“…As line managers are increasingly seen as the 'guardians' of human resources (Ehnert, 2009), such employees are increasingly more responsible for implementing sustainable HRM policy (J€ arlstr€ om et al, 2018;Kramar, 2014). In this instance, sustainable HRM concerns making workplaces inclusive through work-life balance initiatives (Hirsch, 2009), flexible working practices (Atkinson and Sandiford, 2016), regulating working time to promote gender equality (Zbyszewska, 2013) and referral of employees, where necessary, to occupational health (OH) services (Koolhaas et al, 2011). Sustainable HRM is defined principally in terms of practices allowing employees to balance wider commitments through flexible working arrangements (FWAs), based on varying where and when employees work (Atkinson and Sandiford, 2016).…”