Edinburgh Napier University

  Using evidence drawn from case studies in four companies in the Scottish financial sector, this paper examines how both statutory and company family leave policies are operated by line managers. This paper considers the extent of line managers’ knowledge of statutory and company family leave policies and finds that their knowledge, particularly of statutory measures, is often wanting. In exploring the reasons for this situation, training on statutory and company family leave policies was found to be extremely limited and although support from human resource professionals was provided, line managers only referred to them in exceptional circumstances. This situation has clear implications both for consistency of operation of these policies and for the role of human resource professionals in ensuring that statutory and company provisions are effectively put into practice.