Working environment for new mothers in Cyprus: the law on maternity leave and prospects for improvement Haritini Tsangari University of Nicosia Conference: Health and Society 3-5 of April 2009 University of Nicosia, Nicosia, Cyprus

Acknowledgement: Acknowledgement: Stephania Pantzi, MBA, for her research assistance Outline  Introduction and aims of the study  Methodology and Sampling  Data analysis and results  Conclusions

Introduction and Aims of the Study  Women in Cyprus are increasingly joining the workforce in the last few decades.  How far can they go, in their multiple roles as employees, mothers and wives?

Introduction and Aims of the Study Maternity leave takers are worried about how to convince their peers and employers that they will return to work after giving birth and that their productivity will be the same as before their pregnancy –Miller et al (1996) Work-family conflict: when no support between spouses, no flexible work schedules and no day- care facilities –Kim & Ling (2001) Schedule conflict: Women have to tackle tasks beyond their workplace –Pleck, et al. (1980)

Introduction and Aims of the Study  Length of Maternity Leave Connected to Wages? –Greenstein (1999), Werbel (1998) Vs Lyness et al (1999), Klerman & Leibowitz (1994) Organizational Commitment and length of maternity leave related to Employer’s Support? –Lyness et al (1992) Is the working environment suitable for young mothers in Cyprus?

The Maternity Law in Cyprus UNTIL JULY 2007: 16 weeks Maternity Leave: 2 weeks must be before labor (which may be extended to a maximum of 6 weeks) one week when labor takes place and 6 weeks after labor OR: a minimum of 9 compulsory weeks maternity leave. OR: a minimum of 9 compulsory weeks maternity leave. 6 months of one hour flexibility July 2007 Amendment of the Law –18 weeks Maternity Leave –9 months of one hour flexibility

The Maternity Law in Cyprus Basic allowance: 75% of monthly wages (of previous year) paid by Ministry of Labor and Social Insurance –Banking/ Government: 12 weeks of 100% wages If an employer is found guilty of violating provisions regarding maternity rights, then the employer is liable to a fine.

Methodology and Sample Population of study: –Women who had given birth in the previous three years –Were employed while pregnant –Returned to work after maternity leave Methodology Random stratified & Snowball Sampling Primary data from Questionnaire SPSS for data analysis

Demographics FINAL SAMPLE SIZE 54 Women 40% % % Married / Cohabiting 2% Divorced Private Sector 41% (39% after) Banking 19% Government 35% (37% after) Semi Government 6% 11% under 850 euros 20% euros 25% euros 44%over 1500 euros (monthly wages) One child 52% Two Children 35% Three Children 13%

Results: Maternity Law Do you know the Maternity Law? –83% “Yes” 76% know they have maternity policy at place of employment 62.5% have been officially informed of this policy Health Insurance covers pregnancy & motherhood –45% Yes –37% No –18% Do not Know

Most women take all the paid maternity leave weeks they are entitled to. Extension of leave for ⅓ of respondents –53% not paid during extension period: More important to be with child than receive monthly wages. Results: maternity leave

Lower wages  fewer weeks before labor (F=3.112, p-value=0.035) Higher wages  fewer weeks after labor (return to work earlier) (F=5.041, p-value=0.004) -Greenstein, 1989; Werbel, 1998 Career-oriented? More responsibilities? Results: Income &maternity leave

The Employer Employer’s reaction to pregnancy announcement (mean 4.1) Negative Reaction  Longer Maternity Leave (F=3.957, p-value=0.026) Lyness et al (1999): Women who perceived more supportive work- family cultures planned to return more quickly.

Change of Tasks during pregnancy No 87% –Yes 13%No 87% Job security fear due to pregnancy No 83% –Yes 17%No 83% –Banking/ Government employees 10-21% “afraid” Trouble carrying out job tasks while pregnant No 58% –Yes 48%No 58% –Six weeks before labor not used. Pressure to keep on working or want to spend more time with child after they give labor? Working conditions during pregnancy

Working conditions after labor Transition from home to work. –Very Easy / Easy 75% Responsibility / Task Change –No: 70%Yes: 30%  17% Not requested

Working environment for new mothers Special arrangements for mothers –63%: Nothing. 37%, Yes: 1)Leave work if child is ill:50% Private Sector employees can leave more easily Law regulates working relations in Government 2) Flexible Time Schedule24% Obligatory by law one hour flexibility No kind of child care at workplace 100% Is your work environment suitable for mothers?Is your work environment suitable for mothers? –Yes 69%No 9%I don’t know 22%

The Needs of Working Mothers More Flexible Time during Breastfeeding Period –Very Important/Important for 62% On-site Childcare Facilities –Very Important/Important for 57% Refrigerator at the Workplace for Milk –Important/ Very important for 38% –Not important/ A little important for 48% Working from Home when the child is ill –Not Important for 28.3%Very Important for 26.4% Gradual Return to Full Duties –Not important / A Little Important for 58%

Unpaid Parental Leave Each parent entitled for up to 13 weeks in total (1-4weeks per year) until child becomes 6 years old Majority unaware of the Provision (66%) –83% had stated they know the law 76.9% would accept more unpaid leave –No task change for these respondents (x 2 =5.288 and p- value=0.021) –Took more time before labor (t=2.495, p-value=0.016) –Took more maternity leave in total (t=2.253, p-value=0.030) –Took fewer weeks of paid maternity leave (t=-2.822, p- value=0.008) –No connection to Wages, Sector, Number of Children

Paternity Leave: Men and parenthood, from the woman’s point of view –42.6% believe he would stay at home and take care of child if paternity leave was paid. Definitely Not 23% –Only 4% believe so if it was unpaid Definitely Not accept unpaid paternity leave: 71% Natural: 1) usually men receive higher wages, 2) upbringing of children traditionally considered a woman’s job. Lowest Lowest take up rates of parental leave: Cyprus, Greece, Ireland, Portugal, UK (unpaid) Highest Highest rates of parental leave: Denmark, Sweden, Finland (effort to make it easy for women to combine work and family, and to get men closely involved with child-raising.)

Future Research The husband’s/partner’s point of view The Employer’s point of view

Conclusion Women not aware of their rights (knowledge of the Law and its provisions) Majority prefers being with newborn than being safer financially (accept more unpaid leave) Working environment not suitable for new mothers (minimum of arrangements and facilities) A work environment supportive of family life influences a woman’s commitment to the workplace more positively. Employers and Government to assist by providing motives (flexible schedule, public transportation, on- site child-care, convenient school hours). Ensure that they support work-family balance.

Thank you! Haritini Tsangari