Maternity, paternity leave – the other side of the coin
Recent comments (Wednesday 16 June 2010) on the report of a study carried out regarding the costs of maternity and paternity leave need to address the issue through a wider perspective
One needs to clarify that the primary aim of the controversial Directive 92/85 EEC on maternity leave is to introduce measures to encourage improvements in the safety and health at work of pregnant workers and workers who have recently given birth or are breastfeeding. The second aim is to pave the way for a sharing of family care and work responsibilities for both men and women. In fact, for the first time, EU Gender Equality legislation is providing a legal basis for an integrated approach to maternity and parental leave. Recent developments show that European law is evolving from a traditional approach to maternity issues towards an approach that also incorporates paternity issues and, more broadly, the matters regarding the reconciliation of family and working life in all types of work
There is the need to avoid narrowing its scope and implications; consequently, the importance of a holistic and comprehensive approach to these matters, to see the whole picture and achieve economic and social progress is a priority. In this context, policy makers must consider different needs, competing values and conflicts of interest in issues such as demographic issues (including low birth rate and fast growing number of pensioners); labour market needs; accessible and affordable childcare facilities; reconciliation of working, family and private life; the fight against poverty and social exclusion; the best interest of the child; equal opportunities for women and men; solidarity between generations and education and lifelong learning
Keeping women in the labour market is a priority. Many women leave the labour market because of difficulties in reconciling work and domestic responsibilities. Labour market inequalities make it rational for many women, rather than their male partners, to give up employment to care for children or others. Longer spells of unemployment to reconcile work and maternity can have negative consequences for experience, skills and motivation for re-entry into the labour market.
In the EU, The employment rate of women with dependent children is only 65% compared to 91,7% for men.. This can lead to less women returning to the labour market after having a child. The EU employment policy promotes a life-cycle approach to work, acknowledging that workers have different needs and priorities at different stage of their lives. The gap between women and men with dependent children is also high (19 %).
European social partners, the counterparts of our social partners are seeking ways of addressing these challenges through medium and long term measures through the recent Framework Agreement on Parental Leave, which was signed by the European social partners (BUSINESSEUROPE, ETUC, CEEP and UEAPME) on 18 June 2009; in fact the revised Directive 2010/18/EU is based on this agreement, providing for better protection against discrimination and a smoother return to work.
Developments are also addressing the needs of self-employed workers. We are all aware that SMEs, in the EU and in Malta are the backbone of our economy. The recent adoption of the Directive on Self-employed Workers and Assisting Spouses endorsed by EU governments Brussels (7 June 2010) improves the social protection rights of millions of women in the labour market, boosting female entrepreneurship.
An innovative approach to the family-friendly issues geared towards economic growth and competitieness has been clearly identified as a priority in the EU 2020 Strategy, and more recently in the first phase of the revised Commission Working Time Directive not least as a result of current studies on the recession resulting from male-dominated decisions
In line with these developments, there is the need for a national policy, a package of family-friendly measures for both the public and private sector whilst taking into consideration the situation of SMEs. This will ensure a level playing field in the sharing of costs and benefits for maternity and paternity leave by both private and public sector, offering opportunities for an increase in employment rates. It is undemocratic today to repeatedly come across statements saying that extending maternity leave will be counter productive to female employment. We need to ensure that adequate conditions are created in order to prevent any new forms of discrimination from arising. .Malta also needs to urgently put in place legislation on temping agencies, in particular to address human resources needs during maternity and paternity leave and start thinking of employing foreigners when we have exhausted the Maltese potential. Raising the employment rate of women is a priority, not least because Malta is committed to the EU 2020 targets of 75% male and female employment. Social protection measures through state social security systems together with non-financial incentives are necessary to reduce the costs on the business sector in order to remain competitive.
The private sector needs to be proactive and innovative. Increasing the participation rate of both men and women is a reality we have to face in the interest of parents, children, society by all stakeholders, including government. The challenge for the future is to ensure the competitive edge for which we are all working - to seek win-win solutions rather than remain stuck in outdated counterproductive employment policies
Grace Attard
President NCW