1. Session 3.3. Design, costing, implementation considerations
In-depth analysis of select social security branch – Maternity Protection
Session 3.3. Design, costing, implementation considerations

2. 1. The concepts
2. Finance and economic concerns
3. Implementation aspects
4. Transferring the learning

3. Why should employers bother? 1. Social and economic performance
Employers contribute to financing social protection through contribution (effect on labour cost) and taxes
Social protection is an important element of social stability
Social protection is important to equity

4. Why should employers bother. 2
Why should employers bother? 2. Human resources attraction and retention
Social protection impacts labour supply quantity and quality:
health,
education,
Availability to work ...
Social protection impacts industrial relations and collective bargaining
Effect on labour motivation – work ethics
Can be used as an attraction measure

5. Why should employers bother? 3. Compliance and supply chain
Social protection is a legal obligation for employers
It is an additional administrative burden in some cases
More and more social protection is included in social audits and is part of the requirements to supply multinational enterprises
It is a human right!

6. Why should employers bother? 4. Competitiveness and global demand
Social protection can boost domestic demand, and has demonstrated effects on local markets
Social protection is a demand stabilizer in case of crisis
Social protection, and the social protection floor in particular is supporting the transition from the informal to the formal economy
Social protection provides the necessary safety net for entrepreuneurs to take risks

7. Social protection and employers’ liabilities
Employers’ liability
Social protection schemes
Oblige employers to individually bear the economic costs of contingency
Often results in a double burden (e.g. payment of two wages during sick leave due to the cost of replacement)
It is at the time that money is lacking that it is needed the most (e.g. bankrupt)
Collectively financed schemes, funded from insurance contributions, taxation or both, are based on the principles of solidarity and risk-pooling
Fairer distribution of the costs
State as a final guarantor
Note: According to Art. 6, para. 8, of Convention No. 183: ”An employer shall not be individually liable for the direct cost of any such monetary benefit to a woman employed by him or her without that employer’s specific agreement except where: (a) such is provided for in national law or practice in a member State prior to the date of adoption of this Convention by the International Labour Conference; or (b) it is subsequently agreed at the national level by the government and the representative organizations of employers and workers.”

8. Social protection and corporate social programmes
Are part of the benefit package, therefore impact the relative attractiveness of employers
Supplement the social protection system by providing additional or complementary benefits
Based on individual commitment of employers
Level of protection
Poor
Informal economy
Formal economy

9. What is social security/protection?
Reduce Poverty
Mitigate Life cycle risks with financial consequences
Disasters and conflicts can intensify the need for social protection
Maternity
Sickness
Unemployment
Work injury
Medical care
Families with children
Invalidity
Death of the breadwinner
Old age
Life-cycle
ILO sets standards that lay down obligations and guidelines for ILO member States
They help in drafting laws and regulations, designing and implementing social security systems

10. Social protection and enterprises
Social and economic performance
Government / Regulators
Suppliers
Enterprise
Consumers
Human capital / Labour Unions
Competitors

11. Goals of maternity protection
To ensure that women’s economic activities do pose health risks to the mother and child
To protect the economic well being of the family during confinement, child birth, and post delivery
Maternity protection has different components including: paid maternity leave, delivery health-care cover (can include cash benefits), post resumption of work benefits (breast-feeding and childcare facilities), health protection and or conducive work schedule), employment protection & non-discrimination.

12. ILO standards – Maternity Protection Convention 183 - Recommendation 191
Protection against discrimination should be extended to include women who are job seekers
Entitlements to pension, promotion, training preserved
Maternity benefits must be available to all women (including informal sector, migrant, domestic, seasonal workers etc.)
Protection should be afforded by way of legislature,
Schemes should not have punitive eligibility requirements
Sufficient administration capacity should exist to enforce legislation and implement existing programs
Benefits can be embedded by way of collective agreements

13. ILO standards – Maternity Protection Convention 183 - Recommendation 191
Maternity leave duration minimum weeks
Least costly social security branch
Universal schemes more affordable, and create a less discriminatory work environment
OSH programs to ensure that the type of work undertaken and work environment not prejudicial to pregnant or nursing mothers or their children
Cast transfer benefits can be designed to extend benefits to informal sectors
Social dialogue important for maternity policy & scheme design
Extension of maternity protection rights to fathers (adopting parents)

14. The argument for Maternity Protection Investment vs. Cost
Loss of trained female talent
Recruitment, re-training and lost production can be high on the employers / economy due to discriminatory practices
Challenges to parents re-joining the work force can be exacerbated by high child-care costs (especially in developed countries)
US Impact of Maternity on Employment
43% of qualified mothers exit work place (off-ramping) post maternity leave.
Off these only 74% were able to re-join the work force
Only 40% regained full-time employment
Off-ramping resulted in 37% lower wages post resumption

15. The argument for Maternity Protection Investment vs. Cost
Introduce re-entry programs
Intensive training that reinforces lost and new skills, promotes confidence and engagement with the employer
Provide flexible post maternity work programs
Flexible / teleworking arrangements, on-site childcare facilities, subsidies for external child-care
Tax-rebates for compliant employers?
Education & Awareness
Brand maternity benefits as family benefits to void discrimination
Actively promote Paternal leave, and associated benefits
Managers trained in maternity / paternity coaching
Contributions & benefits to accrue to all

16. The argument for Maternity Protection Looking forward..
Employer balancing act between multiple business demands
Increased international competition
Consumer and labour markets
Reduced profits?
Increased regulation
Tax / OSH / Employee relations / Product standards / Market conduct / Green growth
Increased decent work labour demands
Salary / Benefits / Family-friendly work schedules / Litigation
Creative Labour to new business opportunities
Attract, retain, engage
Explore new engagement strategies with ILO

17. Thank you! Questions?