duties compared tothose without such duties. Those who had experienced problems in the pastto do with their rights at work were less likely to feel informed about theirrights at work than those who had not experienced a problem, perhapsbecause their problem had made them aware of the extent to which theylacked necessary information.19
Table 2.1: How well informed respondents feel about their rights atworkVery wellinformedWellinformedNot verywellinformedNot wellinformed atall% % % %UnweightedbaseAll respondents 15 51 28 6 1,038Age 16-24 13 39 36 12 11425-34 13 54 29 3 21535-44 17 52 27 4 28945-54 12 57 22 9 24955-64 17 45 30 6 170Gender Male 12 52 29 6 472Female 17 49 27 7 566Earnings Under £15,000 12 44 35 9 412£15,000 to £24,999 17 53 24 6 260£25,000 to £39,999 13 57 26 4 174£40,000 + 12 70 15 3 79Hours worked Full-time 14 53 27 6 781Part-time 17 54 33 7 250Type of organisation Public sector 20 54 22 3 336Private sector 12 49 31 8 662Whether has Yes 18 54 24 4 735HR/personnel deptNo 8 44 35 13 259Whether experienced Yes 11 47 34 8 416problemsNo 17 53 24 6 622Managerial/supervisory Yes 18 58 20 4 387dutiesNo 13 46 33 8 651Number of employees 1 to 9 15 44 31 9 159in workplace10 to 24 12 51 28 9 16824 to 99 9 51 34 5 250100 to 499 17 49 27 6 228500+ 21 56 20 4 208Note: ‘Don’t know’ responses not included as only four weighted cases.Source: IES/BMRB, 2005Figure 2.1 compares the results from this question from all respondents inthe 2005 survey and all respondents in the 2001 survey. Comparisonsbetween findings from the two surveys should be treated with extremecaution and cannot be seen as reliable, because of the change inmethodology and survey design (see Chapter 1, Section 1.4 for moreinformation).20
Page 5 and 6: AcknowledgementsThis research was c
Page 7 and 8: 4.3 Types of problems experienced 1
Page 9 and 10: List of Tables and ChartsTable 2.1:
Page 12: Figure 5.2: Where respondents would
Page 15 and 16: including work and parents, and dis
Page 17 and 18: those aged 65 and over the average
Page 19 and 20: all respondents (21 per cent) said
Page 21 and 22: • to find out the main sources of
Page 23 and 24: • A variety of telephone help-lin
Page 25 and 26: unaware of what was available to th
Page 27 and 28: which the survey covered. These exe
Page 30 and 31: 1.4 Comparisons with the first benc
Page 34 and 35: Figure 2.1: How well informed respo
Page 36 and 37: • being a trade union/staff assoc
Page 38 and 39: Figure 2.2: Whether respondents kno
Page 40 and 41: 2.4 Awareness of employers’ legal
Page 42 and 43: 2.4.1 DiscriminationThe Sex Discrim
Page 44 and 45: minimum number of weeks paid holida
Page 46 and 47: This fairly high awareness may refl
Page 48 and 49: Ordinary maternity leave: 88 per ce
Page 50 and 51: While respondents may be aware of t
Page 52 and 53: dependent children, had children un
Page 54 and 55: It is important to note that rights
Page 56 and 57: Table 2.5: continuedWhether experie
Page 58 and 59: 2.8 Summary2.8.1 How well informed
Page 60 and 61: • 51 per cent of respondents were
Page 62 and 63: 3Knowledge of specificemployment ri
Page 64 and 65: Figure 3.1: Estimate of the weekly
Page 66 and 67: Table 3.1 shows respondents who got
Page 68 and 69: Table 3.2: continuedHow well inform
Page 70 and 71: The median number of weeks cited by
Page 72 and 73: 3.2.4 Days off in a 14-day period a
Page 74 and 75: Table 3.5: continuedEntitled to 2 d
Page 76 and 77: Figure 3.4: Which groups are covere
Page 78 and 79: Table 3.6 shows that:• A small pr
Page 80 and 81: experienced a problem in relation t
Page 82 and 83:
Table 3.8: continuedWhether member
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Table 3.9 shows that respondents wh
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who had experienced a problem compa
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Table 3.11: continuedWhether experi
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Table 3.12 shows that 62 per cent o
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Respondents were asked about a moth
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3.5.1 At what point employees are l
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Table 3.16: continuedNMW: Anti-disc
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had the right to be accompanied was
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that deals with employment disputes
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3.6 Knowledge scoresPrevious sectio
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Table 3.19: continuedWhether member
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Almost half of respondents (49 per
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• When asked who could accompany
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• the number of hours or days you
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Table 4.1: continuedYes NoUnweighte
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• being older by one year, ie if
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Table 4.2 isolates all those who ha
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Figure 4.2 below lists the areas in
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Table 4.3: Whether advice/informati
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Figure 4.4: Advice or information s
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Consultation with a colleague at wo
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• Of those who found all that the
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• the employer was not willing to
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cent of all respondents, leaving th
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4.8.6 What respondent wishes they h
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Steps taken to resolve the problem
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Sixty per cent of respondents in em
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Figure 4.10: Which problem do you t
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Table 4.9: continuedNumber of emplo
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4.10 Summary4.10.1 Experiencing a p
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problem. Almost two-thirds (63 per
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5Finding information andadviceThis
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When examining where respondents wo
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not trade union/staff association m
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‘And who do you think should be m
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information services were thought t
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Respondents were very evenly divide
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website/the Internet, 14 per cent w
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6Key findings byemployment rightThi
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• 30 per cent knew hardly anythin
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• Only two per cent of respondent
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• Eight per cent of respondents s
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• An ‘awareness deficit’ was
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an employee knew about the detail o
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• An ‘awareness deficit’ was
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• One per cent of respondents sai
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6.4.6 Age discrimination (legislati
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• sex discrimination law• unfai
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7.2 Which groups are most (and leas
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Groups emerge from the bivariate an
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8Appendix 1:Description of sampleIn
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Table A1.2: Family and household ch
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Table A1.4: Characteristics of resp
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Appendix 2: Regressionmethodology a
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qualifications etc.). The co-effici
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Table A2.1: General awareness, clas
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Table A2.2: continuedIndependent va
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department. 48 The following sub-se
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Table A2.5: continuedIndependent va
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Table A2.6: continuedCollinearity s
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8.1.14 Additional variables that we
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Table A2.9: Resolved satisfactorily
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Figure A3.1: Average number of hour
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Female 10 90 564Earnings Under £15
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Figure A3.4: Frequency of on-callEv
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10Appendix 4: List ofacronymsAcasBM
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The DTI EmploymentRelations Researc
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No. 25How employers manage absence.
Page 220:
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