Parental Leave Research Articles

Global Paternity Leave as a DEI Initiative in Four Multinational Corporations

Abstract Studies of diversity, equity and inclusion (DEI) initiatives in corporations typically involve ethnic minorities or women. In this case study, however, the focus is on men, and a new DEI policy implemented successfully in four multinational corporations (MNCs), namely, paternity leave rights with global applicability. The MNCs’ rationale for introducing this policy, and the perception of it by male employees who have taken such leave are explored mainly through interviews. These fathers are working for one of the MNCs and based in the UK, the US, Brazil and Australia. The aim of the case study is twofold: (i) contribute new insights into how the MNCs discursively justify the global policy, and (ii) develop a contextual framework explaining the MNCs’ successful implementation, which involves both discursive and practical action. In terms of underlying corporate DEI discourses, they mainly emphasise either economic rationality, inclusion or fairness. Regarding factors influencing uptake, a supportive work culture, a standardised period of fully paid leave and formal replacement during leave turn out to be important for informants across all four MNCs.

Analysis the Deficiency of China's Maternity Leave System Between China and the United States

Abstract: This paper compares the welfare system of China and the United States, the welfare content for both genders, aims of policy and policy effects. The comparison results show that the laws and regulations of China's maternity leave system are more unified. Second, there is a significant lack of parental leave for parents to support and care for their children. Third, the incidence of postpartum depression among Chinese women is increasing from year to year and is more common than that in the United States. Among the four comparative indicators, the two countries only show a more obvious consistency in the legislative objectives of the birth policy. This paper suggests that China should draw lessons from the unpaid maternity leave of the US federal government and appropriately improve the welfare level while maintaining the paid maternity leave policy. The maternity leave time of female workers should be extended. Male workers should enjoy father leave. In addition, new future government policies will need to include a mandatory requirement, requiring that parents have to exercise their respective powers to take parental leave and family leave. If the holiday cannot be used up before employees return to work, the surplus ought to be left for future use. In this way, employment equity and gender equality will be improved to a great extent.

Postpartum Mental Health Care Use Among Parents During Simultaneous Parental Leave

Flexible parental leave schemes can help families balance work, childcare, and postpartum treatment, including treatment for mental health. In Sweden, both parents are eligible to use parental leave simultaneously in the first year after birth; however, the consequences for postpartum mental health care uptake remain underinvestigated. To examine the association between parents' use of simultaneous parental leave and their use of postpartum mental health care in Sweden. This cohort study obtained baseline data from national registries in Sweden, including live births of singleton offspring between January 1, 2014, to December 31, 2015, and simultaneous parental leave use (any vs none) in the 12 months after birth. The population-based sample was composed of parental dyads (mothers and fathers) who were eligible for simultaneous parental leave and were followed up from January 1, 2015, to December 31, 2016. Statistical analyses were conducted between December 15, 2023, and August 14, 2024. Simultaneous parental leave use up to 12 months post partum. Total population register data were used to identify maternal and paternal outpatient care visits for mental health (substance use disorder [SUD], mood or affective disorders, and stress-related disorders) and psychotropic prescription dispensations (antidepressants and anxiolytics) during the first postpartum year. Logistic regression was applied to estimate the odds of these outcomes by simultaneous parental leave use, controlling for parents' age, sociodemographic characteristics, and prebirth mental health care use. Robustness analyses using propensity score matching were performed. The sample comprised 207 283 parental dyads, of whom 153 342 (74.0%) did not use simultaneous parental leave in the first postpartum year and 53 941 (26.0%) did. Among those who used simultaneous parental leave, the mean (SE) age at childbirth was 29.63 (0.02) years for mothers and 32.80 (0.03) years for fathers. Compared with mothers who did not use parental leave simultaneously with their partners, mothers who did were more likely to receive antidepressant prescriptions in the first postpartum year (odds ratio [OR], 1.07; 95% CI, 1.02-1.11). Fathers who used simultaneous parental leave vs those who did not had increased odds of SUD-related outpatient care visits (OR, 1.10; 95% CI, 1.02-1.20). Longer simultaneous parental leave was associated with greater odds of mental health care use for both parents, and earlier leave was associated with greater odds of health care use by mothers. Findings for mothers, but not fathers, remained significant in robustness analyses using propensity score matching. This cohort study found that simultaneous parental leave use was associated with greater health care uptake for postpartum mental health conditions in both mothers and fathers. This finding supports the need to consider the benefits of generous family policies as well as the risks of structural obstacles to postpartum mental health care access across the world.

Association of Maternity Leave Characteristics and Postpartum Depressive Symptoms among Women in New York.

The United States is the only high-income country without a comprehensive national maternity leave policy guaranteeing paid, job-projected leave. The current study examined associations between maternity leave characteristics (duration of leave, payment status of leave) and postpartum depressive symptoms. This study used a sample of 3,515 postpartum women from the New York City and New York State Pregnancy Risk Assessment Monitoring System (PRAMS) from 2016 to 2019. We used logistic regression to examine the association of leave duration and payment status with self-reported postpartum depressive symptoms between 2 and 6 months postpartum. Compared to having at least some paid leave, having unpaid leave was associated with an increased odds of postpartum depressive symptoms, adjusting for leave duration and selected covariates (adjusted odds ratio [aOR] = 1.41, 95% confidence interval [CI]: 1.04-1.93). There was no significant difference in postpartum depressive symptoms between those with partially and those with fully paid leave. In contrast to prior literature, leave duration was not significantly associated with postpartum depressive symptoms (aOR = 0.99, 95% CI: 0.97-1.02 for each additional week of leave). This study suggests that unpaid leave is associated with increased risk of postpartum depression, which can have long-term health effects for both mothers and children. Future studies can help to identify which communities could most benefit from paid leave and help to inform paid leave policies.

Emotional Distress of Sri Lankan Women Returning to Work Post Maternity Leave

Motherhood involves dramatic physical and emotional changes, and in today's context, women often balance corporate roles with traditional responsibilities. Returning to work post-maternity leave is especially challenging, requiring women to juggle work and family while adapting to motherhood. Despite this, factors contributing to emotional distress among working mothers in South Asia have received limited academic attention. This qualitative study interviewed eight first-time manager-mothers in Sri Lankan private sector businesses, via semi-structured interviews, using snowball sampling. Thematic analysis identified key stressors: lack of emotional and physical family support, well-intentioned but counterproductive familial assistance, unsupportive work environments, and societal backlash. A significant finding was that extended family support for childcare often led to emotional distress, with family members making mothers feel guilty and embarrassed. This study fills a gap in the literature by focusing on Sri Lanka and emphasizes the need to educate extended families on the childcare expectations of working mothers.

Agency Penalties From Taking Parental Leave for Women in Men-Dominated Occupations: Archival and Experimental Evidence.

Organizations have started more progressively using and offering family benefits including parental leaves to address the issues of balancing work and family life. Although such leaves are fundamental for supporting, attracting, and retaining women, we examine whether such leaves may also inadvertently affect women's careers in occupations that overly value masculine traits, unless managed carefully. Drawing on the literature on gender stereotypes (micro factors) and occupation gender type (macro factors), we argue that longer (vs. shorter) parental leaves negatively affect women's work outcomes (i.e., annual income, salary recommendation, hireability, and leadership effectiveness) in men-dominated but not in women-dominated occupations because it lowers perceptions of women's agency. We find support for our hypotheses across three studies in the Australian context with an archival data set and two experiments. Our work shows that men-dominated organizational structures reinforce traditional gender stereotypes, whereas such reinforcement does not happen in women-dominated organizational structures. Our research equips leaders and organizations with insights into the unintended negative consequences of parental leave for women. This understanding serves as a crucial first step in developing strategies and programs to mitigate these effects, thereby supporting women in men-dominated occupations and fostering more inclusive and healthy workplaces.

Is Parental Leave Costly for Firms and Coworkers?

Previous articleNext article No AccessIs Parental Leave Costly for Firms and Coworkers?Anne A. Brenøe, Serena Canaan, Nikolaj Harmon, and Heather RoyerAnne A. Brenøe Search for more articles by this author , Serena Canaan Search for more articles by this author , Nikolaj Harmon Search for more articles by this author , and Heather Royer Search for more articles by this author PDFPDF PLUS Add to favoritesDownload CitationTrack CitationsPermissionsReprints Share onFacebookTwitterLinkedInRedditEmail SectionsMoreDetailsFiguresReferencesCited by Journal of Labor Economics Just Accepted Published for the Society of Labor Economists, Economics Research Center/ NORC Article DOIhttps://doi.org/10.1086/725554 HistoryAccepted March 31, 2023 © 2023 The University of Chicago. All Rights reserved.PDF download Crossref reports no articles citing this article.

Factor Modelling of Russian Parents’ Opinions on the Impact of the Parental Leave System on the Birth Rate

In the context of the negative demographic trend in Russia, new mechanisms for stimulating birth rates are of particular relevance. One such instrument is parental leave policy. The aim of our study is to model the impact of potential transformations in parental leave on the reproductive intentions of Russian parents using factor analysis. In 2022, we conducted a survey of Russian parents with children under the age of 18 months. The sample consisted of 1,000 individuals, and the survey covered nearly all regions of Russia. We identified two main components: 1. Opinions on the flexibility of the parental leave system as a factor for improving birth rates; 2. Opinions on the amount of parental leave benefits as a factor for improving birth rates. We found significant correlations between the values of these components and several socio-demographic characteristics of the respondents, including gender, age, satisfaction with the current division of parental responsibilities within the family, the desire to legally mandate fathers to take a portion of parental leave in Russia, and the prospective evaluation of the financial status change if mandatory paternal leave were to be introduced. Our results contribute to the ongoing debate on the necessity and feasibility of improving the existing parental leave system in Russia and its potential impact on birth rates.

Long Parental Leave Encourages Women to Start Businesses

Long Parental Leave Encourages Women to Start Businesses

The Effect of Paid Maternity Leave on Fertility and Mothers’ Labor Force Participation

This study examines how paid maternity leave (ML) impacted fertility and mothers’ labor force participation in Romania. The ML gives mothers the right to paid leave until the child turns one year old, and it offers 65%\\documentclass[12pt]{minimal} \\usepackage{amsmath} \\usepackage{wasysym} \\usepackage{amsfonts} \\usepackage{amssymb} \\usepackage{amsbsy} \\usepackage{mathrsfs} \\usepackage{upgreek} \\setlength{\\oddsidemargin}{-69pt} \\begin{document}$${65{\\%}}$$\\end{document} of monthly income before birth. I examine the effects of this policy change using a regression discontinuity design and census data. I show that mothers who are eligible for ML are 2.5 percentage-points more likely to have an additional child than those ineligible. The effect is persistent for seven years after the policy was implemented. I find no significant results regarding the mother’s labor force participation. These results have important implications regarding the shrinking working-age population and the ability to fund benefits programs.

Accessibility and Characterization of Parental Leave Policies for Orthopaedic Surgery Residency Training in the United States.

This study assesses the accessibility and nature of parental leave policies during orthopaedic surgery residency training after implementation of the Accreditation Council for Graduate Medical Education (GME) mandate for 6 weeks of paid parental leave effective July of 2022. An audit of orthopaedic surgery residency and affiliated GME websites was conducted to assess the accessibility of parental leave policies during the 2023-2024 academic year. Details on length of leave and nature of renumeration during the leave were recorded. Bivariate analyses were conducted to determine residency program characteristics associated with the accessibility of a parental leave policy. Results were compared with a previous analysis during the 2017-2018 academic year. A total of 200 residency programs were evaluated, and 152 had parental leave policies (76.0%). Compared with 2017 to 2018, a similar percentage of parental leave policies were accessible on residency program websites (3.0% vs. 2.0%, P = 0.777) but fewer were accessible on GME websites (55.5% vs. 80.7%, P < 0.001). More contemporary policies were obtained from program coordinators (18.5% vs. 7.2%, P = 0.003), and more were not available (24.0% vs. 9.0%, P < 0.001). Most policies offered renumeration (86.7%) and leave for 6 weeks in length (75.0%). A higher prevalence of parental leave policy accessibility was found among orthopaedic residency programs with university affiliation (P < 0.001), more faculty members (P = 0.008) and residents (P = 0.017), a higher percentage of female faculty (P = 0.008), affiliation with a top 50 ranked National Institutes of Health-funded orthopaedic surgery department, and accreditation achieved before 2017 to 2018 (P = 0.004). Most orthopaedic surgery residency programs do not have accessible parental leave policies on their websites. The new Accreditation Council for GME mandate will require orthopaedic residency programs to provide residents with 6 weeks of paid parental leave during residency training. Accessible policies may be useful to applicants interested in child rearing during orthopaedic residency training.

Take Your Leave: Our Recommendation for an Inclusive and Equitable Parental Leave Policy in Diagnostic and Interventional Radiology Residency

Take Your Leave: Our Recommendation for an Inclusive and Equitable Parental Leave Policy in Diagnostic and Interventional Radiology Residency

“Who if Not a Mother?”: Development of Parental Leave Design in Russia

There is an established system of parental leave in Russia. According to the legislation, parental leave can be used not only by the mother, but also by the father or other relative of the child. Nevertheless, men rarely use this right; according to statistics, only 2% of Russian fathers go on parental leave instead of their spouse. The paper seeks to identify the underlying causes of this situation. To study the problem, we conducted a series of in-depth semi-formal interviews with mothers and fathers whose families were eligible for parental leave at the time of the study (n = 30). We have identified the perception of this stage of family life by both parents (as a “leave-work” or “leave-vacation”), the reasons for fathers’ refusal to actively engage in the situation, including the likelihood of mothers’ unwillingness to let fathers be involved. The reasons are classified into objective and subjective. Gender stereotypes are revealed from two positions: female and male. The results of the study indicate the need to transform the current system of parental leave in Russia and purposefully work with public opinion in this area.

CORR Insights®: Very Few ACGME-accredited Orthopaedic Surgery Residency Programs Have Web-accessible Leave Policies Dedicated to Parental Leave for Residents, Despite ACGME Requirements.

CORR Insights®: Very Few ACGME-accredited Orthopaedic Surgery Residency Programs Have Web-accessible Leave Policies Dedicated to Parental Leave for Residents, Despite ACGME Requirements.

Motherhood Penalty Revisited: Impacts of Maternity Leave Mandates on Nature of Employment Contracts

In this paper we study the extension of paid maternity leave from 12 weeks to 26 weeks in India to estimate its effect on the contractual arrangements of working women. To identify causal effects, we exploit the variation generated by the institutional features of the policy mandate in India, which applies only to establishments employing 10 workers or more. We find that women are 4.3 percentage points less likely to be employed as regular salaried workers in the establishments as a result of this policy. We also show that there is an increase in the employment of women as unpaid and wage labourers in establishments, but no change takes place in women entrepreneurship. The effects appear to be driven by married and younger women confirming that the extension of maternity leave imposes a motherhood penalty in terms of women’s labor market opportunities.

Contemporary Parental Leave Policies and Practice Among Obstetrics and Gynecology Trainees and Faculty.

This article aims to describe contemporary parental leave among obstetrics and gynecology trainees and early-career faculty. Here, we present results of a survey that collected information about parental leave policies and contemporary practice, as well as beliefs about surgical and clinical experience for those who take leave. Faculty and trainees were equally well represented among respondents, with half of each group self-identifying as a parent. Most reported that childbearing trainees currently take 6 weeks or less of parental leave and believed that childbearing and nonchildbearing residents should be able to take 12 weeks of leave without extending training.

A qualitative exploration of how extended paternity leave can promote fathers’ psychological wellbeing

The perinatal period is known to be a vulnerable time for parents’ mental health and wellbeing. Research about fathers’ health during this time is in its infancy and has focused predominantly on mental health problems. Much less is known about how fathers experience their own wellbeing or what can help their lives (and consequently the lives of their family) to go well during the significant event of having a baby. Early research suggests that allowing fathers to take a longer period of paternity leave could help to promote their wellbeing. The aim of this study was therefore to explore the experiences of some of the first fathers to take extended paternity leave following the UK’s introduction of its new Shared Parental Leave policy in 2015. Semi-structured interviews were conducted with sixteen fathers from around the UK who were employed in a variety of industries. The sample included both first-time fathers and those extending their family. Template Analysis was initially used to systematically analyse the data. The overarching conclusion was that the wellbeing of these fathers appeared to flourish during a major life event that has a known association with mental health problems for many fathers. To seek an explanation for this, the findings were interpreted using a novel approach based on the theoretical framework of Ryff’s (1989) six aspects of psychological wellbeing. A conceptual model is therefore proposed that suggests extended paternity leave can promote fathers’ psychological wellbeing by allowing them a rare and valuable opportunity for self-reflection, personal growth, development of parental mastery, and to support the wellbeing of their family. This qualitative exploration contributes a deep understanding of the nature of these fathers’ individual experiences of their own psychological wellbeing. The potential of extended paternity leave for promoting the wellbeing of fathers and their families during the critical postnatal period signals that there may be value in researching the relationship between paternal leave and wellbeing further.

Disparities in Postpartum Care Visits: The Dynamics of Parental Leave Duration and Postpartum Care Attendance

ObjectivesTo understand differences in the relationship between parental leave duration and postpartum care across sociodemographic and income groups.MethodsWe used data from six states participating in the Center for Disease Control and Prevention’s yearly PRAMS study from 2016 to 2019 with a total sample of 12,442 people. Bivariable analyses assessed demographics among those who took more or less parental leave and estimated the prevalence of not accessing postpartum care by demographics, stratified by leave length. We used propensity score weighting to estimate the predicted risk and risk ratios of not accessing postpartum care with < 7 as compared to > = 7 weeks of leave, stratified by income.ResultsThere were significant differences in the prevalence of not accessing care stratified by leave duration, and disparities in utilization by race, ethnicity, and income. A shorter leave duration was associated with a higher risk of not accessing care (RR: 1.98 [CI 1.25–3.20] in higher income group, RR: 1.45 [CI 1.08, 1.99] in lower). The absolute risk of not accessing care was highest in the lower income group regardless of leave duration, though patterns of increased utilization with longer leave duration were consistent in both groups.Conclusions for practiceWhile shorter leave durations increased the risk of not attending postpartum care, those with lower incomes had the highest absolute risk of not attending care. Policies to support paid leave and extended leave duration are necessary, along with additional supports to increase postpartum care utilization, particularly among low-income families.

A Study on the Essence of Paternity Leave

The declining fertility rate in China is being considered a serious issue, and introducing maternity leaves for males is widely seen as a feasible solution. However, the possible effects of this practice are still uncertain. This paper mainly focuses on how paternity leaves contribute to the fertility rate. Furthermore, this paper draws on research that shows that when maternity leaves for females stand alone, women suffer from increasing discrimination in the workplace and legitimating maternity leaves for males could elevate gender equality. This paper also introduces research on Swedens demography as a case of international comparison. This work concludes that paternity leave could raise peoples willingness to bear children by reducing the tension in workplaces and families. It is pointed out in the work how, resulting from paternity leaves, promoted gender equality and fatherhood in families could increase the fertility rate, building up bases of further research in these areas.

Work-Family Policy for Fathers in Dutch Municipalities: A Vignette Experiment on Contexts for Parental Leave Among Male Civil Servants

The European Union Work-Life Balance Directive aims to promote a better work-care balance by introducing extensive parental leave. However, a change in policy does not necessarily mean behavioral change. Starting from the idea of gendered organizations and gendered policies within local government a conceptual model is developed to investigate under which organizational circumstances male civil servants in Dutch municipalities are willing to take parental leave. With a vignette experiment ( N = 572) among civil servants in the summer of 2021, the organizational characteristics that affect employees’ decisions on the potential use of parental leave are investigated. Adverse career consequences have the largest influence, followed by managerial support and coworker support. Furthermore, the larger the work ambition is, the more negative the effect of career consequences is for using parental leave. That adverse career consequences hardly had an effect among male civil servants with low work ambition shows that the relationship to parental leave uptake is nuanced. The results of this study underscore the importance of contexts in implementing policy goals and achieving greater gender equality in local government.