Jump to content

Parental leave: Difference between revisions

From Wikipedia, the free encyclopedia
Browse history interactively
← Previous editNext edit →
Content deleted Content added
VisualWikitext
m →‎Effects of Parental Leave: cleaning up "Effects" section after merge
Merged some content from Parental leave economics to here. See Talk:Parental leave#Merger proposal.
Line 21: Line 21:


Legal requirements for parental leave benefits do not always reflect actual practice. In some countries with relatively weak requirements, individual employers choose to provide benefits beyond those required by law{{Citation needed|date=December 2014}}.
Legal requirements for parental leave benefits do not always reflect actual practice. In some countries with relatively weak requirements, individual employers choose to provide benefits beyond those required by law{{Citation needed|date=December 2014}}.

===Employer influences===
The FMLA was designed, in part, with employers and their interests in mind. To some extent, some businesses adopt policies that are favorable to workers or [[public opinion]]. Kelly and Dobbin <ref>Kelly, E. and Dobbin, F. 1999. "Civil Rights Law at Work: Sex Discrimination and the Rise of Maternity Leave Policies." ''The American Journal of Sociology''. 105(2):455–492. p487 quoted</ref> note that [[Labour economics|labor economists]], among other commentators, “argue that employers created maternity leave policies in response to a change in the labor market, namely [[Feminization (sociology)|feminization]]. This claim reinforces the idea that, in the United States, the market is powerful and the state is not.” In their study of the rise of maternity leave policies in the United States, Kelly and Dobbin found the opposite: that public policy surrounding [[pregnancy]] as a temporary disability gave rise to business practices that included maternity leave as a benefit. What happened after, they argue, is that both politicians and business leaders forgot the role that the initial policy played in the ultimate creation of the FMLA, a situation that Kelly and Dobbin <ref>Kelly, E. and Dobbin, F. 1999. "Civil Rights Law at Work: Sex Discrimination and the Rise of Maternity Leave Policies." ''The American Journal of Sociology''. 105(2):455–492.</ref> call “evidence of the remarkable rhetorical power of the market.”

American workers under capitalism are not afforded many of the same economic benefits of other countries, including paid parental leave. Companies are slowly starting to offer paid parental leave as a benefit to workers, seeing a profitable aspect of doing so, including reduced turnover costs, and increased productivity from workers along with increased rates of retention among women after childbirth. Since the enactment of the FMLA in 1993, more companies are offering paid parental leave, although only eight per cent of American workers had access to paid parental leave in 2007.<ref name="Lovell"/> Some see the increase in paid parental leave as indicative of companies reaching out to women, as more women are working and returning to work after having children, and by doing so these companies generate positive publicity as employers with family-friendly workplaces.<ref name="Miller">Miller,K., Helmuth, A.S. et al. 2009. "The Need for Paid Parental Leave Policy: Adapting to a Changing Workforce." Institute for Women's Policy Research. Washington, D.C.</ref> Ruhm <ref>Ruhm, C. 1998. "The Economic Consequences of Parental Leave Mandates: Lessons from Europe." ''The Quarterly Journal of Economics''. 113(1):285–317.</ref> also found that paid parental leave in Europe raises the overall percentage of women who are employed, with a larger impact on women of child-bearing age (25–34 years of age).

As Browne noted,<ref>Browne, K. 2009. Economics and Morality: Introduction. ''Economics and Morality: Anthropological Approaches''. K.E. Browne and R.L. Milgram, eds. Lanham, Maryland. AltaMira Press:1–40. p18 quoted</ref> “With its nonencompassing moral sphere, a capitalist system generally makes no attempt to accommodate concerns about moral economic activity that lie outside the sphere unless these concerns either threaten to undermine an enterprise or present an opportunity to profit by integrating the concern”. Employers have an opportunity to profit through positive publicity by offering paid parental leave. For example, ''Working Mother'' magazine [http://www.workingmother.com/BestCompanies/] publishes a list of 100 Best Companies for working mothers each year, a list which is noted not only by the readership of the magazine, but also by corporate America and increasingly by researchers and policy institutes as well.<ref name="Miller"/>

Companies who are offering paid parental leave are seen as leaders in adopting family-friendly policies, and are thus being used as positive role models in both the private and public sector. The Institute for Women’s Policy Research issued a report in 2009 <ref name="Miller"/> encouraging Congress to enact proposed legislation that would give federal workers four weeks of paid parental leave. In addition to research showing reduced turnover costs associated with women leaving their job after having a child, the report cited not only statistics from the ''Working Mother'' 100 Best Company list, but also a specific private sector corporation that saw a substantial increase in the retention of new mothers after adopting a longer maternity leave policy. The report also noted that it would take newer workers four years to accrue enough paid leave (sick leave and annual leave) to equal the 12 weeks of unpaid parental leave provided under the FMLA, and that private sector companies which offer paid parental leave have a significant advantage over the federal government in the recruitment and retention of younger workers who may wish to have children.


==Effects of Parental Leave==
==Effects of Parental Leave==

Revision as of 01:11, 8 May 2015

"Paternity leave" redirects here. For the episode of Lost, see Maternity Leave (Lost).

Parental leave or family leave is an employee benefit available in almost all countries[1] that provides paid time off work to care for a child or make arrangements for the child's welfare. The terms "parental leave" and "family leave" include maternity, paternity, and adoption leave. Often, the minimum benefits are stipulated by law.

In certain countries parental leave provides only unpaid time off work. Paid parental leave has been available as a legal right and/or governmental program for many years, in one form or another, in most countries – with the exceptions of the United States of America, Papua New Guinea, Suriname, and Liberia.[2] The United States is the only high income country not to provide such leave.[3]

Variation in international law

The Convention on the Elimination of All Forms of Discrimination against Women proclaims "to introduce maternity leave with pays or with comparable social benefits without loss of former employment, seniority or social allowances".[4] Maternity Protection Convention C 183 adopted in 2000 by International Labour Organization requires 14 week of maternity leave as minimum condition.[5]

[6] National laws vary widely according to the politics of each jurisdiction.

  • 3 different types of child care policies
  1. Parental leave policies: assists parents that are employed prior to giving birth in order to remain at home for a period of time so that they are able to care for the child.
  2. Child care policies: parents get assistance in non parental care for the child by subsidizing whatever type of care the parents select, or parents public programs. "Child care programs serve both working and non-working parents"[citation needed]
  3. Early childhood benefits: the newest policy, this policy supports parents in the everyday care of their child. "The benefits by the government are cash grants that can be used to cover the costs of caring for and infant or toddler"[7]

Only four countries have no national law mandating paid time off for new parents: Liberia, Papua New Guinea, Swaziland, and the United States.[8] In the U.S., the Family and Medical Leave Act of 1993 (FMLA) mandates up to 12 weeks of (potentially unpaid) job-protected leave, including parental leave, for many American workers[citation needed]. Subnational laws also vary; for example the U.S. state of California does mandate paid family leave, including parental leave for same-sex partners[citation needed].

Legal requirements for parental leave benefits do not always reflect actual practice. In some countries with relatively weak requirements, individual employers choose to provide benefits beyond those required by law[citation needed].

Employer influences

The FMLA was designed, in part, with employers and their interests in mind. To some extent, some businesses adopt policies that are favorable to workers or public opinion. Kelly and Dobbin [9] note that labor economists, among other commentators, “argue that employers created maternity leave policies in response to a change in the labor market, namely feminization. This claim reinforces the idea that, in the United States, the market is powerful and the state is not.” In their study of the rise of maternity leave policies in the United States, Kelly and Dobbin found the opposite: that public policy surrounding pregnancy as a temporary disability gave rise to business practices that included maternity leave as a benefit. What happened after, they argue, is that both politicians and business leaders forgot the role that the initial policy played in the ultimate creation of the FMLA, a situation that Kelly and Dobbin [10] call “evidence of the remarkable rhetorical power of the market.”

American workers under capitalism are not afforded many of the same economic benefits of other countries, including paid parental leave. Companies are slowly starting to offer paid parental leave as a benefit to workers, seeing a profitable aspect of doing so, including reduced turnover costs, and increased productivity from workers along with increased rates of retention among women after childbirth. Since the enactment of the FMLA in 1993, more companies are offering paid parental leave, although only eight per cent of American workers had access to paid parental leave in 2007.[11] Some see the increase in paid parental leave as indicative of companies reaching out to women, as more women are working and returning to work after having children, and by doing so these companies generate positive publicity as employers with family-friendly workplaces.[12] Ruhm [13] also found that paid parental leave in Europe raises the overall percentage of women who are employed, with a larger impact on women of child-bearing age (25–34 years of age).

As Browne noted,[14] “With its nonencompassing moral sphere, a capitalist system generally makes no attempt to accommodate concerns about moral economic activity that lie outside the sphere unless these concerns either threaten to undermine an enterprise or present an opportunity to profit by integrating the concern”. Employers have an opportunity to profit through positive publicity by offering paid parental leave. For example, Working Mother magazine [2] publishes a list of 100 Best Companies for working mothers each year, a list which is noted not only by the readership of the magazine, but also by corporate America and increasingly by researchers and policy institutes as well.[12]

Companies who are offering paid parental leave are seen as leaders in adopting family-friendly policies, and are thus being used as positive role models in both the private and public sector. The Institute for Women’s Policy Research issued a report in 2009 [12] encouraging Congress to enact proposed legislation that would give federal workers four weeks of paid parental leave. In addition to research showing reduced turnover costs associated with women leaving their job after having a child, the report cited not only statistics from the Working Mother 100 Best Company list, but also a specific private sector corporation that saw a substantial increase in the retention of new mothers after adopting a longer maternity leave policy. The report also noted that it would take newer workers four years to accrue enough paid leave (sick leave and annual leave) to equal the 12 weeks of unpaid parental leave provided under the FMLA, and that private sector companies which offer paid parental leave have a significant advantage over the federal government in the recruitment and retention of younger workers who may wish to have children.

Effects of Parental Leave

Typically, the effects of parental leave are improvements in prenatal and postnatal care, including a decrease in infant mortality.[15] The effects of parental leave on the labor market include an increase in employment, changes in wages, and fluctuations in the rate of employees returning to work. Leave legislation can also impact fertility rates.[16]

Empirical studies on parental leave policies

Length of leave

In 2013, Joseph, Pailhé, Recotillet, and Solaz published a natural experiment evaluating a 2004 policy change in France.[17] They were interested in the economic effects of full-time, short paid parental leave. Before the reform, women had a mandatory two-month parental leave, and could take up to three years unpaid parental leave with their job guaranteed, though most women only took the two months. The new policy, complément libre choix d'activité (CLCA), guarantees six months of paid parental leave. The authors found positive effects on employment: compared to women in otherwise similar circumstances before the reform, first-time mothers who took the paid leave after the reform were more likely to be employed after their leave, and less likely to stay out of the labor force. The authors point to similar results of full-time, short paid parental leave observed in Canada in 2008 by Baker and Milligan[18], and in Germany in 2009 by Kluve and Tamm.[19] However, Joseph, et al., also found that wages were lower (relative to women before the reform) for medium- and highly-educated women after the leave, which could be because the women returned to work part-time or because of a "motherhood penalty," where employers discriminate against mothers, taking the six-month leave as a "signal" that the woman will not be as good of an employee because of her mothering responsibilities.

Rasmussen conducted regression analysis on a similar natural experiment in Denmark with a policy change in 1984 where parental leave increased from 14 to 20 weeks.[20] Rasmussen found the increased length of parental leave had no negative effect on women's wages or employment, and in the short-run (i.e., 12 months) it had a positive effect on women's wages, compared to the shorter leave. There was no difference on children's long-term educational outcomes before and after the policy change.

Nielsen, Simonsen, and Verner examine what the different outcomes for women in Denmark are between the "family-friendly" (i.e., with generous parental leave policies) and the "non-family-friendly" sector.[21] In Denmark, the public sector is "family-friendly" because of its generous leave and employee benefits; workers decide which sector to work on based on their preferences and opportunities. The study found that while in the "family-friendly" sector, there was basically no wage loss related to taking parental leave, women did have consistent earnings loss in the "non-family-friendly" private sector for a 1-year leave.[21]

Paternity leave

Some of the most generous benefits are Norwegian parental leave benefits. Partly in an initiative to combat the "Motherhood penalty," Norway initiated a policy change in the mid-2000s to incentivize paternal leave. The new policy, sometimes called the "daddy quota" in Nordic family policy entitles families to additional leave than they would otherwise be eligible for if the father takes at least 12 weeks of leave. To evaluate this change, Rønsen & Kitterød looked at the rate and timing of women's return to work after giving birth, and the effect on this of the new parental leave policy. In their 2015 study, Rønsen & Kitterød found women in Norway returned to work significantly faster after the policy change.[22] However, public or subsidized daycare was greatly expanded at the same time, so Rønsen & Kitterød did not find that the "daddy quota" was solely responsible for the timing of work entry. But it can be understood to have an effect on division of household labor by gender when both parents can take time to care for a new baby.[22]

Effects on prenatal and postnatal care

A Harvard report cited research showing paid maternity leave “facilitates breastfeeding and reduces risk of infection.”[15] This research also found that countries with parental leave had lower infant mortality rates.[15] The United States, which does not have a paid parental leave law, ranked 56th in the world in 2014 in terms of infant mortality rates, with 6.17 deaths per every 1,000 children born.[23] The research did not find any infant health benefits in countries with unpaid parental leave.

The same Harvard report also linked paid parental leave and a child’s psychological health. It found that parents with paid parental leave had more intense bonds with their children.[15]

Effects on Mothers

The U.S. does not have a federal law requiring employers to provide paid parental leave, but the Family and Medical Leave Act of 1993 does allow for unpaid parental leave. Studies have found that women were more likely to take time off after the birth of their children after FMLA was passed.[24] However, this law primarily benefitted more advantaged women, since these women could afford to take unpaid leave.[24]

While studies have shown conflicting results, some research has shown a link between paid parental leave and higher fertility rates. The research looked at women 25–34 years old, who are more likely to be affected by leave legislation. Fertility rates peaked for those between 25-29 and 30-34 across European countries.[16]

Effects on the Labor Market

A study in Germany found that wages decreased by 18 percent for every year an employee spends on parental leave.[16] However, after the initial decrease in wages, the employee’s salary rebounds faster than the salary of someone not offered parental leave.[16] A study of California’s leave policy, the first state in the U.S. to require employers to offer paid parental leave, showed that wages did increase.[24]

Parental leave can lead to greater job security.[16] Studies differ in how this helps return to work after taking time off. Some studies show that if a parent is gone for more than a year after the birth of a child, it decreases the possibility that he or she will return.[16] Other studies of shorter leave periods show that parents no longer need to quit their jobs in order to care for their children, so employment return increases.[24]

Benefits in a selection of countries

A large majority of countries provide more than 10 paid weeks of maternity leave. 163 countries give women paid leave with the birth of a child.[25]: 21  Paid leave gives parents the time to provide great prenatal and postnatal care, lowers accident rates and allows an improved sense of bonding.[25]: 26  This can give the family the opportunity to unite, relax, and be together as a family before work disrupts time spent together. According to Motherhood Manifesto, paid family leave helps out the company by saving money on training and recruiting. The Motherhood Manifesto argues this would lead to higher job satisfaction and in return better work productivity.[25]: 44 

“12% of companies offered paid maternity leave according to a survey in 2000 by the national Partnership of Woman and Families”.[25]: 23  “Paid family leave is shown to benefit employers by saving them costs of recruitment and training due to high employee turnover, and leading to greater job satisfaction which then translates to higher worker productivity”.[25]: 44 

Europe

Demonstration for parental leave in the European Parliament.

Central European countries have the longest parental leave regulations in the world.[citation needed] In the Czech Republic and Slovakia, it is standard that mothers stay at home for 3 years after a child's birth, which may extend with additional children.[citation needed] Mothers can decide to take 2, 3, or 4 years of maternity leave. It is also possible for the fathers to take the leave instead of the mothers, but it is not common[citation needed]. For this whole period, mothers are supported by the state.[citation needed] In Slovakia, the standard duration of parental leave is 3 years; for a child with a disability, it is up to 6 years. The state pays support of 256 euros per month for the child's first 2 years, reducing to 164.22 euros per month thereafter.[citation needed] A similar model is also used in Austria, where mothers can choose between 1 and 3 years.[citation needed]

Sweden provides working parents with an entitlement of 13 months paid leave per child at 77.6% of the employee's monthly salary (up to a ceiling of about $3,400 per month (2013)), the cost being shared between employer and the state.[26] In addition, parents are also entitled to an additional 90 days of leave at approximately $25 per day.[27] Out of the total of 480 days paid parental leave, 60 days are reserved exclusively for each parent and are lost if not utilized. It should be noted that the paid days include weekends. Thus, 480 days is equal to about 16 months. Some Swedish political parties on the political left argue for legislation to oblige families to divide the 480 days equally between both parents.[28] Similarly, Norway has generous leave.[29] In Estonia mothers are entitled to 18 months of paid leave, starting up to 70 days before their due date. Fathers are entitled to paid leave starting from the third month after birth (however, paid leave is available to only one parent at a time).[30]

In the UK female employees are entitled to 52 weeks of maternity (or adoption) leave, 39 weeks of which are paid, planned to rise to 52 weeks paid, with the first six weeks paid at 90% of full pay and the remainder at a fixed rate (£136.78/week as of 2014).[31] Employees have to follow notification rules and might also be entitled to Statutory Maternity Pay, depending on their length of service and average earnings by the 15th week before the expected week of childbirth.[32] Most employers offer a more generous policy. Annual leave continues to accrue throughout the maternity leave period. A spouse or partner of the woman (including same-sex relationships) may request a two-week paid (at a fixed rate) paternity leave.[33] Both the mother and her partner can additionally request non-paid parental leave, which can be for up to 4 weeks annually, with a current limit of 13 weeks.[34]

Country Paid maternity leave Paid maternity (% of annual) Paid paternity leave Unpaid maternity leave Unpaid paternity leave Restrictions
Albania 1 year 80% before birth and 150 days, 50% for the rest 62% [citation needed]
Austria 16 weeks 100% 31% between 1 and 3 years depending on chosen payment (percentage of last income for one year; ca. €436/month for three years)[citation needed]
Belarus 126 days 100% 35%[citation needed]
Belgium 15 weeks 82% for 30 days, 75% thereafter 77% 3 days, 100% by employer + 7 days, 82% paid out by health insurance fund[citation needed]
Bulgaria 6 weeks before the birth and after it 1 year 90% (total up to 410 days); 2nd year 83% of the minimal salary (130 Euro) 90% the first year; ~25% of the average salary for the country the second year father or a grandparent can take the maternity leave instead of the mother[citation needed] 6 months to be used until the child turns 8 6 months to be used until the child turns 8
Croatia 4 weeks before birth and 26 weeks after birth. 100% paid by the public health care. 100% first 6 months, (optional) additional 6 months up to 80% 42 days after birth the father can take paternal leave instead of mother, all benefits included.
Cyprus 16 weeks 75%[citation needed] 23%
Czech Republic 28 weeks (beginning 6–8 weeks before birth) at ~70%; and additional "parental" leave for up to 2/3/4 years at approximately $600/400/250 per month, respectively (the 4-year option actually paying $400 for 9 months, then $200/month). The time periods may extend with multiple births or additional pregnancies.[35] 38% (+ parental leave) The parental leave can be taken by either of the parents or by both at the same time (but only one will receive the monetary support). It is typical for the parent with lower income to take parental leave.
Denmark 52 weeks. 18 to be taken by the mother, 2 weeks by the father, the rest as they see fit. 100%[citation needed] 2 weeks of the 52 weeks paid leave is reserved for the father.
Estonia 140 days, 154 days in the case of multiple birth or medical complications,[36] followed by 435 days shared with father[30] 100%, up to 3 times average salary[30] 14 days, expires after 6 months after child's birth. Can share 435 days with mother after maternity leave 3 years 3 years Unpaid maternity/paternity leave can be used by only one parent at a time
Finland 105 days 80%, followed by share of 158 days with father[citation needed] 58% 18 days, can share 158 days with mother after maternity leave Until child turns 3 Until child turns 3
France 16 weeks (100%) rising to 26 weeks (100%) for third child[37] 31% 3 days + 11 consecutive days[38] Share of 104 weeks (2 years) with father Share of 104 weeks (2 years) with mother
Germany 14 weeks (100%) 6 before birth, 12/14 months (65%, but not more than 1.800 Euro/month) (14 only for single mothers)[39] 84% 12/14 months (65%, but not more than 1.800 Euro/month) (14 only for single mothers/fathers or if both mothers and fathers take parental leave, so called "partner months") Unlimited until child turns 3, or 24 months between 1 and 8[40] Unlimited until child turns 3, or 24 months between 1 and 8[41] Must have public health insurance for part of paid leave, rest of paid leave paid by employer
Greece 119 days 100%[citation needed] 33% 2 days
Hungary 24 weeks 100%, plus gets all paid leaves accumulated under the 3 years unpaid maternity leave, which means a 2–4 months paid leave at the end of this period.[citation needed] 46% Five days; can share with mother (after child is over 1 year old) 3 years
Iceland 90 days 75-80% (based on total salary over a 12-month period ending 6 months before the birth). Max. monthly payment for 2013: ISK 350,000 (around €2,300, $3,100 at exchange rates in July 2014), min. monthly payment: ISK 131,578 (around €850, $1,100) (ISK 94,938 if 25%-49% employment)

+ 90 days to be shared freely between the parents[42][43]

39% 90 days 80% (on top of the 90 days shared)[42] 13 weeks 13 weeks Parents must have been working or studying for a period of 6 months prior to taking the leave. Parental leave can be taken at any time during the first 18 months of the baby's life. Pregnant women or fathers can't be fired.
Ireland 26 weeks (6 months)[44] 80% of salary from "Relevant Tax Year" (second-last full year before leave date), up to a max. €230/week.[45] There is no statutory entitlement to paternity leave in Ireland. Paternity leave is not recognised in employment law.[46] 16 (4 months) weeks that can be shared with father 16 (4 months) weeks that can be shared with mother Leave (including the 16 weeks optional leave) must be taken as a single continuous period, beginning no later than 2 weeks before the due date
Italy 5 months (30 days) (80%) 2 before birth (can be delayed until 1 month before birth, not further) + max 6 months (30% pay only until child age 3, unpaid after age 3) that can be shared with father (total for both parents maximum 10 months)[47] 52% 3 days (100%) + max 7 months (50% pay only until child age 3) can be shared with mother (total for both parents maximum 10 months) after child age 3: max 6 months (inclusive of paid leave already taken. Total paid/unpaid leave for both parents maximum 10 months. Available till child age 8) after child age 3: max 7 months (inclusive of paid leave already taken. Total paid/unpaid leave for both parents maximum 10 months. Available till child age 8) For paid leave, job contract must include social contributions (INPS)
Latvia 112 days, 100%[citation needed] 31% 10 calendar days
Liechtenstein 8 weeks 80%[citation needed] 12%
Lithuania 1 year 100% or 2 years: 52 weeks 70% and 52 weeks 40% (either mother or father can take it or take the leave in shifts)[citation needed] 100% or 55% 1 month
Luxembourg 16 weeks 100%, maternity leave. Additional 12 months (split into two 6 months periods) parental leave to be taken by either parent paid as a fixed rate of €1,710.90 net per month from the CNPF (Caisse Nationale des Prestations Familiales).[citation needed] 31% 12months parental leave (split into two 6 months periods) to be taken by either parent, paid as a fixed rate of €1,778.31 net per month from the CNPF (Caisse Nationale des Prestations Familiales). The first 6 month block must be taken immediately after maternity leave ends, the second 6 month block must be taken before the child's 5th birthday.
Malta 14 weeks 100%[citation needed] 27% 2 days 100%
Netherlands 16 weeks 100%[48] 31% 2 days 100%[49] 26 weeks 26 weeks Unpaid leave for children under 8. For unpaid leave a parent has to have worked for an employer for over 1 year. Employers have the possibility to provide a payment on their own discretion. Payment for parental leave can also be set at the collective labour agreements.
Norway 59 weeks (14 months) (80%) or 49 weeks (11 months) (100%) - mother must take at least 3 weeks immediately before birth and 6 weeks immediately after birth, father must take at least 12 weeks (the so-called "daddy quota") - the rest can be shared between mother and father. Discussions taking place around a required 50/50 split. 86% 12 weeks of the 59/49 weeks paid leave is reserved for the father. If he does not take these 12 weeks, they will be lost as they can not be transferred to the mother. The mother can also take an extra full year of unpaid leave after the paid period ends. The father can also take an extra full year of unpaid leave after the paid period ends. In addition, the father is entitled to take two weeks unpaid leave directly before or after birth (many fathers are paid for these weeks by their employers). To gain the right to paid leave for herself and the father, the mother must have worked for 6 of the last 10 months before birth, or the leave is unpaid (except for a lump sum benefit from the government)
Poland 52 weeks 100%[citation needed] 80% 7 days 100% (14 days since 2011) up to 3 years, may be split.
Portugal 120 consecutive days at 100%, or 150 at 80%. An additional 30 consecutive days if both parents share at least 30 days not simultaneously. An additional 30 consecutive days at 100% for every twin. A 3-month extension can be requested, at 25%.[citation needed] 33% 20 business days at 100% Of the paternity leave only 10 days are mandatory. Of the maternity leave, 6 weeks are compulsory. The father may take the rest of the time the mother would have been entitled to.
Romania 126 days (42 compulsory to be taken after birth) paid 85% + 85%, but not lower than 600 RON and not more than 4000 RON, until the baby reaches 2 years of age (3 for a disabled baby).[citation needed] 85% 126 days, instead of the mother, paid 85% + 85%, but not lower than 600 RON and not more than 4000 RON, until the baby reaches 2 years of age (3 for a disabled baby) OR Five days plus 10 more days if the father has taken a child care course (these 10 days are given only once, so not for every child). All 15 days must be taken within the first 8 weeks since the birth of the baby. Must have worked 12 months in the previous year.
Russia 140–194 days (before birth: 70 days, or 84 days if multiple pregnancy; after birth: 70 days, or 86 days in case of complications, or 110 days if multiple birth)[50] The minimum benefit is 100% of the legal minimum wage (4,611 rubles)[51] multiplied by "north region value" (1 to 2.0) if they work full-time (40 hours or legal maximum).[citation needed] The maximum benefit is 36,563.28 rubles;[51]

followed by: up to 18 months after birth - 2,326-14,625.31 RUB for the first child and 4,651.99-14,625.31 RUB for any subsequent child,[51] but not exceeding 100% and not less the summary minimum multiplied by "north region value"[52][citation needed] (could be shared with father, grandparents, guardians or actual caregivers of the child). In radiation-risk zones is doubled (there is no special restriction) and paid up to 36 month.[citation needed]

53% instead of the mother: up to 18 months after birth - 2,326-14,625.31 RUB for the first child, 4,651.99-14,625.31 RUB for any subsequent child,[51] but not exceeding 100% and not less the summary minimum multiplied by "north region value"[citation needed] up to 18 months (1.5–3 years after birth), could be shared with father, grandparents, guardians or actual caregivers of the child up to 18 months (1.5–3 years after birth), could be shared with mother, grandparents, guardians or actual caregivers of the child 50 additional rub are to be paid by employer outside the 100% period from the year 2011 is cumulative payments from the 2 previous year and divided by 730; the payments are limited to minimum salary if the mother/caregivers didn't work or get the payment ill for any 6 month[citation needed]
Slovakia 34 weeks 65% 70% it is standard that mothers or fathers stay at home for 3 years after a child's birth. The state pays support of 200 Euros per month parental pay for the child's first 3 years.
Slovenia 12 months 100%[citation needed] 100% 11 days
Spain 16 weeks 100%[citation needed] 31% 15 days: the day of birth and the next day. The rest, 13 days: anytime during the maternity leave of the mother. Up to 15 days of the mother's leave can be taken by the father (if the father takes all 15 days, the mother only has 97 days to take off instead of the full 4 months (112 days)) Up to 3 years.
Sweden 480 days (16 months) (77.6% (80% of 97%) up to a ceiling the first 390 days, 90 days at flat rate) - shared with father (dedicated 60 days)[53] 82% 480 days (16 months) (77.6% (80% of 97%) up to a ceiling the first 390 days, 90 days at flat rate) - shared with mother (dedicated 60 days) + 10 working days in connection with the child's birth The first 18 months (at maximum) individually, by postponing the shared paid period. The first 18 months (at maximum) individually, by postponing the shared paid period. The 480 days can be distributed until the child turns 8 or finishes first year of schooling, which ever occurs latest.
Switzerland 14 weeks, except the Canton of Geneva with 16 weeks, at minimum 80% pay (up to 196 CHF per day).[54] 22% (at maximum) 1 days None None Pregnant women can't be fired
Turkey 16 weeks 66.7%[citation needed] 21% Three days paternity leave in the public sector 12 months
Ukraine 126 days 100%[citation needed], one time payment is offered upon the birth of each child: 41280 UAH + 10 320 UAH per child 35% Father can take a leave instead of a mother. Up to 3 years. If the child is disabled - up to 6 years.
United Kingdom Currently 39 weeks paid, indefinite delay on planned rise to 52 weeks indefinitely[55] (6 weeks at 90% of full pay and remainder at a flat rate (as of 2014 = £136.78)[31] or 90% of your salary if that is less than the flat rate). This is the statutory minimum; some employers often provide more generous arrangements. 10.3% + flat rate of £128.73/week after week 6 2 weeks at a fixed amount (as of 2011 = £128.73) and up to 26 weeks’ paid Additional Paternity Leave - but only if the mother / co-adopter returns to work[56]

4 weeks per year (non-paid and a max of 13 weeks) via a Parental leave request if they have at least one year's continuous employment

13 weeks unpaid (maternity or adoption) for total a of 52 weeks (paid and non-paid)

Additionally, up to 4 weeks per year (non-paid and a max of 13 weeks) via a Parental leave request if they have at least one year's continuous employment

Once the total of 39 weeks of paid leave is exhausted, fathers can take unpaid leave as long as the mother / co-adopter has returned to work, but only until the child's first birthday, or in the case of adoption, until one year of the date the child started living with you. Additionally, note that a spouse or partner can request up to 4 weeks non-paid Parental leave annually (max 13 weeks) if they have at least one year's continuous employment With the exception of Ordinary Paternity Leave, parents cannot take leave at the same time. The person requesting Maternity/Adoption or Paternity leave person must have worked for their current employer for at least 26 weeks before the 15th week before the due date (and received a salary that is higher than a fixed minimum). They must give the employer notice before the 15th week before the child is due. Fathers cannot take Additional Paternity leave until the 20 weeks after the birth of the child.

Americas

In 2000, parental leave was greatly expanded in Canada from 10 weeks to 35 weeks divided as desired between two parents. This is in addition to 15 weeks maternity leave. In most situations, a combination of maternity and parental benefits can be received up to a combined maximum of 50 weeks. In Canada maternity and parental leave is paid for by the Employment Insurance system.[57]

Country Paid maternity leave Paid paternity leave Unpaid maternity leave Unpaid paternity leave Restrictions
Antigua/Barbuda 13 weeks 60%
Argentina 90 days 100% Two days
Aruba 12 weeks 100%
Bahamas 13 weeks 60% One week family-related leave Paid maternity leave may only be taken once every 36 months
Barbados 12 weeks 100%
Belize 12 weeks 80%
Bolivia 12 weeks 100% of national min. wage + 70% of wages above min. wage
Brazil 120 days (civil servants: 180 days) 100%, salary partially tax-deductible for employers[58] 5 days (Article 10, Paragraph 1, of Temporary Constitutional Provisions Act of Brazilian Constitution)[3]
Canada 50 weeks 55% up to $525/week (15 weeks maternity + 35 weeks parental leave shared with father)[57]

Quebec: 32 weeks of parental leave that can be shared with father, 70% up to $834.61/week for 25 weeks, then 55% up to $655.76/week for 25 weeks.

35 weeks 55% up to $525/week parental leave (shared with mother)[59]

Quebec: 5 weeks paid leave at a rate of up to 70% of their income or 3 weeks paid leave at a rate of 75% of their income.[60]

Canada: 2 weeks obligatory before payment started (waiting period).[57] Quebec: no waiting period.[61] The person taking leave must have accumulated at least 600 hours of insurable employment - for which Employment Insurance premium was paid - in the 52 weeks preceding the leave or from since the last Employment Insurance period if it is started in the preceding 52 weeks.[57] Some self-employed people who are not covered by the normal benefit can also get this benefit if they pay Employment Insurance premiums for the preceding 12 months and earn enough income (CAD 6,222 in 2011) in the preceding calendar year.[62] There are also special rules for fishermen and members of military families.[57]
Chile 30 weeks 100%. 6 weeks before birth, and 24 weeks postpartum. The first 12 weeks after birth are a full day paid leave for the mother; the later 12 weeks can be arranged as half day or full day for the mother or she can decide to sharethis benefit, up to six weeks, with the father returning earlier to work; in those cases the father always have to take the final weeks of the leave. Article 66 indicates 1 day paid; Law N° 20.047 (2005) increased paternity leave to 4 days paid leave. (edward gonzalez-acosta, The New School)
Colombia 14 weeks 100%; 2 weeks can be taken prior to the probable date of birth. Law 1468 (2011) which modified the article 236 of the Labor Code Law 755 (2002) appended a paragraph to Article 236 of the Labor Code to indicate that fathers have a leave of 4–8 days. (edward gonzalez-acosta, The New School)
Costa Rica 4 months 100% 3 days
Cuba 18 weeks 100%
Dominica 12 weeks 60%
Dominican Republic 12 weeks 100% Two days
Ecuador 12 weeks 100%
El Salvador 12 weeks 75%
Grenada 3 months 100% (2 months), 60% for 3rd month
Guatemala 84 days 100% Two days at birth of child
Guyana 13 weeks 70%
Haiti 12 weeks 100% for 6 weeks
Honduras 10 weeks 100% for 84 days
Jamaica 12 weeks 100% for 8 weeks
Mexico 12 weeks 100% 5 days
Nicaragua 12 weeks 60%
Panama 14 weeks 100%
Paraguay 12 weeks 50% for 9 weeks Two days
Peru 90 days 100%
Saint Lucia 3 months 65%
Trinidad/Tobago 13 weeks 60%-100%
United States 0 days (CA: 6 weeks 55%, District of Columbia: Requires employers to provide workers with paid days of absence,[63] NJ: 6 weeks 66%, PR: 8 weeks 100%, HI: 58%, NY: 50%)[8][64] 0 weeks (CA: 6 weeks 55%, NJ 6 weeks 66%, WA 5 weeks $250/week possibly starting 10/2015)[8] 12 Weeks 12 Weeks Family and Medical Leave Act of 1993 includes all public agencies and private companies with 50 or more employees within 75 miles. Employee must have worked for covered employer for at least 12 months prior, and at least 1250 hours in previous 12 months. Other restrictions apply. See Maternity leave in the United States for more details. See Paid Family Leave (California) for details in California.[65]
Uruguay 12 weeks 100% Three days paternity leave for civil servants
Venezuela 26 weeks 100%[66] Two weeks

Africa

Cabo Verde
Country Paid maternity leave Paid paternity leave Unpaid maternity leave Unpaid paternity leave Restrictions
Algeria 14 weeks 100% 3 days
Angola 3 months 100%
Benin 14 weeks 100%
Botswana 12 weeks 25%
Burkina Faso 14 weeks 100%
Burundi 12 weeks 50%
Cameroon 14 weeks 100% Up to 10 days paid leave for family events concerning workers' home
Central African Republic 14 weeks 50%
Chad 14 weeks 50% Up to 10 days paid leave for family events concerning workers' home
Comoros 14 weeks 100%
Congo 15 weeks 100%
Cote d'Ivoire 14 weeks 100% Up to 10 days paid leave for family events concerning workers' home
Democratic Republic of the Congo 14 weeks 67%
Djibouti 14 weeks 50% (100% for public employees) 10 days family-related leave
Egypt 90 days (approx. 13 weeks) 100%
Equatorial Guinea 12 weeks 75%
Eritrea 60 days unknown
Ethiopia 90 days (approx. 12 weeks) 100% Five days of unpaid leave in the event of exceptional or serious events
Gabon 14 weeks 100% Up to 10 days paid leave for family events concerning workers' home
The Gambia 12 weeks 100%
Ghana 12 weeks 100%
Guinea 14 weeks 100%
Guinea-Bissau 60 days (approx. 8.5 weeks) 100%
Kenya 3 months 100% 2 weeks 100%
Lesotho 12 weeks unknown
Libya 90 days (approx. 13 weeks) 50%
Madagascar 14 weeks 100% 10 days of unpaid leave for family events
Mali 14 weeks 100%
Mauritania 14 weeks 100%
Mauritius 12 weeks 100%
Morocco 14 weeks 100%
Mozambique 60 days (approx. 8.5 weeks) 100%
Namibia 12 weeks Social Security - 100% up to N$10 500
Niger 14 weeks 50%
Nigeria 12 weeks 50%
Rwanda 12 weeks 67% Two days
Sao Tome/Principe 60 days (approx. 8.5 weeks) 100% 10 days
Senegal 14 weeks 100%
Seychelles 14 weeks flat rate for 10 weeks Four days of paid leave for "compassionate reasons"
Somalia 14 weeks 50%
South Africa 4 months Up to 60% dependent on income Three days paid family responsibility leave per year
Sudan 8 weeks 100%
Swaziland 12 weeks
Togo 14 weeks 100% Up to ten days of paid leave for "family events directly related to home"
Tunisia 30 days (approx. 4 weeks) 67% 1 day (private sector), 2 days (public sector)
Uganda 60 working days (approx. 8.5 weeks) 100% 4 working days 100%
United Republic of Tanzania 12 weeks 100% 5 days fully paid paternity leave Paid maternity leave may only be taken once every 36 months
Zambia 12 weeks 100%
Zimbabwe 90 days (approx. 12 weeks) 100%

Asia / Pacific

Australia has introduced an 18-week paid parental leave scheme which is publicly funded and provides the National Minimum Wage rather than a percentage of the primary caregiver's salary. It is not be available to families where the primary caregiver has an annual salary above $150,000 per annum.[67]

Country Paid maternity leave Paid paternity leave Unpaid maternity leave Unpaid paternity leave Restrictions
Afghanistan 90 days 100%
Azerbaijan 126 days 100%
Australia 18 weeks at National Minimum Wage (currently $622.10 per week as at April 2014) subject to primary caregiver income 2 weeks at National Minimum Wage Up to 52 weeks unpaid shared between the parents Up to 3 weeks of unpaid leave The 52 weeks are shared between the parents and all leave needs to be taken before the baby's first birthday. Australian maternity leave is means tested, whereby no payments are available to families where the primary caregiver has an annual salary above $150,000 per annum.
Bahrain 45 days 100%
Bangladesh 16 weeks (8 weeks before delivery and 8 weeks after delivery) 100% In case of third (+) time mother, who has two or more babies alive already.
Cambodia 90 days 50% 10 days special leave for family events
China 98 days 100%
Fiji 84 days Flat rate
Hong Kong 10 weeks 80% 3 days 80%
India 12 weeks 100%. Up to 15 days male leave. Does not apply to the state of Jammu and Kashmir.[68] Prohibits employers from allowing women to work within six weeks after giving birth.[69] A female employee is eligible only if she worked for the employer at least 80 days during the 12-month period preceding the date of expected delivery.[70] In the case of a stillbirth or miscarriage, six weeks of paid leave is required instead.[70] Female employees of the Central Government of India receive 180 days of leave.[71]
Indonesia 3 months 100% Two days' paid when wife gives birth
Iran 6 months 100%
Iraq 62 days 100%
Israel 14 weeks 100%. The weeks from 6th to 14th can be taken by the father. Can take the paid leave instead of the mother starting from the 6th week (up to 14 weeks) 1 year
Japan 14 weeks 60% 1 year 1 year When parents take turns, the total period may be extended 2 months (but no longer than 1 year for each parent).[72]
Jordan 10 weeks 100%
Korea, Republic of 90 days 100% 1 year (40% of Original Salary, At least $400 At most $1,000 per a month paid by Employment Insurance) until the child is 6 years old Parents who have a child under 6 years old can get 1 year parental leave. The only condition that the employee(s) must satisfy is to have worked for at least 1 year in the company at the time the child is born.
Kuwait 70 days 100%
Lao People's Democratic Republic 3 months 70%
Lebanon 10[73] weeks 100% 1 day 100%
Malaysia 60 days 100%
Mongolia 120 days 70%
Myanmar 12 weeks 66.7% Six days of "casual leave" that can be used by fathers to assist their spouses at the time of confinement
Nepal 52 days 100%
New Zealand 16 weeks, 100% or NZ$504.10 per week (whichever is lower). May start up to 6 weeks prior to birth; can be shared with father. None, plus any share from mother 52 weeks (including paid leave). Can be shared with father. 2 weeks, plus any share from mother Paid maternity leave will increase to 18 weeks on 1 April 2016.[74]
If the mother is ordered to start leave early by a doctor, midwife or their employer, maternity leave may be extended beyond 14 weeks to the difference between the date of the order and the expected delivery date, plus 10 weeks.
Oman 14 weeks, 100%; 50 days prior to and 50 days after birth (per Omani Labor Law, Royal Decree No. 35/2003, 26 April 2003).[75]
Pakistan 45 days prior to confinement and 45 days after the confinement under rule 13 of the Revised Leave Rules, 1980. But it is 60 days for Armed Forces Nursing Service (AFNS)100%
Papua New Guinea 0 days 12 weeks
Philippines 60 days 100%, applicable also to miscarriages. 78 days 100% for C-section delivery. 7 days 100% parental leave per year for solo parents until the child is 18, or indefinitely if the child has a disability. Seven days paid paternity leave for married workers. 7 days 100% parental leave per year for solo parents until the child is 18, or indefinitely if the child has a disability. Maternity and paternity leave benefits are up to the 4th pregnancy only.
Qatar 50 days 100% for civil servants
Saudi Arabia 10 weeks 50% or 100% One day
Singapore 16 weeks 100% (Singaporean citizen) or 12 week 67% (non-Singaporean citizen)[76] 1 week of 100% Government-Paid Paternity Leave for fathers. 1 week of 100% Government-Paid Shared Parental Leave to allow fathers to share 1 week of the working mother’s maternity leave entitlement.[77] 16 weeks of Maternity Leave is restricted to married women whose children are Singapore citizens (at least one parent is a Singapore citizen) and has served her employer for at least 90 days before the child's birth.[76]
Solomon Islands 12 weeks 25%
Sri Lanka 12 weeks 100% (84 working days), 84 days 50% 03 days 100% 84 days
Syrian Arab Republic 50 days 70%
Taiwan 8 weeks 100% for more than six months of employment or 50% for less six months of employment 3 days 100%
Thailand 90 days 100% for 45 days paid by employer, then 45 days paid at 50% of wages (to a maximum of 7,500 baht per month) by the Thailand Social Security Fund
United Arab Emirates 45 Days 100% 55 days (total 100 days maternity leave) Maternity leave at 100% pay is subject to the employee having served continuously for not less than one year. The maternity leave shall be granted with half pay if the woman has not completed one year.
Vietnam 4–6 months 100%
Yemen 60 days 100%

International organizations

As international organizations are not subject to the legislation of any country, they have their own internal legislation on parental leave.

Organization Paid maternity leave Paid paternity leave Unpaid maternity leave Unpaid paternity leave Restrictions
United Nations[78] 16 weeks 100% (however, no fewer than 10 weeks must be after delivery, even if the pre-delivery leave was longer due to a late birth) 4 weeks 100% (or 8 weeks for staff members serving at locations where they are not allowed to live with their family) The fact that a staff member is or will be on parental leave cannot be a factor in deciding contract renewal. To ensure that this is enforced, if a contract ends while the staff member is on parental leave, the contract must be extended to cover the duration of such leave.

See also

References

  1. ^ "U.S. behind most of world in parental leave policy: study; Papua New Guinea, Swaziland & U.S. lag". NY Daily News. 24 December 2011.
  2. ^ "In Paid Family Leave, U.S. Trails Most of the Globe". New York Times. 22 February 2013. Retrieved 7 May 2013.
  3. ^ "Among 38 nations, U.S. is the outlier when it comes to paid parental leave". Pew Research Center. 12 December 2013.
  4. ^ Convention on the Elimination of All Forms of Discrimination against Women, Article 11, 2 (b)
  5. ^ Maternity Protection Convention C 183, Article 4
  6. ^ "Employment Relations Research Series No. 80, p. 96," (PDF). Department of Business Enterprise & Regulation (2007) (ed.): Internal Review of Leave Policies and Related Research 2007. berr.gov.uk.
  7. ^ Jane Waldfogel.2001. International Policies Toward Parental Leave and Child Care. Princeton University. pp 98-111.
  8. ^ a b c Fass, Sarah. "Paid Leave in the States". A Critical Support for Low-wage Workers and Their Families. National Center for Children in Poverty (NCCP). Retrieved 28 September 2012.
  9. ^ Kelly, E. and Dobbin, F. 1999. "Civil Rights Law at Work: Sex Discrimination and the Rise of Maternity Leave Policies." The American Journal of Sociology. 105(2):455–492. p487 quoted
  10. ^ Kelly, E. and Dobbin, F. 1999. "Civil Rights Law at Work: Sex Discrimination and the Rise of Maternity Leave Policies." The American Journal of Sociology. 105(2):455–492.
  11. ^ Cite error: The named reference Lovell was invoked but never defined (see the help page).
  12. ^ a b c Miller,K., Helmuth, A.S. et al. 2009. "The Need for Paid Parental Leave Policy: Adapting to a Changing Workforce." Institute for Women's Policy Research. Washington, D.C.
  13. ^ Ruhm, C. 1998. "The Economic Consequences of Parental Leave Mandates: Lessons from Europe." The Quarterly Journal of Economics. 113(1):285–317.
  14. ^ Browne, K. 2009. Economics and Morality: Introduction. Economics and Morality: Anthropological Approaches. K.E. Browne and R.L. Milgram, eds. Lanham, Maryland. AltaMira Press:1–40. p18 quoted
  15. ^ a b c d Blades, Joan; Rowe-Finkbeiner, Kristin (2006). The Motherhood Manifesto: What America's Moms Want and What to Do about It. New York: Nation. ISBN 1-56025-884-5.
  16. ^ a b c d e f Attention: This template ({{cite doi}}) is deprecated. To cite the publication identified by doi:10.1093/cje/bes052, please use {{cite journal}} (if it was published in a bona fide academic journal, otherwise {{cite report}} with |doi=10.1093/cje/bes052 instead.
  17. ^ Joseph, Olivier; Pailhé (2013). "The economic impact of taking short parental leave: Evaluation of a French reform". Labour Economics, 25(European Association of Labour Economists 24th Annual Conference, Bonn, Germany, 20-22 September 2012). doi:10.1016/j.labeco.2013.04.012.
  18. ^ Baker, M., Milligan, K.,2008. How does job-protected maternity leave affect mothers' employment? Journal of Labor Economics 26,655–692.
  19. ^ Kluve, J.,Tamm,M.,2009. Now daddy's changing diapers and mommy's making her career: evaluating a generous parental leave regulation using a natural experiment. IZA Discussion Papers 4500. Institute for the Study of Labor(IZA).
  20. ^ Rasmussen, A. W. (2010). Increasing the length of parents' birth-related leave: The effect on children's long-term educational outcomes. Labour Economics, 17: 91-100. doi:10.1016/j.labeco.2009.07.007
  21. ^ a b Nielsen, H. S., Simonsen, M., & Verner, M. (2004). Does the Gap in Family-Friendly Policies Drive the Family Gap?. The Scandinavian Journal of Economics, (4). 721-744. p. 743
  22. ^ a b Rønsen, M., & Kitterød. R. H. (2015). Gender-equalizing family policies and mothers’ entry into paid work: recent evidence from Norway. Feminist Economics, 10(1):59-89. p. 84
  23. ^ "The World Factbook". Cia.gov. Retrieved 21 March 2015.
  24. ^ a b c d Attention: This template ({{cite doi}}) is deprecated. To cite the publication identified by doi:10.1002/pam.21676, please use {{cite journal}} (if it was published in a bona fide academic journal, otherwise {{cite report}} with |doi=10.1002/pam.21676 instead.
  25. ^ a b c d e Blades, Joan; Rowe-Finkbeiner, Kristin (2006). The Motherhood Manifesto : what America's moms want and what to do about it. New York: Nation Books. ISBN 9781560258841.
  26. ^ Karen, Sternheimer (2010). Everyday Sociology. W.W. Norton. pp. 254–256.
  27. ^ "About paid leave (Swedish)". Försäkringskassan. Retrieved 14 January 2015.
  28. ^ "Information on Swedish parental leave". forsakringskassan.se.
  29. ^ Parental benefits and paternity leave. "Parental benefits and paternity leave". Norwegian Embassy in the United States. Retrieved 24 January 2013. {{cite web}}: Unknown parameter |deadurl= ignored (|url-status= suggested) (help)
  30. ^ a b c "Parental Benefit Act". Retrieved 21 January 2013.
  31. ^ a b ClearSky Business - Maternity and paternity leave
  32. ^ http://www.citation.co.uk/employment-law/maternity-paternity
  33. ^ "Paternity leave and pay: UK Directgov". Retrieved 15 June 2009.
  34. ^ "Parental leave: Directgov UK". Retrieved 15 June 2009.
  35. ^ Haas, Elizabeth. "Maternity Leave in the Czech Republic". Retrieved 5 December 2012.
  36. ^ "Pregnancy and maternity leave". Health Insurance Fund. Retrieved 20 October 2014.
  37. ^ "Maternity leave". L'Assurance Maladie. Retrieved 28 September 2012.
  38. ^ "Paternity leave". L'Assurance Maladie. Retrieved 28 September 2012.
  39. ^ "Elterngeld und Elternzeit (German)". Federal Office for Immigrants and Refugees. Retrieved 25 June 2014.
  40. ^ http://blogs.dlapiper.com/employmentgermany/2014/12/01/reform-of-the-german-parental-allowance-and-parental-leave-act-2/
  41. ^ http://blogs.dlapiper.com/employmentgermany/2014/12/01/reform-of-the-german-parental-allowance-and-parental-leave-act-2/
  42. ^ a b Icelandic paternity leave fund
  43. ^ "Information on Icelandic parental leave". althingi.is.
  44. ^ "Maternity Leave". citizensinformation.ie.
  45. ^ "Maternity Benefit". citizensinformation.ie.
  46. ^ "Paternity Leave".
  47. ^ http://www.inps.it/portale/default.aspx?itemdir=5804
  48. ^ http://www.government.nl/government/documents-and-publications/leaflets/2011/08/24/q-a-pregnancy-and-maternity-leave.html
  49. ^ http://www.government.nl/government/documents-and-publications/leaflets/2011/08/24/q-a-paternity-leave.html
  50. ^ "Chapter 41. Features on Women's work, persons with family responsibilities". The Labour Code (Labour Code) of 30.12.2001 N 197-FZ. Russia: ConsultantPlus. Retrieved 29 September 2012.
  51. ^ a b c d "Russia". Social Security Programs Throughout the World: Europe, 2012. U.S. Social Security Administration. Retrieved 29 September 2012.
  52. ^ "Benefits for caring for a child is in a new". Russia: Buhgalteriya.ru. Archived from the original on 12 January 2009. Retrieved 29 September 2012.
  53. ^ forsakringskassan.se Parental benefit
  54. ^ "FAQ Bundesamt für Sozialversicherungen". Bundesamt für Sozialversicherungen.
  55. ^ lge.gov.uk
  56. ^ [1]
  57. ^ a b c d e "Employment Insurance Maternity and Parental Benefits". Service Canada. 24 July 2012. Archived from the original on 22 August 2012. Retrieved 22 August 2012.
  58. ^ http://www.guiatrabalhista.com.br/tematicas/lic_matern_180dias.htm
  59. ^ "Quebec Parental Insurance Plan".
  60. ^ "Quebec Parental Insurance Plan".
  61. ^ http://www.rqap.gouv.qc.ca/travailleur_autonome/demarche/index.asp
  62. ^ "Eligibility". Service Canada. 16 March 2012. Archived from the original on 22 August 2012. Retrieved 22 August 2012.
  63. ^ nationalpartnership.org
  64. ^ "Summary Of Puerto Rico Maternity Provision". Pearson Inc. Retrieved 28 September 2012.
  65. ^ "Know Your Rights! Family Leave Laws in California" (PDF). Labor Project for Working Families. California Work and Family Coalition. Retrieved 28 September 2012.
  66. ^ "Venezuela's New Labour Law: Promoting Mutual Parental Responsibility". Venezuelanalysis.com. 30 April 2012.
  67. ^ "Budget 2009-10: Expense Measures", http://www.budget.gov.au/2009-10/content/bp2/html/bp2_expense-13.htm, Australian Government
  68. ^ Maternity Benefits Act, 1961. Section 1. VakilNo1. 12 December 1961.
  69. ^ Maternity Benefits Act, 1961. Section 4. VakilNo1. 12 December 1961.
  70. ^ a b Lotiya, Palak. "Maternity benefits – A mode of dignifying motherhood". Paycheck.in. Indian Institute of Management.
  71. ^ "Recommendations of the Sixth Central Pay Commission relating to enhancement of the quantum of Maternity Leave and introduction of Child Care Leave in respect of Central Government employees". Department of Personnel & Training. Ministry of Personnel, Public Grievances & Pensions. Government of India. 11 September 2008.
  72. ^ mhlw.go.jp
  73. ^ http://www.aljoumhouria.com/pages/view/130032
  74. ^ Trevett, Claire (15 May 2014). "Budget 2014: $500m to extend paid parental leave". New Zealand Herald. Retrieved 25 May 2014.
  75. ^ Oman Government (26 April 2003). "قانون العمل - toc_en.pdf" (PDF). Retrieved 31 July 2014.
  76. ^ a b "Maternity Leave". Ministry of Manpower, Singapore. Retrieved 3 February 2013.
  77. ^ "Paternity Leave". Ministry of Manpower, Singapore. Retrieved 3 February 2013.
  78. ^ "Leave - Family leave, Maternity leave and Paternity leave". Gender related United Nations system policies. United Nations. Retrieved 5 October 2012.

External links

Retrieved from "https://en.wikipedia.org/w/index.php?title=Parental_leave&oldid=661337294"