Parental Leave Challenges From the Perspective of Employers: Understanding Sectors With Low Take‐Up by Fathers
本研究通过访谈卢森堡父亲休假率低的公司人事负责人，发现雇主在实施育儿假时面临工作重组、人员替代和员工重返岗位等困难，且全职休假比兼职休假更易引发替代问题。
ABSTRACT Parental leave policies are designed to facilitate the reconciliation of family and work life. Usage of leave is related to various factors, including the parent's gender, as well as their workplace and employer's characteristics. A wealth of research has explored employees' perceptions of the role of workplaces on leave‐taking, yet considerably less is known about the perspective of employers. This paper examines the challenges employers face while implementing parental leave reforms aimed at increasing take up by men. We conducted semi‐structured interviews with staff responsible for implementing leave in Luxembourg‐based companies where low take‐up by fathers is most prevalent. We explore the perceptions of difficulties related to leave usage that companies encounter. The results show that that full‐time leave remains the most common choice, while part‐time or split leave is less utilized. The employers in the study report difficulties in reorganizing work, finding replacements, and reintegrating employees. The organization of replacement cover appears more challenging when employees take full‐time rather than part‐time leave and when employees with a highly‐specialized job (irrespective of their level of education) take parental leave. These employers tend to cope with replacement issues by negotiating with employees to take more informal forms of leave or by simply not hiring employees in a certain life stage.