Text | Zhu Xiaofan
As one of the implementation of the three-child birth policy and supporting measures, parental leave has been implemented for nearly a year.
Pay attention to the fertility rate, not only pay attention to "birth", but also pay attention to "childbearing". For many dual-career couples with children under the age of 3, it is a very real problem to ask who to help take care of their children during working hours. It can be said that when everyone is discussing how to improve the willingness to have children and how to resolve the pressure of childbirth, "parental leave" comes at the right time.
Since 2021, more than 20 provinces across the country have introduced or intend to increase parental leave policies. In most areas, the statutory parental leave is limited to the child's 3 years of age, and both husband and wife enjoy 10 days of parental leave each year. In Chongqing and Anhui, the age of children enjoying parental leave has been relaxed to 6 years old. The introduction of this policy can indeed alleviate the pressure of parenting to a certain extent.
In reality, parental leave is "tempting to sound, but it is difficult to take a break.". Judging from the practice of various places, whether it is parental leave, or marriage leave, maternity leave, paternity leave, most of them are advocacy provisions, mandatory is insufficient, and the implementation can only rely on the unit consciousness.
On the surface, parental leave cannot go out of the "paper", which seems to be a problem of employees "dare not take a break" and the unit "does not allow a leave". But back to the 10-day parental leave itself, the rest, the cost of manpower loss it brings can only be paid by the unit, not rest, the employee's heart is awkward, the unit will also be buckled with the hat of "non-cooperation policy".
Reducing employment time is equivalent to compressing the profit margins of the unit, if the cost of all maternity leave is paid by the employer, it will inevitably make the employer have a lingering feeling about recruiting female employees, reduce the enthusiasm of the unit to encourage fertility, and make the original "preferential treatment" for female employees become "cold treatment".
Back to the employees themselves, the great factors that dare not take a break and do not want to take a break are also related to their own position and development. The extension of maternity leave, the increase of menstrual leave, and now coupled with ten days of parental leave, in the workplace of both growth and elimination, this is undoubtedly a great challenge for the attendance and conversion rate of female employees.
At present, parental leave cannot be in step with each other in policy formulation and guarantee implementation, and specific policy support is needed to help parental leave better get out of paper. Statutory holidays, paid annual leave is not taken, there will be corresponding overtime pay or untaken wages for subsidies, and if you want to effectively land the holidays related to childcare, you may be able to explore similar ways: mobilize the vitality of maternity insurance, make its coverage more extensive, and let employers have more confidence to grant leave to employees and "bottom up" for employees.
The high attention of parental leave truly reflects everyone's anxiety about parenting and also reflects the public's expectations for building a fertility-friendly society. In addition to the protection of various holidays, doing a good job in inclusive childcare services, the average resources of education and medical care, and the reduction and reduction of tax housing are all details to solve the worries of childbirth.
Stimulating the willingness to have children urgently requires the understanding and participation of all aspects of society, and it is not possible to "get out of the paper" by relying on the accumulation of various birth holidays. Childhood is only once, the companionship of parents can not be measured in money, more social forces to join, reasonable sharing of holiday costs, fundamentally dispel the concerns of employers and employees, kung fu should be in addition to these holidays.
Hot video recommendations
More
Pay attention to the "Guangming Times Review" WeChat video number
Pay attention to the "Guangming Daily" WeChat video number
Text: Zhu Xiaofan
Recitation: Wang Qian
Photo: Xinhua News Agency, etc
Editor-in-charge: Wang Zimo
Editors: Zhang Yongqun, Zhu Xiaofan, Chang Ying