Nursing and midwifery are priority professions for which there are current and future (projected) workforce shortages. This study takes a work‐life perspective to examine the key workplace factors that impact on retention and well‐being. Two qualitative studies are described. Study 1 explores the meaning of work‐life interaction for these professionals, to inform the focus and emphasis of policy and practice initiatives. Study 2 presents an in‐depth examination of five key issues: work scheduling, workload, accessing leave, child‐care and casual work. It was clear that nursing and midwifery was a significant source of meaning, purpose and satisfaction in workers' lives. However, the potential for high levels of work‐life conflict and negative spillover of stress into non‐work‐life was very evident. The paper concludes with a summary of recommendations to improve administrative, procedural and cultural aspects of nursing and midwifery work to support and enhance work‐life interaction and well‐being.

This article summarizes the effects of the Howard Government's `Work Choices' amendments to the Workplace Relations Act 1996, based on qualitative analysis of its impact on 121 low paid women workers. The main effects of the regulatory changes are on job security, income, voice, working time and redundancy pay. The analysis draws attention to the nexus between protection from unfair dismissal and security of working time and employee voice: many of those interviewed in the study had lost access to protection from unfair dismissal and as a consequence could no longer effectively influence their working hours, or request flexibility. Employer prerogative was perceived to have strengthened in many of their workplaces, with consequences for the intensity of work. The analysis suggests that improvements in minimum standards and job security are vital if low paid workers like those included in the study are to exercise voice over working time and avoid significant deteriorations in their pay and conditions.

This study investigated work-life interaction across the life course within one industry sector, healthcare. This workforce closely mirrors larger labour force trends such as women's increasing participation in paid work, an ageing workforce and working carers of children and elders. This qualitative study of 105 health professionals provides insight into the work-life challenges and needs of a modern diverse workforce, including the policies and practices that are likely to maximise employee well-being and retention. Indeed, significant differences in work-life perspectives and needs were observed with workers at different life stages. Similarities were also apparent, particularly with regard to work demands and flexibility. It was clear that existing organisational policies (and culture) do not meet the needs of workers across the life course, and led to reduced work hours and turnover intentions. Implications for organisational policies and practices are discussed, with a focus on access to part-time and flexible work. Key points1 The diverse modern workforce contains workers at different life stages and various care responsibilities. 2 Many current organisational policies and management practices are not responsive to this diversity. 3 There is a clear link between unresponsive work-life policies and workers' dissatisfaction and withdrawal/turnover. 4 Key policy reforms include extending access to flexibility and reduced hours to all workers.

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