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Importance

Work-life balance is an important concept in the employment relationship at Inter Luxe Hotel since it leads to employee commitment, improved health and commitment. To employees, it brings less stress, increase satisfaction, and improve their mental health to work effectively. This is beneficial to the employers because they are likely to witness increased productivity, reduced absenteeism and higher retention rates in the labour market (Suff, 2024). Enhancing WLB for Inter Luxe Hotel enhances its employer brand and thus able to attract, and retain the best employees.

Influence by Legislation

The Working Time Regulations 1998 influences WLB as it limits the working hours of employees to 48 hours per week and ensures that the employees have at least 11 consecutive hours of rest (CIPD, 2024b). This helps Inter Luxe Hotel in preventing employees from overworking themselves and thus contributes to the overall wellbeing of the employees.

The Employment Rights Act of 1996, which contains provisions on flexible working requests, also enhances WLB. All employees who have completed 26 weeks of service are entitled to make a formal application for a change in working time or place of work (Ayling, 2024). For instance, for parents or caregivers working in Inter Luxe Hotel, they can apply for a flexible shift in order to meet their personal needs without fear of losing their jobs, which in turn enhances the inclusion and job satisfaction.

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This is defined as the physical, mental and emotional health for employees (CIPD, 2024a). The outcome is sense of satisfaction in executing their functions and being fulfilled.

Importance

Wellbeing is important to ensure people work in collaboration and relate well even to the broad society. Through prioritising on health and wellbeing of employees, physical and mental health is an assurance. This is while achieving an increased happiness, satisfaction in workplace and their lives (CIPD, 2024a). In Inter Luxe Hotel, importance of wellbeing is evidenced by improving their performance.

Lacking effective wellbeing lead to issues of stress, burnout and reduced satisfaction while working.

Benefits

Reduced Absenteeism/turnover

The wellbeing of employees in an organisation directly correlate with less absenteeism and turnover. For Inter Luxe Hotel case, aligning wellbeing contribute to successfully managing stress issues, physical and work-life balance achieved. This is while reduced possibility of absenteeism from assigned functions which eventually lead to turnover (CIPD, 2019).

Increased engagement

The employees engagement level directly link to their health and wellbeing scope. As evidenced in (CIPD, 2024a), an increase on how the employees are loyal, motivated and fulfilled is achieved which is an outcome of successful employees wellbeing. In Inter Luxe Hotel, for their 8 different hotels, health and wellbeing would comprise of employees who have their focus clearly set and putting more efforts to harness organisation dominance in the hotel sector.

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The discrimination legislation main points are;

Direct discrimination– In line with Equality Act 2010, the employees should not be discriminated due to possessing protected characteristics. According to Hackett et al. (2020), discriminating employees due to their ethnicity, religion and sex is lawful.

In Inter Luxe Hotel, failing in recruiting individual owing to their gender or race is a direct discrimination.

Indirect Discrimination– Often, the policy, legislation and other job requirements would be discriminatory to the employees (KC, 2022). For example, there is potential for indirect discrimination of parents with care giving responsibilities at Inter Luxe Hotel through policies that enforce weekend availability of all employees.

Harassment– In line with Equality Act 2010, employees need not to go through harassment owing to experiences or capability to implement their roles.  Harassment is manifested with stale jokes or inappropriately commenting on protected characteristics of an employee (Hackett et al., 2020).

Victimisation- Victimisation takes place when an employee is subjected to unfavourable treatment for making a complaint of discrimination. In the case of Inter Luxe Hotel an employee who reports gender bias in promotions may suffer unfair treatment like being excluded from future opportunities which has to be avoided. According to the Equality Act 2010, it is unlawful to victimise an employee for making a complaint of discrimination or supporting another person’s complaint (Manamela, 2023).

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