1. Jorge Cabrita - Eurofound
Promoting uptake of parental and paternity leave among fathers in the EU
Vienna, 16 May 2017
Jorge Cabrita - Eurofound

2. Outline
Background
Working time, non-working time and WLB in a life course perspective
Determinants of take-up
Recent developments
Policy implications

3. Background
‘Europe 2020 integrated guidelines’, importance of implementation and assessment of employment policies that promote gender equality and work- life balance
Directive 2006/54/EC, aka Recast Directive, stipulates that ‘Member States shall encourage the social partners to promote equality between men and women, and flexible working arrangements, with the aim of facilitating the reconciliation of work and private life.’
2015 European Commission roadmap New start to address the challenges of work–life balance faced by working families + consultations
2016 European Parliament report Creating labour market conditions favourable for work–life balance
[very] Low take up rates of paternity and parental leave by fathers.
There are cases of increase over time but rather slow
Some MS still do not have paternity leave: AT, HR, CY, CZ, DE, LU, SK

4. Paid and unpaid work per week, by sex, EU28, 2015
Source: EWCS 2015

5. Poor fit of working hours with family/social commitments outside work, EU28, 2015 (%)
Source: EWCS, 2015

6. Actual and Preferred Weekly Working Time across the Life Course, by Sex, Hours per Week, employees, EU28
I Single persons (18-35 years), living with their parents or relatives, II Single persons (under 46 years), without children, III Younger cohabiting couples (woman under 46 years), without children, IV Cohabiting couples with youngest children under 7 year, V Cohabiting couple with young children between 7-12 years, VI Cohabiting couple with teenage children between years, VII Midlife 'empty nest' couples without resident children, VIII Older cohabiting couples without resident children, IX Single persons (aged 50 years or older), without resident children.
I Single persons (18-35 years), living with their parents or relatives; II Single persons (under 46 years), without children; III Younger cohabiting couples without children; IV Cohabiting couples with youngest children under 7 years; V Cohabiting couples with young children between 7-12 years; VI Cohabiting couples with teenage children between years; VII Midlife 'empty nest' couples without resident children; VIII Older cohabiting couples without resident children; IX Single persons (aged 50 years or older), without resident children;
Source: EWCS, 2015

7. Determinants of take up
National statutory provisions have a “powerful influence” over the take up of parental leave – countries without mandatory leaves (or part thereof) show lower take up rates;
Financial support is critical:
countries providing high earning-replacement rates also have the highest take up rates of parental leave.
higher levels of wage replacement for low-paid workers / low income households.
Strategies to minimise barriers to take up of parental and paternity leave at the workplace:
Return to work programmes;
Communication channels between worker and workplace.

8. Other important aspects
At workplace level, flexibility of arrangements and general employer practices are key determinants of behaviour and attitudes of fathers in take-up of paternity and parental leave.
Work-life balance policies have been often focused on flexibility – primarily to women – to combine work with family responsibilities, with little emphasis on encouraging more men to take up such possibilities.
Most activities in the area of gender equality and work life balance can be classified as campaigning or educational rather than ‘transformative’.
Where legislation is non existent or “weaker”, collective agreements can play a role by reinforcing or introducing provisions

9. Major reforms in parental leave, EU, 2015-16
Making parental leave more flexible: AT, DE and LU
Eg. possibility of part-time instead of break (DE)
Promoting and equal sharing of parental leave: AT, RO, PT, SE and UK
Eg. bonus in € if shared almost equally (40-60; AT)
Making parental leave more generous: LU and RO
Eg. from fixed rate to based on the minimum wage (LU)
Increasing the scope of beneficiaries: AT, RO, BG, NL, PT and UK
Eg. inclusion of adoptive and foster parents (BG)

10. Major developments in paternity leave, EU, 2015-16
Ireland: 2 weeks of statutory paternity leave 2016, employers are not obliged to pay but fathers may qualify for paternity benefit (235€/week).
Austria: Familienzeitbonus, financial allowance for fathers for a period between 28 and 31 days – requires agreement with employer; there’s no legal right to this paternity leave.
Czech Republic: paternity leave set to be introduced in – one 70% replacement rate (same as maternity leave).
Cyprus: an actuarial study on the cost of the introduction of paternity leave has been requested by the government.
Increase in the duration of paid paternity leave: ES, IT, SI and BG.

11. Work-life Balance Package
On 26 April 2017, the Commission launched the European Pillar of Social Rights package. This includes an initiative to support work–life balance for parents and carers which outlines a number of new or improved minimum standards for parental, paternity and carer’s leave.

12. Policy implications
Room for improvement: mixed policies/legislation across the EU and evidence that working parents want change.
Incentives: level of income during leave (household).
Workplace as crucial level
Reintegration into work.
Social partners are key actors
[Avoid] administrative, legal and financial constrains – SMEs
Emphasis on encouraging men
‘Transformative’ policies – better distribution of work

13. Upcoming
NEW Reports:
“Developments in working life in Europe: EurWORK annual review 2016”
“Working time patters for sustainable work” (EWCS)
NEW Projects:
Work-life balance and reconciliation challenges for men and women in the European Union
Gender equality at the workplace: new evidence from the EWCS

14. Thank you for your attention!

15. Panel 2
How to reach an equal share of child care between women and men in the framework of different welfare policy mix approaches in Europe?

16. Panel 2
How to reach an equal share of child care between women and men in the framework of different welfare policy mix approaches in Europe?
What are promoting and hindering provisions and factors?
How to safeguard an effective implementation of a better targeted legislation?
What measures have a positive impact on fathers uptake of parental leave and parental part-time?