Employment Rights Research Articles

Employment Rights of Teachers in Faith Schools: Maximising the Religious Rights of Schools and Staff

Employment Rights of Teachers in Faith Schools: Maximising the Religious Rights of Schools and Staff

Comparison of TMS 19 and IFRS in Directing Foreign Direct Investment to Employment

This study aims to examine TAS 19 and the International Financial Reporting System (IFRS) systems in order to direct foreign investment to employment. In this research, firstly, general information on related concepts was given, and then, in order to encourage foreign investment, TAS 19 and the IFRS system are compared in general. According to the results of the study, there is not enough incentive and ease in directing foreign investors to both the IAS 19 and UFDRS systems. When these two systems are compared with each other, it has been observed that TAS 19 is more effective in terms of employment oriented applications and directing foreign direct investment to employment, and responds more effectively than the IFRS system in many areas, especially from employee rights to investor's legal rights and regulations. TAS 19 is important for directing domestic investments to employment, and IFRS is important for bringing foreign direct investment to the country. It can be stated that the revision of TAS 19 to allow the free movement of capital in the international arena, similar to the IFRS system, will have positive contributions to the economy by increasing both field practices and increasing employment.

Decent Work as An Impact Factor on The Human Capital of Companies in Tulancingo, Hidalgo

Objective: This study analyzes the elements that influence decent work in companies in Tulancingo, Hidalgo. This is because currently the personnel working in organizations infer that they do not have a decent job, due to the fact that there is no pleasant work environment, communication is not usually adequate, in addition to the fact that they do not provide training to perform their functions, which impacts on not having economic and job stability. With the results of this research, we intend to identify and relate the factors that impact human capital when having a decent job. Theoretical Framework: The study analyses related aspects of decent work, human capital and decent work, as well as human capital and decent work, the impact of decent work on social economic development, challenges in the implementation of decent work, aspects such as employment, social protection and labour rights. Design/Methodology/Approach: The methodology used in this research was a quantitative approach, with a total of 383 people from companies in the Tulancingo region, Hidalgo, considering the different sectors, in such a way as to obtain information corresponding to the variables of: employment, social protection, labor rights and social dialogue; which allowed to identify the most relevant elements that impact decent work. Findings: A measurement instrument was used that includes three dimensions of decent work, with a sample of 383 people. Among the results obtained, 53% feel comfortable in their workplace; however, only 42% feel identified with the company. This is related to working conditions, since 33% of people do not have the materials and supplies that allow them to carry out their work effectively, in addition to the fact that the workload is extreme and tiring. Social Impact: The identification of factors that influence decent work will be very useful for companies in Tulancingo, Hidalgo, because strategies can be implemented to have a better work environment, in such a way that operational efficiency is achieved within the different companies, achieving the participation of the members that make it up and having better results by meeting organizational objectives. Originality/Value: This research paper shows how social protection, labor rights and social dialogue impact employability and decent work in companies in Tulancingo, Hidalgo. The identification of factors will be of great relevance not only for organizations, but also for the personnel who work in them and contribute to their performance.

Meeting Men Where they are: Motivators and Barriers to Accessing Health Services through a Men's Mobile Wellness Clinic, October 2019 to March 2020, Blantyre, Malawi.

In Malawi approximately, 88.3% people living with HIV are aware of their HIV status. Significant gaps are among men aged 15-34 years; only 72% know their HIV status. To reach men, Jhpiego, in collaboration with the Ministry of Health (MOH), implemented the Men's Mobile Wellness Clinic (MMWC) at workplace settings in Blantyre, Malawi between October 2019 and March 2020. We conducted a descriptive qualitative study to understand motivators and barriers to MMWC service uptake by employees and employers. Primary data was drawn from in-depth telephone interviews from four study populations: employers who accepted or declined to host the MMWC at their worksite, and employees who accessed or did not access the services. We performed a thematic analysis using Nvivo 12 software to identify patterns and themes across the dataset. Main reasons given for using the service among male employees were a desire to know their health status, availability of free health services at the workplace, and good quality services offered by MMWC staff, and support from their supervisor. Men who did not access services stated reasons such as work-clinic scheduling conflicts, lack of adequate promotion of the service, and miscommunication on the criteria about who should attend the MMWC. Employers who accepted to host the MMWC stated convenience and employee's rights to know their health status. Those who declined either stated that employees did not want the services or COVID-19 preventive measures by the MOH between October 2019 and March 2020 restricted participation. This study underscores the potential utility of MMWC services including HIV testing among men. The desire to know their health status, availability of free MMWC services at the workplace, good quality services offered by MMWC staff, and the endorsement of MMWC by supervisors were main motivators to access the MMWC services. Sensitizing supervisors and employees about the benefits of the MMWC services, strengthening demand creation, and clarifying eligibility are important to facilitate MMWC uptake among men in Malawi.

ОСОБЛИВОСТІ ВПРОВАДЖЕННЯ МОНІТОРИНГУ ПЕРСОНАЛУ НА СУЧАСНИХ ПІДПРИЄМСТВАХ

Businesses related to various niches and industries use employee monitoring to protect themselves from potential risks of data leakage and other external threats. Employee monitoring is a new strategy in today's business that is central to improving productivity and operational efficiency. The application of scientific methods of monitoring and analyzing the activities of employees in real time allows organizations to achieve a high level of accountability, optimal allocation of resources and making informed management decisions. Such a monitoring system contributes to the rise and development of the enterprise, creating a more productive and motivated work environment. The article examines the peculiarities of the implementation of employee monitoring as an important tool for ensuring the efficient operation of the enterprise, maintaining labor discipline and rational use of resources. Separate forms of monitoring that are used in practice are considered. Attention is focused on the legal aspects of the monitoring process, compliance with the needs of both employers and employees, in particular, taking into account the rights and privacy of the latter. In the modern conditions of business operation and development, employers have an interest in the most efficient use of their staff's working time. Time control is one way to achieve this. Controlling working hours can be efficient and beneficial for a company, but it can also raise certain ethical and legal issues. It is important that this control is carried out in compliance with all relevant legal requirements and taking into account the rights and interests of employees. Therefore, the employer must develop and implement internal regulatory documents that regulate monitoring procedures, as well as ensure that employees are informed about their rights and obligations in this process. This will avoid conflicts and ensure the legal purity of monitoring, maintaining a balance between the needs of the enterprise and the rights of employees. The choice of personnel monitoring and tracking tools is not limited to technical aspects, but includes the creation of a culture of trust and openness in the relationship between the employer and employees.

“They are not even called by name.”: Security guards in a South African Psychiatric Hospital.

BackgroundSecurity guards (SGs) play a significant role in health care and are an integral part of many psychiatric institutions. While their main duty is to ensure service users’ (SUs) and staff's safety and protect the premises, they are also called upon for other tasks, often ones for which they are not adequately trained. This study aimed to explore the roles, formal and informal tasks performed, working conditions and well-being of SGs working in psychiatric services. MethodsGuided interviews were conducted with n = 12 SGs and n = 18 mental healthcare providers (MHCPs) at a psychiatric hospital in the Western Cape of South Africa. All interviews were audio recorded, transcribed verbatim and analyzed using a thematic analysis approach. ResultsIn addition to ensuring safety, SGs take on numerous informal tasks, often for which they are not adequately trained and which formally fall under the purview of other MHCPs, mostly nurses, including talking with SUs about their mental health issues, dressing, showering, feeding, and administering medication. SGs also serve informally as interpreters, raising ethical concerns regarding accuracy and confidentiality. SGs lack formal training for working in psychiatric services and handling aggressive SUs, which may lead to increased violence instead of de-escalation and, in the worst case, injuries. SGs work under precarious working conditions (i.e. low salary, outsourced employment, absence of labour rights and job insecurity) and lack professional recognition, potentially leading to lower job satisfaction and increased emotional distress. ConclusionAddressing the challenges outlined in the study requires collaborative efforts between government, psychiatric institutions, private security companies, SGs and MHCPs. The establishment of clear roles, implementation of comprehensive formal training, psychosocial support and improved working conditions, particularly in-house employment, higher pay, increased employee rights and job security, are needed.

‘Workers using foodbanks’: the embedding of food insecurity at the nexus of welfare and employment laws

In this first UK study of ‘Workers using foodbanks’, 65 per cent of research participants, including 76 per cent of those of working age, identified poor-quality employment as the root cause of their food insecurity. This primary problem of the deficient quality of jobs was characterised by insecure work, low wages, and excessive mental stress. Data revealed an environment in which workers are required to claim benefits because available employment cannot sustain their needs. A contemporary generation of ‘in-and-out-of-work[ers]’ are food insecure because of a secondary problem of inadequate welfare support. Post-pandemic welfare laws are interacting with ineffective employment rights protection to scaffold a low-wage labour market in which jobs are stripped of qualities that meet workers’ basic needs. There is an urgent need to respond to the UKs record high incidence of food insecurity by improving the quality of available employment so that all jobs deliver adequate income, security of working arrangements, and support for good mental and physical health. ‘Workers using foodbanks’ is an aphorism that captures a contemporary reality in which the risk of food insecurity is embedded in contractual arrangements for work that are forged at the nexus of welfare and employment laws.

Characteristics, Legal Nature and Taxation of Management Contracts According to the Macedonian Law

Managerial contracts are essentially synthesis of the power of management and the power of the leadership of the company. The conclusion of management contracts is not a simple and routine task which the contracting parties will easily access or, on the other hand, they will assign that task to other (third) persons. With the adoption of corporate decisions by the company, at the moment of appointment to the management body, and thus becoming a member of the body, rights and obligations determined by law arise. In the process of transferring the status powers to the management body or the manager, the owners of the companies or their representatives inevitably have to share a part of the power with the elected managers. The managerial contract is an act of free entrepreneurial will of the two parties that conclude the contract. Thus, this contract regulates the salary, allowances, participation in profit, reimbursement for expenses, reimbursement for life insurance, insurable income, and other employment rights and obligations. On the other hand, managers as individuals facing professional risk are to create a professionally based coalition of interests of all those involved in realizing the company’s corporate goals and business policy and thereby enable economic growth and development.

Internal CSR and the decline of organised labour: a possible elective affinity?

Purpose This paper aims to explore the potential relationship between internal corporate social responsibility (CSR) and the decline of organised labour in countries of the global North. Given the opposing trends since the late 20th century and the widespread adherence of internationally recognised labour standards in CSR codes, standards, and reporting frameworks, questions arise about the disparity between CSR rhetoric and practice regarding the collective rights of in-house employees. The paper further explores the tendency in CSR scholarship to overlook violations of collective rights for in-house employees in the global North. Design/methodology/approach To examine whether there is an elective affinity between the rise of CSR and the decline of organised labour, the paper uses a discursive institutionalism approach, providing a meta-theoretical analysis of academic literature on internal CSR. A scoping review methodology was used to identify relevant literature and compile it into an empirical corpus for a metatheoretical analysis. The empirical corpus, consisting of 38 articles, was generated through a Google Scholar (GS) search guided by the following questions: (1) What are the dominant conceptual framings of internal CSR? (2) What are the dominant roles and practical aspects of internal CSR? Findings The paper identifies two key disparities in the literature: (1) between rhetoric and practice regarding the collective rights of in-house employees in the global North and (2) between the extensive CSR research on violations of collective rights of value chain workers and the limited attention to in-house employees’ collective rights. The analysis highlights two factors contributing to these disparities: the integration of internal CSR into the corporate managerial toolbox and the distinction in CSR discourse between core labour standards and workplace issues. The analysis shows that internal CSR has an elective affinity with the decline of organised labour. Research limitations/implications While scoping reviews are often standalone studies, this paper used the methodology for its stated purpose. Limitations include the broad span of internal CSR across various academic fields and reliance solely on GS. Measures taken to enhance inclusivity were unlimited review period, refined inclusion criteria and keywords during the selection process and cross-checks of cited articles. Social implications Considering the implications of the decline of organised labour on workers’ collective voice, poverty and the distribution gap in wealth and income, this paper suggests that for CSR to play a significant role in advancing sustainable social justice, scholars and practitioners should look at ways to reduce the disparity between rhetoric and practice regarding employees’ voice and collective rights. Originality/value The paper lays the foundation for a better understanding of the potential links between internal CSR and the decline of organised labour. It addresses a gap in the literature on the interrelations between CSR and organised labour in the global North and proposes root causes of this gap. This contribution enriches the scarce literature exploring the potential elective affinity between CSR and transformations in the global economy and labour markets since the late 1980s. Finally, the paper deepens the understanding of the implications of CSR for employees’ collective rights and voice as well as for organised labour.

The right to fair pay and two paradigms of prison work

Is the low level of wages paid to prisoners for their work morally wrong and contrary to the human right to fair pay? This article contrasts two paradigms of prison work, one in which it is an ordinary market transaction to which normal employment rights should apply, with the rival and dominant paradigm that prisoners do not have contracts for the performance of work and sums paid to them are not pay or remuneration but rather a small incentive to perform work in a diligent way. The article also considers what would be required for prisoners’ pay to comply with the human right to fair pay, which has been viewed in three different ways – the right to be a member of a trade union for the purpose of collective bargaining, the right to a living wage that enables a life of dignity, and the right to equal pay with others who perform similar work.

Employees' rights in the Kurdistan Region: a jurisprudential evaluation study

This research aims to show and clarify the rights enshrined in the right of the public employee in the Islamic Sharia emanating from the Holy Qur’an and Sunnah and Sharia policy books. All alike, and legitimate rights manifest in moral and psychological rights and financial rights. Financial rights are formed in salaries, bonuses, retirement, and so on. Moral rights revolve around vacation rights in all their forms, better dealings, defending them, stimulating progress and innovation, and so on. The study relied on the inductive, analytical and survey approach accompanying the list of questionnaires that inquired, and directed questions related to the rights of employees.

TThe Effect Of Compensation And Job Satisfaction On Employee Performance Employees At Optimate Holistic Company Kebo Iwa Branch

The success of the company in achieving its success is determined by human resources who are involved in the process of the company's activities. The high or low performance provided by employees can be influenced by the job satisfaction experienced by employees and the compensation provided by the company to employees. This study aims to analyze the effect of compensation and job satisfaction on employee performance at Optimate Holistic Kebo Iwa Branch. The study was conducted on Optimate Holistic employees of Kebo Iwa Branch, with a sample size of 46 individuals, using the probability sampling method. The data analysis approach used is Multiple Linear Regression Analysis. The findings of this study indicate that all hypotheses are acceptable. The compensation factor has a positive and significant impact on employee performance, while job satisfaction also has a positive and significant influence on employee performance. Together, compensation and job satisfaction have a positive and significant impact on employee performance. Good compensation can trigger a good relationship where employees feel safe and comfortable at work. The fulfillment of employee rights supported by employee job satisfaction can have a positive impact on improving employee performance. This research is able to make a practical contribution as a consideration for the leaders of Optimate Holistic Kebo Iwa Branch in improving the performance of its employees.

The “Cycle” of HIV: Limits of Personal Responsibility in HIV Vulnerability Among Transgender Adolescents and Young Women in Lima, Peru

Globally, transgender women (TW) face a high burden of the HIV epidemic. In Peru, HIV prevalence among TW rises at age 25, indicating a need to understand HIV vulnerability as adolescents reach adulthood. The life course of TW is often marked by abuse, discrimination and poverty fueled by transphobic stigma. Approaches to the HIV epidemic among TW and adolescents emphasize problem behaviors such as unprotected sex and substance. However, there has been a call for HIV research and interventions to understand and leverage community strengths. This qualitative study utilized a transgender-oriented, strength-based, intersectional and feminist approach to understand the strengths and protective health behaviors among 17 transgender adolescents and young women (TAYW) age 16–24 in Lima, Peru. Most participants re-located to Lima from the Amazon due to familial rejection, and engaged in obligatory sex work. TAYW demonstrated self-knowledge, motivation for education, efforts to secure employment, strong community networks, legal advocacy, avoiding problem substance use, HIV knowledge and condom use. However, strengths were impeded by multi-level barriers such as familial physical abuse, educational discrimination, and sexual assault which led to increased HIV vulnerability. We created a conceptual model of the “cycle” of HIV to describe the limits of personal responsibility within a vulnerable community denied access to family, education, employment and human rights. We recommend researchers, clinicians and public health workers follow the lead of TAYW at the frontlines of the HIV epidemic, and support beloved communities and enabling environments which may permit protective behaviors to mitigate HIV vulnerability.

Peculiarities of working conditions for employees with a remote form of employment

Today, the problem of improving working conditions and improving their organization is quite urgent, in particular, the issue of working conditions for workers with non-standard forms of employment, in particular remote employment, which is gaining importance today, needs to be resolved. The purpose of the article is to study the peculiarities of working conditions for employees with remote employment, to identify problems and to propose ways to eliminate them. It is noted that with the appearance of non-typical (non-traditional) forms of employment on the domestic labor market, both practitioners and scientists are increasingly questioning the employer’s ability to fulfill the duty assigned to him to guarantee employees whose work does not fit into the traditional framework of labor relations, safe and healthy working conditions. Therefore, the employer using this type of employment should also take care of additional protection of employees, in particular, in matters of occupational health and safety, especially today, when the danger is different, external, military. At the same time, analyzing the current labor legislation, it was established that the employer is responsible only for “the safety and proper technical condition of the equipment and means of production, which are transferred to the employee to perform remote work”, and he does not have the obligation to ensure safe and harmless working conditions for the employee. Therefore, supporting other researchers of this issue, it is suggested that among the special conditions of the labor contract on remote work, there should also be a condition on ensuring labor safety, in order to oblige the employer to ensure the safety of the work of employees of the remote form of employment, in particular, to make sure that the assigned work can be performed safely at home by such an employee, has appropriate equipment and tools for safe work at home, received appropriate information, instructions and training (including in the event of an emergency), and also took measures to ensure the physical and psychological well-being of employees. Since remote work should not entail any restrictions on the scope of labor rights of employees, that is, a remote worker should have the same rights and obligations as other employees.

Bankruptcy of the employer as a consequence of his insolvency

The article considers some issues related to the bankruptcy of the employer, which arises as a result of his insolvency, in particular, the issue of employee protection. It is noted that bankruptcy affects both employers and employees differently. Thus, the employer may be liable both to third-party creditors (financial institutions, suppliers, landlords) and to be in debt to the employees, if the salary or its part has not been paid, as well as the remuneration due to the employees. At the same time, it can have negative consequences for the workers, since their livelihood and their families can be completely dependent on such salary or remuneration. It was concluded that the issues of employee protection in case of employer’s insolvency have always been important and needed to be resolved, since employees are the least protected subjects of labor relations, who need guarantees of protection of their rights from both the employer and the state. Since the bankruptcy of the employer negatively affects both the social and financial situation of the employees, it leads to the termination of the employment contract concluded with them both for an indefinite period and a fixed-term employment contract before the expiration of its validity period. It was concluded that the adoption by the Verkhovna Rada of Ukraine of new legislative acts on the protection of the rights of employees in case of bankruptcy of the enterprise is a positive step, especially today, when the country is in a state of war against the Russian aggressor. It is noted that the implementation of the proposed norms will contribute to the approximation of Ukrainian legislation to European labor standards and will make it economically unprofitable for the employer to withhold salary, will create conditions for reducing the amount of existing debt for its payment, will increase the level of economic protection of the employee in case of late payment of work, and will also ensure the creation of a mechanism wage compensation in case of insolvency of the employer.

On the issue of corruption in the sphere of labor and employment: today’s realities

The problem of corruption in all its manifestations, its causes and methods of overcoming it attracts the attention of a considerable number of scientists. Today, the sphere of labor and employment is not only an important institutional basis for the implementation of corruption and related offenses in the state in general, but also one of the goals of the spread of corruption in the state. The purpose of the article is to study the manifestations of corruption in Ukraine in the field of labor and employment, to identify existing problems in this field and to make proposals for their solution. Currently, the fight against corruption has become a priority of Ukraine’s state policy and part of its international obligations. During the period of the anti-corruption reform, certain results were achieved in this area of state and society activity, in particular, new legislation was adopted, anti-corruption bodies and courts were created, innovative tools for the prevention of corruption were introduced, and the development of public control is ongoing. At the same time, the current labor legislation, although it is quite progressive in terms of protecting the rights of employees, however, in order to more effectively use the opportunities to expose corruption, it needs changes aimed at forming an even greater protective role of labor law. Corruption in the sphere of labor and employment is considered as a special socio-legal phenomenon, which naturally has an extremely negative impact on the sphere of labor and employment, but it is also a phenomenon that can be minimized by labor-legal means (first of all, the normative basis of labor law, labor rights and obligations of subjects of labor law, acts of implementation of labor law, etc.), as well as a number of institutional mechanisms in the relevant field (first of all, the mechanism for preventing and countering nepotism, the mechanism for ensuring the exposure of corruption by employees, the mechanism for ensuring decent work, the mechanism for control and supervision according to the state of compliance with law and order in the sphere of labor and employment, the mechanism for ensuring the protection of information restricted in circulation).

The Impact of Corporate Social Responsibility on Employee Job Satisfaction

Corporate Social Responsibility (CSR) has evolved into a pivotal determinant of corporate development within the contemporary business landscape. With globalization advancing and societal expectations escalating, enterprises are increasingly viewing the fulfillment of social responsibilities not merely as a philanthropic endeavor but as a crucial avenue to enhance competitiveness and achieve sustainable growth. CSR encompasses environmental stewardship, safeguarding employee rights, engaging in community outreach, upholding business ethics, and more. Through these initiatives, organizations not only improve relations with external stakeholders but also foster positive internal impacts, notably enhancing employee job satisfaction. Research indicates that when companies prioritize CSR, they bolster employees' sense of pride and belonging, thereby elevating overall job satisfaction and consequently enhancing corporate performance. Hence, delving deeply into the influence of corporate social responsibility on employee job satisfaction is not only of profound theoretical significance but also offers practical guidance for corporate endeavors, promoting a mutually beneficial development for both enterprises and their employees.

THE IMPLEMENTATION AND IMPACT OF LEADERSHIP STYLE IN IMPROVING EMPLOYEE PERFORMANCE IN THE LEADERSHIP PROTOCOL AND COMMUNICATION (PROKOPIM) SECTION OF THE REGIONAL SECRETARIAT OF BANYUWANGI REGENCY

This research aims to determine and analyze the implementation and impact of leadership styles in improving the performance of employees in the Protocol and Communication Section of the Regional Secretariat of Banyuwangi Regency. This research uses a qualitative descriptive approach where data will be analyzed descriptively originating from interviews, notes and the author's observations. The sampling technique in this research used a purposive sampling technique. Data collection techniques in this research are observation, interviews, literature study and documentation. Based on the results of data analysis, it shows that the implementation of leadership styles can improve employee performance. This is proven by the application of a democratic leadership style in accordance with employee characteristics, the division head can receive suggestions and input from superiors and subordinates well, apart from this, the Prokopim division head is good at handling problems by minimizing the negative impact on employees. The impact of leadership style can improve employee performance. This is proven by the fulfillment of employee rights, including the right to leave, the right to incentives, career advancement, additional income, rewards for employees with good performance, punishment for employees with poor performance, motivation and example as driving factors for improving employee performance from the previous year. Keywords: Leadership Style, Leadership Protocol and Communication and Employee Performance

Fair overtime pay: the need and rationale for changes

Amendments to the overtime payment regulations provided for by the Federal Law “On Amendments to Article 152 of the Labor Code of the Russian Federation” dated 04/22/2024 No. 91-FZ, effective September 1, 2024, were considered. The analysis of the need for such amendments, which were initiated by law enforcement practice, drew attention to the absence of appropriate conditions in the Labor Code, which allowed the employer to consider only the salary (official salary) of such an employee when calculating remuneration for overtime work. This circumstance infringed on the rights of employees to fair wages for overtime work. The amendments that require consideration of compensation and incentive payments, and not only the basic part of wages when paying overtime, are considered.

Changes in online public opinions associated with various three-child supportive policies in China: Observational study using social media data over time.

According to the Seventh National Census, China's fertility rate is less than 1.5, marking a significant national issue with potential risks. To counter this low birth rate, the Chinese government has relaxed family planning policies and introduced supportive measures. Changes in birth policy have attracted considerable attention from the people of China. This article aims to study the public's response to the three-child support policy using Weibo as a window. The goal is to provide a more balanced evaluation of current perspectives, enabling policymakers to formulate better fertility information, particularly when anticipating a poor public response to controversial policies. This research uses a crawler to gather data from Sina Weibo. Through opinion mining of Weibo posts on the three-child policy, Weibo users' online opinions on the three-child policy are analyzed from two perspectives: their attention content and sentiment tendency. Using an interrupted time series, it examines changes in online views on the policy, matching policy documents to the time nodes of Weibo posts. The public has shown great interest in and provided short-term positive feedback on policies related to improving maternity insurance, birth rewards, and housing subsidies. In contrast, there has been a continuous negative response to policies such as extending maternity leave, which has particularly sparked concerns among women regarding future employment and marital rights protection. On social media, the public's attention to the three-child birth policy has focused mainly on the protection of women's rights, especially legal rights after childbirth, and issues related to physical and mental health. Child-rearing support and economic pressure are also hot topics, involving the daily expenses of multichild families, childcare services, and housing pressure. However, this study also revealed that infertile or single women express a strong desire to have children, but due to limitations in the personal medical insurance system, this desire has not been fully satisfied. Our study demonstrates the feasibility of a rapid and flexible method for evaluating the public response to various three-child supportive policies in China using near real-time social media data. This information can help policy makers anticipate public responses to future pandemic three-child policies and ensure that adequate resources are dedicated to addressing increases in negative sentiment and levels of disagreement in the face of scientifically informed but controversial, restrictions.