Documents family leave 24 results

"The purpose of this paper is to ascertain the attributes of workers who choose to take leave when a member of their family is in need of care, and to clarify the form this leave should take to increase the potential for balancing care with employment. To this end, the author carried out empirical analysis of the factors behind various choices of leave. The following facts emerged from the analysis. Firstly, the likelihood of taking leave increases when the main caregiver ratio is higher, and this also tends to encourage absenteeism, in particular. Secondly, leave is more prone to be taken when the spouse works longer hours, especially when the spouse's employment format makes it impossible to control those working hours. Absenteeism is also more prone to occur if the spouse is a regular employee, and the likelihood of taking annual leave rises more or less significantly when the spouse is a regular or non-regular employee, or when there is no spouse. Thirdly, there is a greater likelihood that leave will be taken when the person receiving care is admitted to a general hospital or geriatric hospital; caregiver leave and annual leave are particularly likely to be taken in such cases. Fourthly, absenteeism is more prone to occur when the caregiver has a lower annual income. And fifthly, absenteeism is also more prone to occur if the caregiver is not a regular employee. Based on the above results, it became clear that the caregiving environment of family members is varied, and that there is a need not only for caregiver leave that can be taken long-term but also for time off work in single-day units. "

"While Japanese law provides for a system of Family Care Leave (long-term leave designed to support workers responsible for the long-term care of family members), the take-up rate of the leave remains at a low level. This paper analyzes whether workers tend to quit their jobs because of the need to take consecutive leave, as envisioned by the Family Care Leave system, or whether there is another reason for this tendency. It also examines issues concerning support for continued employment designed to match the actual circumstances of workers engaged in long-term care for family members. Analysis of data on workers who are in employment at the start of long-term care reveals that (1) there is a positive correlation between a greater need to take Family Care Leave and a lower rate of continuous employment in the same company from the beginning to the end of the caregiving period, (2) long-term care services are used to alleviate the need for long-term leave while such need is greater when caring for a parent than when caring for a spouse's parent, (3) regardless of the need for long-term leave, workers who work six hours or less per day are more likely to remain continuously employed in the same company than those who work more than eight hours per day, and (4) there is a correlation between lower rates of continuous employment in the same company and the provision of long-term care with no assistance from other family members, as well as severe dementia afflicting the care recipient, regardless of the need for long term leave. These findings indicate that, to enable caregivers to remain in employment, it is essential not only to manage the Family Care Leave system effectively but also to offer a full range of other forms of support, such as reduced working hours and social support for workers who provide dementia care. "

"L'article analyse les politiques et les dispositifs légaux en matière de conciliation vie familiale-vie professionnelle en Bulgarie depuis le début de la crise en 2008. Toutefois, leurs derniers développements sont davantage liés à la transition politique, économique et sociale après 1989. En effet, les politiques publiques en matière de conciliation ont été fortement influencées par la considérable détérioration de la situation démographique mais également par les exigences de l'acquis communautaire lors du processus d'adhésion, largement défendues par les acteurs sociaux. Malgré un réseau de services de gardes d'enfants dense et abordable, et des arrangements législatifs en faveur de l'emploi féminin, la Bulgarie n'en est toutefois qu'au début d'un long cheminement en ce qui concerne la prise de conscience de cette problématique."