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The purpose of this article is to review the available evidence on the rold and effectiveness of time policies for reconciliation of care responsibilities. Time policies which contribute to the reconciliation of care responsibilities with those of employment include the following: maternity leave, parental leave and other family leave options (e.g., care for sick children), part-time or reduced hours, and other working-time adjustments. Among them, This article focuses on parental leave and parti-time or reduced hours. We find that appropriately designed social policies in this arena enhance the capacities of individuals, families and communities to deal with life events and risk (arrival of children, care needs of fragile elder parents, labor market uncertainties and future job security/career progression, income security) and four societies to progress a range of social and economic objectives (raising and female employment rate and optimising the use made of women's skills, sustainable fertility patterns, enhanced child welfare and family cohesion, family cpacities to provide informal care for the ageing population, etc.).

1. Introduction The current set of laws governing employment of women including the Act on Equal Employment for Both Sexes is required to take right directions in order to tackle issues on the employment of women. One of the key issues in recalibrating general direction of such laws is how we can revise them best while putting stress on improving women’s economic status all without losing focuson the expansion of women’s equal engagement in society. In amending the Act on Equal Employment for Both Sexes, lawmakers need to focus on expanding the fair engagement in society by women as well as underpinning women’s economic status and economic strength. In short, they need to pay attention to increasing good jobs for women. 2. Need for change in family support policy from balancing job home to balancing job and life Men are being increasingly alienated from their own families while working extended hours in the work-centric culture, while women are forced to shoulder double burdens of job and childrearing when dual income family is the only option left for them in order to sustain their family. The time is ripe to rethink about the society’s general perception and social structure with regard to the balance of work and family. The policy needs to change from the one that balances work and home on the basis of women being burdened with housekeeping and childrearing to another that balances work and life in which both male and female workers take equal responsibility for family life. 3. Need for change in general social awareness to establish labor-management relation based on gender equality In order to establish a labor-management relationship in the workplace based on gender equality, it is urgently required to form a social consensus on general improvement in social awareness of the issue. The labor-management relation that is based on gender equality can be realized only when the gender equality is being implemented not only at the level of collective labor-management relation but also at the level of individual labor-management relation, and when the work culture is changed to one that pays respect to balancing work and life. 4. Key issues that need urgent amendment in the Act on Equal Employment for Both Sexes 1) Provisions on the balanced support for work and home in the Act should be separated In order to prevent interruption of job career of women and resolve subsequent low birthrate through expansion of institutional support for the balance between work and home and introduction of other various related policy initiatives, the laws on equal employment for both sexes, which govern resolution of unequal employment of women, improvement of gender equality and promotion of female employment and other laws on the balance between job and life, which govern childrearing and child care as well as family care, should be separated for differentiated approach. 2) Enhancement of affirmative action to improve employment of women and its practical effectiveness Beginning in 2006, various affirmative actions designed to ensure equality opportunity for employment in hiring and promotion both sexes have been implemented in government agencies and private companies. In particular, it is required to take various policy initiatives to improve practical effectiveness of the affirmative action enforced currently along with firm will of the government to implement them including raising the share of woman executives in public institutions by reflecting the results of affirmative action in their respective annual performance assessment. 3) Need for introducing ‘Quota System for Parental Leave for Fathers’ A social consensus should be formed that child rearing is not sole responsibility of women but shared one of both parents so that fathers may participate in the child rearing more proactively. More specifically introduction of ‘Quota System for Parental Leave for Father’ is required. The quota system would increase awareness of and participation in the child rearing of men by allowing them to shift their focus from work places where hesitation and nervousness to leave work on time and repeated night overtime are prevalent. In conclusion, the Act on Equal Employment for Both Sexes should be amended in ways that would shift focus of policy from balance between work and home to balance between work and life and thereby resolving economic inequality in employment and difference between sexes facing female workers. On the other hand, social discussion is required to amend the Act so that institutional mechanism that would promote establishment of labor-management relations based on gender equality should be established.

That the part-time employee in the change temporary employee into permanent employee will be changed to the permanent employee can receive a positive evaluation for reason of the aim for the employment stabilization to the temporary employee, who reside in the precarious position. However, it only accord with the government's purpose for improvement of accession rate in that employer hire the part-time employee to permanent. and eventually, it is undeniable in terms that the part-time employee will be expand unlike the purpose of the part-time employee protection by hiring the part-time employee into the permanent. In advanced, they have the intention of work for permanent position, but it is status of unemployment may recognize to the shortage of work. However, they have intention of work simply - the aged who wants get a job, or low-income group - will be legitimize suitably. Because it is impossible unless it will be organized individual law legislatively, only, it is necessary to amendment of term-institution law.

This study shows that the United Kingdom(UK) enacted the Health and Morals of Apprentices Act in 1802, and this act became the first of the Labor Law and the Occupational Safety and Health Acts(OSHA). After that, many kinds of OSHA have been legislated to protect workers and applied up-to-date. The UK adopts case law and an unwritten law called 'Common Law' to be a base. This 'Common Law' has been built up and developed around law reports made by Common court. The UK law, unlike the Continental law which is a special law, legislates when there are specific objectives. And according to the objectives of special regulation, it applies legal binding force. The type of legislation like this plays an important role to change an employer's way of thinking about safety and health of workers at workplace.