Legislature Extends Maternity Leave to 14 Weeks and Paternity Leave to 14 Days

The Legislative Yuan passed amendments to the Gender Equality in the Workplace Act by third reading today, extending maternity leave from eight weeks to 14 weeks and adjusting paternity leave for prenatal checkups and childbirth from eight days to 14 days. This move not only provides substantive protection for the rights of female workers but also represents a significant strengthening of Taiwan’s gender equality policies. Since the Gender Equality in the Workplace Act first regulated maternity and paternity leave in 2018, Taiwan has gradually implemented the principle of "no gender discrimination against women" in labor regulations, yet significant challenges remain in practical execution. The core of this amendment aims to shorten the duration of separation from employment for mothers and their spouses, alleviate the economic burden on enterprises during maternity leave, encourage male participation in childcare, and further break down the traditional notion that mothers bear the primary responsibility for raising children.

Behind the legislative amendments, calls for a "child-friendly" environment have grown louder in Taiwanese society. According to statistics from the Bureau of Labor, under the Executive Yuan, Taiwan’s female labor force participation rate has increased in recent years but remains lower than that of countries in the same region, with many women choosing to leave the workforce due to childcare issues. Extending maternity leave to 14 weeks, a duration comparable to that in advanced nations such as the United States and the United Kingdom, can effectively reduce the risks of postpartum depression and premature birth, while providing more ample time for maternal and infant health. Increasing paternity leave from eight days to 14 days formally affirms the role of fathers and is expected to raise the proportion of fathers participating in childcare, thereby alleviating the burden on mothers and promoting a redistribution of gender roles within the family.

In addition to adjustments in maternity and paternity leave, the bill relaxes the application deadlines for unpaid parental leave and parental leave, extending the eligibility period until the child reaches the age of nine. This change offers greater flexibility for families requiring long-term care for their children. Previously, the application deadline for parental leave was limited to when the child was six years old, often necessitating alternative care arrangements for children in the preschool education stage. Extending the deadline to nine years means parents can continue to enjoy the right to job retention after their children complete kindergarten or the early stages of elementary school, reducing instances of forced resignation due to caregiving needs. This measure also aligns with the International Labour Organization’s (ILO) recommendations regarding family-friendly labor markets, with the aim of enhancing the flexibility and competitiveness of Taiwan’s overall labor market through policy adjustments.

However, the amendments have also raised concerns among some businesses. Small and medium-sized enterprises (SMEs) often need to temporarily reallocate personnel during maternity and paternity leave periods, incurring relatively high costs. Although the government has provided partial subsidies, some companies worry that a long-term extension of maternity leave will affect operational efficiency. During debates within the Legislative Yuan, some party caucuses pointed out that the government should strengthen support for small businesses, for example, by expanding subsidies for parental leave, providing human resources outsourcing solutions, or encouraging enterprises to establish flexible working systems to mitigate the economic impact during leave periods. Conversely, supporters emphasized that while there is a short-term cost input, it will bring stability to the labor market and increase female employment rates in the long run, having a positive impact on economic growth.

On the international stage, Taiwan’s maternity and paternity leave policies are gradually converging with those of advanced global nations. Many European Union countries have extended paternity leave to four to six weeks, or even longer, and provide higher levels of wage compensation during maternity leave. If Taiwan can enhance the welfare levels of maternity and paternity leave in the short term, it will help attract foreign talent and increase Taiwan’s appeal in the international competition for talent. Furthermore, extending the periods for parental leave and unpaid leave can reduce the decline in female labor force participation caused by childcare needs, thereby helping to narrow the gender pay gap and boost the overall economic vitality of society.

The passage of the amendments to the Gender Equality in the Workplace Act marks another step forward for Taiwan in gender equality and family-friendly policies. Although practical implementation still faces multiple challenges, including business costs and labor market adaptation, in the long term, extending maternity, paternity, and parental leave will help establish a more inclusive labor environment, promote female labor participation, and provide the next generation with a healthier and more balanced growth environment. Through the implementation of these policies, Taiwan is moving toward a more equitable and symbiotic society. (Source: Central News Agency)