Hi, has anybody considered using the human rights act against their company as an alternative to using an Employment Tribunal to seek redress. Would be very interested if anybody has either used this approach or has thought about it

Suspect you would need deep pockets and a very crisp case. The all too common informal pressure to opt out of working hours directive (ie you can opt in but if you do, and log your hours, you won't survive long..) might be a starting point, but would require evidence that opting in rather than performance limited career progression.

I would be delighted if somebody could actually get the EU Working Time Directive enforced.I've worked at far too many places where there is an absolute disregard for this important piece of EU legislation.I would also like to see the MC sector unionised, so as to stop so much of the appalling behaviour that employers get away with these days. In particular I am thinking of the ones that pretend redundances are performance-based layoffs, and the ones that foster a presenteeism culture and which effectively intimidate and bully new recruits into opting out of the 48 hour working week limit to which they are entitled.

Unfortunately....I don't have time ;o)But sometimes I wish I did...thank goodness I have had some projects where the value is in what you produce rather than how long you can sustain a desk pose.In consulting it seems to depend on the ingrained needs of a manager to show face rather than value add - much to my surprise having worked in both situations (more recently the bags under my eyes have darkened).

Enforcing this might be severely career limiting but it does frustrate me no end, this face-time based approach. Doesn't benefit anyone: not me, nor my Client.