Maternity and parental leave

Maternity and parental leave are important to enable women and their partners time off to bring up their children. However, it is not just the amount of leave, particularly, paid leave that is matter for negotiation or legislation. Trade unions also need to monitor the impact of leave on workers' pay and career progression.

Austria

| Trade union: VIDA | Sector: Private health |

Since periods of leave are "neutral" periods, there is no provision for advancement within the pay scheme during such periods. If a woman has a number of children this has a disadvantageous effect on her career. In many institutions in this sector inconsistencies are dealt with by officers responsible for equality issues.

Czech Republic

| Trade union: TUHSSC | Sector: HSS |

The union has not engaged in social dialogue on this issue. However, in the public pay structure, maternity leave and parental leave of up to six years are credited as work; this is reflected in the level of pay. Similarly, men’s military service is credited as a period of work. As a result of this practice, on completing their maternity or parental leave, women usually resume work on at pay rates which are higher than when they went on maternity or parental leave. Many employers (especially teaching hospitals), promoting a policy of the earliest possible return from maternity and parental leave, ease women’s return to work by offering services such as childcare facilities in in-house nurseries.

Denmark

| Trade union: HK Stat | Sector: National administration |

The question of maternity leave has been a focal point for some years. It is guaranteed through our agreement that women do not lose superannuation payments or holidays with pay, etc. in connection with unpaid leave from employers. HK/Stat is proposing that the 2011 collective agreement will ensure that women who return from leave have an employee interview immediately after they return, which will cover issues such as : are there any changes in my job area? - do I need to learn any new skills? - how do I get these skills? - and in addition that there can also be an expectation decision concerning pay supplements.

| Trade union: FOA | Sector: Municipal |

During the collective bargaining negotiations of 2008, the Danish Association of Local Government Employees Organisation signed an agreement for earmarked paternity leave - the 6-6-6 model, which entitles the mother and father to 6 weeks leave each on full pay, after the child's 14th week. This pay entitlement is waivered if the reserved leave is not taken. In addition, the father and mother are both entitled to a further 6 weeks leave on full pay. The regulation applies to births after 31 March 2008. For births before 1 April 2008 previous regulations apply. These are specified in the associated minutes from 23 June, 2008.
(Source: KTO 2008: Agreement on leave due to family-related reasons per 1. 1 April 2008, p. 30)

Finland

| Trade union: FIPSU | Sector: Public sector |

Government, municipal and many private-sector collective agreements include a provision granting full maternity leave pay for 72 working days, or approximately 3 months. Thereafter, the mother is paid a parental allowance from health insurance. There is a risk that maternity or parental leave may affect a woman’s future career development.

France

| Trade union: FNEM-FO | Sector: Energy |

The majority of company-level agreements require that periods of leave have a neutral effect.

Germany

| Trade union: Ver.di | Sector: Public sector |

Maternity leave has on the whole no effects. However, parental leave holds up qualifying times for promotion and parental leave of more than 5 years results in downgrading. Ver.di has been trying for years to remove this rule, which it regards as discriminatory, from the collective agreement – so far without success. Legal action is being pursued.

Moldova

| Trade union: Sanatatea | Sector: Health |

Pregnant women receive 126 calendar days of prenatal and postnatal leave paid at a rate equal to the average monthly wage. This means that maternity leave has no adverse impact on pay for women.

Netherlands

| Trade union: Abvakabo | Sector: Public sector |

If (women) workers are off work for some time because of maternity leave or parental leave, this will not affect the current salary or prospects. Only when a (female) employee stops working because of child care, this may - and most certain will - affect her prospects.

Norway

| Trade union: Fagforbundet | Sector: Municipal |

There has been increased focus on the fact that women in particular lose out in relation to salary through absence while they are on maternity leave. The basic collective agreement for the municipal sector contains a relatively new provision which states the following:
“Employees on parental leave and other paid leave are included in local negotiations.” In addition, leave with pay and two years leave without pay is to be considered in pay seniority, so that the employees to whom this applies reach top wages or salary sooner on the seniority ladder.

| Trade union: NSF – nurses | Sector: Health/Municipal |

In the municipal sector, employers in parental leave are now to be included in the local pay negotiations (in addition to the central/national ones). Previously a “may”-term; now a “shall”-term. Representatives on the local level also work with cases where temporary posts are not prolonged if employees get pregnant.

Romania

| Trade union: Sanitas | Sector: Health |

At their return from the parental leave the earnings are the same with any other employee with the relevant work age, the woman worker having the same perspective as she had before leaving.

Slovakia

| Trade union: Sozzass | Sector: Health |

Women on maternity and parental leave are in danger group of employees on labour market, there are problems connected to new start after maternity and parental leave, and we have noticed many barriers related to the new labour law code (after the elections

Sweden

| Trade union: Kommunal | Sector: Municipal blue collar |

According to the Swedish Equal Opportunities Act, parents are not disadvantaged in terms of pay due to parental leave, but must comply with the wage she or he can expect if she or he had been at work. Under the Equal Opportunities Act, employers are required to conduct a salary review every third year, and shall then correct disparities and inequities in pay which may be due to gender or parental leave.
The Equal Opportunities Act does not however, have sufficient scope to overcome the prevalence of value discrimination in the labour market. In other words, the differences in pay and career opportunities which are found between female and male dominated industries and sectors. In order to achieve a sustained shift for female dominated labour division a coordinated bargaining across large areas of the labour market is required.

UK

| Trade union: UNISON | Sector: Public Sector |

(2011 update) All women employees are entitled to 52 weeks maternity leave. Statutory Maternity Pay (SMP) is 90 % of the employee’s normal pay for 6 weeks followed by 33 weeks at a flat rate (currently £128.73 per week) or 90 % of normal pay, whichever is the lower. However, unions have negotiated with many public sector employers for payments in excess of the state minimum. For example, in the NHS, employees receive full pay during the first eight weeks of maternity leave, followed by 18 weeks at half pay (plus any Statutory Maternity Pay or Maternity Allowance) and then 13 weeks of any Statutory Maternity Pay or Maternity Allowance to which the employee is entitled. In local government the first six weeks are paid at 90%, followed by 12 weeks at half pay plus SMP, and a further 21 weeks at the SMP rate.