What is the impact of extending maternity leave on women's employment?

First of all, extending maternity leave in many parts of the country will inevitably affect women's employment.

As the birth rate in China is lower than the international red warning line for newborns, more and more administrative departments and experts regard giving birth as the first task of the national strategy. What followed was that women of childbearing age in Beijing, Shanghai, Tianjin, Chongqing, Zhejiang and other provinces and cities were fortunate to enjoy the warmth of a wave of policies and ushered in the extension of maternity leave and a number of supporting measures. For example, in the Regulations of Beijing Municipality on Population and Family Planning revised by Beijing Municipality, it is clear that women can enjoy extended maternity leave for 30 to 60 days in addition to the 98-day normal maternity leave stipulated by the state.

The picture comes from the internet.

Everything has two sides. After the introduction of a policy, some people will laugh and some will cry. Naturally, it is the new mother who is ready to give birth and be pregnant who laughs, and it is their unit who cries.

If they are enterprises such as central enterprises, state-owned enterprises, public institutions, civil servants, etc., which are paid from the state treasury, it is fair to say that they must spend all the money of the state, implement the laws of the state and enjoy the policies and welfare of the state, and they are the real beneficiaries. After giving birth and taking a long vacation, you can go back to work step by step. For the national120 thousand private enterprises, it is a great loss of interest.

As a private enterprise, it is impossible to employ all men without women. By employing women, enterprises cannot restrict women from falling in love, getting married, getting pregnant and having children. This period is 1 year.

Article 29 of the Labor Law stipulates that an employer may not terminate the labor contract (pregnancy, childbirth and lactation) according to the provisions of Articles 26 and 27 of this Law. Article 63 stipulates that female employees shall not be arranged to engage in labor with the third-level physical labor intensity stipulated by the state or other labor prohibited during lactation, and shall not be arranged to extend working hours or work at night.

The labor law stipulates that you can't lay off employees during pregnancy and lactation, and you have to pay basic living expenses and social security accumulation fund every month. These are all enterprise costs. These costs all come from the net profit of the enterprise. Empathy, if you are a small boss in a private enterprise, are you willing to bear these costs? As a result, in order to reduce this part of the cost, we can only reduce the recruitment of female employees. Over time, once there are more such enterprises, the society will have a kind of "* * * imagination", and the road for female workers to find jobs will become extremely difficult.

In order to solve this hidden danger, the state must legislate, learn from western countries, make clear the standard of male-female ratio in enterprises, strictly supervise and protect the interests and rice bowls of lactating women.

The picture comes from the internet.

? ? Extending maternity leave is a good thing, but it may not be a good thing in the social background without national policies, laws and weak supervision. It is likely to become the "decapitation" of women's workplace.