摘要
基于促进人口生育、缓解女性生育压力、发挥男性家庭照护作用、缓解就业中的性别歧视等多重制度目标,我国生育假的制度体系不断充实.但是,由于生育成本分担机制在用人单位与政府、用人单位与职工、不同用人单位之间存在结构性失衡,致使劳动者的生育权益与劳动权益的冲突性不断加剧,积极强化生育激励与生育动力不足之间的矛盾愈发凸显.未来,应当把生育假成本分担的单一雇主责任制转化为多元主体分担机制,通过搭建生育成本支出激励机制、创建女职工生育支持基金、设立女性就业保障金制度、完善生育津贴给付体系等,推动我国生育假成本分担在用人单位与政府、职工、其他用人单位之间实现平衡,由此方能推动生育假制度行稳致远并助力生育友好型社会的构建.
Abstract
Based on the multiple institutional goals of promoting fertility,relieving the pressure of women's fertility,giving full play to the role of men's family care,and alleviating gender discrimination in employment,the institutional system of maternity leave in China has been continuously enriched.However,due to the structural imbalance between employers and the government,employers and employees,and different employers,the conflict between workers'reproductive rights and labor rights has intensified,and the contradiction between actively strengthening reproductive incentives and insufficient reproductive motivation has become increasingly prominent.In the future,the single employer responsibility system for sharing maternity leave costs should be transformed into a multi-subject cost-sharing mechanism.Through the supply of key systems such as establishing an incentive mechanism for maternity cost expenditure,establishing a maternity support fund for female employees,establishing a female employment security fund system,and improving the maternity allowance payment system,the cost of maternity leave in China should be balanced between employers and the government,employees and other employers,so as to promote the stability of maternity leave system and help the construction of a childbearing friendly society.
NETL
NSTL
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