This study examines the relationship between home‐based work (HBW) and time use by comparing unpaid (overtime) home workers, paid (agreed) home workers and non‐home workers. Especially, unpaid HBW was linked to the stretching of working hours and the reduction of free time.

Purpose -The authors aim to compare how formal flexibility, such as telework, differs from informal overtime work at home regarding the work-family interface. Design/methodology/approach -By using data from the Finnish Quality of Work Life Surveys from 2003 and 2008, the positive and negative measures concerning the work-family interface are examined through logistic regression analysis. Findings -Employees doing informal overtime at home are more likely to be affected by negative emotions concerning work disrupting family lives. Additionally, negotiations between couples over the allocation of time become areas of conflict. Only weak evidence is provided for both telework and informal work at home supporting family life. Research limitations/implications -In studying homeworking, it is important to separate between formal and informal flexibility at work. The data exceptionally enable that. The limitations of the data are cross-sectionality and only a few measures for assessing the positive work-family interface. Originality/value -The contribution of the study is to show how informal overtime at home is related with stronger negative implications for work-family interface, when separated from telework. The article discusses how well-intentioned working schedule flexibility results in family life being infringed upon. Informal work may help attain a better work-family interface, but, with dual-earner employment being predominant in Finland, informal overtime work can increase pressures on families. The authors encourage the policy-and organisation-level recognition of informal overtime risks.

This article puts to the test the notion that younger generations, most notably the Millennials, value work less than older generations do. The analysis, deploying a linear probability model, is based on Statistics Finland's Quality of Work Life Surveys, 1984 to 2013. Focusing on labour market entrants aged 15 to 29, we address two main themes: the value given to work, leisure and family life, and work commitment. Regardless of age, the value given to work has remained consistently high for the past three decades. At the same time, leisure and family life have gained increasing importance, not only among the Millennials but also among older generations. The Millennials are more prepared to change to a different occupational field than older employees, but this is not a new tendency, and therefore the generational gap remains unaffected. The evidence does not support the argument that the Millennials are less work-oriented than older generations.

It is suggested, that the new flexible work practices are enhanced to meet the work-family demandsand therefore benefit especially women. In the article the focus is on informal flexibilitytaking place at home, for which field studies of the role of gender are rare. Against the assumptions,paid work at home is mostly informal, supplementary overtime by nature. In this article, I explorewhy employees undertake work in their private sphere during their free time and whether gendermakes a difference there. I carry out both qualitative and quantitative analyses. The qualitativedata consists of 21 interviews with white-collar employees and the quantitative data from theFinnish Quality of Work Life survey 2008 for which there are almost 4400 respondents. The methodsinclude content analysis, descriptive statistics and logistic regression analysis.According to both the qualitative and quantitative data, job characteristics play the most importantrole for all who work at home; employees with higher education, or supervisory tasks, inparallel with having an autonomous and inspiring job predict both tele- and supplemental work.Importantly, gender plays only a minor role in the puzzles of choosing when and where to work.The social relations at the workplace, including the atmosphere and the support of superiors andthe work community, are only weakly related to work at home. At the same time, supplementalwork is associated with great time pressure and involuntary overtime.