46 Facts About Maternity leave

Parental Maternity leave, or family Maternity leave, is an employee benefit available in almost all countries.

Unpaid parental or family Maternity leave is provided when an employer is required to hold an employee's job while that employee is taking Maternity leave.

The study found that, while in the "family-friendly" sector there was basically no wage loss related to taking parental Maternity leave, women did have consistent earnings loss in the "non-family-friendly" private sector for one year's Maternity leave.

However, other studies have shown that paternity leave improves bonds between fathers and children and helps mitigate the wage gap women face after taking maternity leave.

Critics argue that the quota harms mothers, depriving them of much needed Maternity leave, trivializes biological realities, and is an example of discrimination against mothers.

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Sometimes there is a distortion in how maternity leave is reported and delimitated from other types of leave, especially in jurisdictions where there is no clear legal term of "maternity leave", and such term is used informally to denote either the minimum or the maximum period of parental leave reserved by quota to the mother.

Additionally, there is a greater likelihood for first-generation immigrants to lack access to information concerning parental Maternity leave can contribute to the decrease in uptake from this demographic.

Eligibility and uptake of parental Maternity leave programs are not consistent among all demographics of expecting mothers.

In most European countries, parental leave is granted to parents, usually after maternity and paternity leave.

In some countries, parental leave has more restrictive requirements than maternity leave or paternity leave.

For example, in Belgium, a self-employed woman receives a maternity leave that is shorter and lower paid than an employed woman; and does not receive parental leave.

Typically, the effects of parental Maternity leave are improvements in prenatal and postnatal care, including a decrease in infant mortality.

Additionally, it appears that parental Maternity leave policies do allow women to stay home longer before returning to work as the probability of returning to an old job falls in the second month after childbirth before dramatically rising in the third month.

The main potential drawback of mandated Maternity leave is its potential to disrupt productive activities by raising rates of employee absenteeism.

Something important to note for all the research cited above is that the results typically depend on how Maternity leave coverage is defined, and whether the policies are for unpaid or paid Maternity leave.

Policies guaranteeing paid Maternity leave are considered by some to be dramatically more effective than unpaid-Maternity leave policies.

Term 'paternity Maternity leave' refers to the Maternity leave that is exclusively granted to the fathers to enable them in spending time with their new-born child.

When guaranteed Maternity leave is unpaid, research indicates that men's Maternity leave usage is unaffected.

In Germany, where parental Maternity leave is guaranteed for both parents, the financial incentive, alone, was not enough to encourage fathers to take paternal Maternity leave.

In countries in which Maternity leave entitlements include a father's quota, there has been a pronounced impact, with the quota being credited for increasing paternal involvement and challenging gender roles within the family, promoting a more equal division of labor.

The authors point to similar results of full-time, short paid parental Maternity leave observed in Canada in 2008 by Baker and Milligan, and in Germany in 2009 by Kluve and Tamm.

The United States, which does not have a paid parental Maternity leave law, ranked 56th in the world in 2014 in terms of infant mortality rates, with 6.

Evidence from selected countries in Western Europe suggests that moderate levels of parental Maternity leave can encourage mothers to reenter the work force after having children, promoting national economic development.

Parental Maternity leave policies have an impact on gender equality as it relates to parenting and are therefore used by various countries as a tool to promote gender equality.

Transferable Maternity leave policies appear to be fair and equal in theory, since they do not specifically allocate Maternity leave focused on childcare to women and even allow the family to choose.

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The only Nordic country that does not provide fathers with a quota is Denmark, where women have the right to four weeks parent Maternity leave before giving birth and 14 weeks Maternity leave after giving birth.

Thereafter, 32 weeks of parent Maternity leave are voluntarily divided between the man and the woman, making eight months Maternity leave entirely up to the family to decide.

Study done in Norway found that when parental Maternity leave is granted for both parents, there is still gender inequality observed in the form of mothers being more likely to have part-time jobs compared to their partners.

The groups of women that have the most access and opportunity to use maternity leave are often reported as having a higher level of income and full-time employment.

Black women have less access to resources that allow them to take Maternity leave or provide care for family members, and Hispanic women are faced with the same issues.

Michael Bittman stated that the reason they provide parental Maternity leave is unique in that they view children as "public goods" and, therefore, the state is responsible to provide and support the child.

The length of paid maternity leave was extended from fifty-six days prior to reform, to ninety days in 1988, and to 98 days in 2012.

Convention on the Elimination of All Forms of Discrimination against Women introduces "maternity leave with pay or with comparable social benefits without loss of former employment, seniority or social allowances".

Parental Maternity leave is generally available to either parent, except where specified.

Maternity leave allowance means the money paid during pregnancy or just after child birth.

The first leave has to be taken right after maternity leave and the second can be taken before the child turns 6 years old.

The maternity leave, the number of weeks a biological mother is allowed to leave work is 16 weeks in France—6 weeks before birth and 10 weeks post-birth.

Maternity leave is 26 weeks for the third and subsequent children, and 34 weeks for twins.

Maternity leave is mandatory, the mother must take at least part of the leave, complete renouncement of the leave is forbidden.

In France, there are differences regarding the regulation on parental Maternity leave, based on number of children, how it is shared between parents, payment, and type of job.

India's maternity leave policy is regulated by The Code on Social Security, 2020.

Only employees of state-owned enterprises and civil servants are entitled to paternity leave which is two weeks, while women civil servants are entitled to one year worth of parental leave, including the maternity leave.

Parental Maternity leave is job protected, the employee has the right to return to the same job, or in certain situations, to a different position that is similar to the previous one.

Canada has two parental Maternity leave benefit programs for the care of a newborn or adopted child: a federal program, and provincial programs.

The eligibility for maternity leave is that the individual has to be the child's birth mother .

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The variety among provinces concerning parental Maternity leave has raised debates on whether there should be a unitary federal program for parental Maternity leave policies in Canada.