工作與家庭生活平衡政策比較研究：日本、荷蘭、瑞典、美國與我國

A Comparative Study of Work and Family Life Balance Policy:Japan, the Netherlands, Sweden, the United States, and Taiwan

林郁淇(Yu-Chi Lin)

指導教授 ： 許繼峰

國立中正大學/社會科學院/勞工關係學研究所/碩士(2013年)

摘要

隨著工業化的發展，世代的進步，人們普遍追求更好的生活，而工作領域的轉變，對個人、家庭、組織與國家產生影響，尤其是需要照顧家庭的女性勞參率大幅提升，使工作與家庭衝突更為嚴重。因此，許多工業先進國家開始注意工作與家庭生活平衡的重要性，國際組織也開始推動與規定相關的政策，例如：經濟合作發展組織、聯合國、歐盟以及國際勞工組織。故本研究目的在藉由探討日本、荷蘭、瑞典、美國已實施之工作與家庭平衡政策及措施作為我國政府的參考對象。
研究發現各國發展工作與家庭生活平衡政策的背景皆不同，日本是解決少子女化的人口政策、荷蘭與瑞典是協助勞工就業的家庭政策、美國是解決高失業率的勞動政策，我國則是解決就業歧視的性別平等政策。
各國促進工作與家庭平衡的請假政策，產假大多符合14週的國際標準；提供陪產假日數不多；育嬰假使用彈性與給付比率不同，美國假期定義模糊顯得不足。
各國彈性工作政策方面，多使用部分工時工作型態，因可藉由勞資協商獲得較多彈性。日本與瑞典將請假與部分工時連結；荷蘭則建立相關彈性工時法令。
各國兒童照顧政策方面，托兒服務機構相當多元，但仍有供不應求的情況，目前以提升托兒設施的質與量、拓展社區照顧、發放育兒津貼等方式改善托兒所遭遇的問題。
我國工作與家庭平衡政策發展至2002年基於性別平等制定「兩性工作平等法」才有了曙光，育嬰假津貼更遲至2009年才落實。在探討各國情況後，得到一些啟示及可參考的作法。
本研究建議政府與企業持續推廣性別平等的觀念，鼓勵企業提供友善職場政策；修正「性別工作平等法」，將產假增加至14週、陪產假再延長、育嬰留職停薪期間延長至子女上小學前、無薪家庭照顧假改為有薪假；建立相關社會保險制度，法定假給付均由國家社會保險或與雇主共同負擔；制定彈性工作法律，或將部分工時與育嬰假及給付連結；擴大兒童照顧請領補助的適用對象；建立保母管理制度。而以上政策的執行應與我國勞動檢查相互配合，得以立即修正與改進。

關鍵字

彈性工作 ； 請假政策 ； 工作與家庭生活平衡 ； 兒童照顧

並列摘要

As the development of industrialization and generation progress, people have been normally pursuing a better life. Transformation working fields are affecting individuals, families, organizations and nations, especially the employment rates for women. As women go to work, the situations became more serious in conflict between work and family life. Hence, many advanced industrial countries have paid particular notice to the importance on balance between work and family. Some international organizations such as OECD, UN, EU, and ILO are also promoted related regulations and policies to it. By giving above-mentioned information, the purpose of this study is to research the enforced policies and practices on work and family life balance in countries like Japan, Netherlands, Sweden and the United States may serve as a model for Taiwan.
The findings show the backgrounds of developing work and family life balance are different in each country as followings: Japan solves the low birth rates problem with its population policies, Netherlands and Sweden assist in labor employment with family policies, The United States solves its high unemployment problem with labor policies, and Taiwan solves employment discrimination problem with its gender policies.
Besides, in regards to leave policy, each country agreeably provides with at least 14 weeks maternity leave to comply with international standard. However, paternity leave offered generally short. Parental leave flexibility and benefit are different. And the United States defines leave vaguely in terms of no distinction of a statutory right to maternity, paternity or parental leave.
Regarding flexi-work policy, each country utilizes part-time working patterns to gain more work flexibility through negotiations between management and labors, such as Japan and Sweden adopt leave system which can be involved in working hours; Netherlands establishes relevant flexi-work safety act.
In childcare policy, though childcare facilities provide diverse services in each country, it is still in short. In result, as to improve the childcare problems, they have presently enhanced their policies by raising the quality and quantity of childcare facilities, expanding community daycare and releasing childcare allowances.
In Taiwan, work and family life balance policy could be in light based on the development of “Gender Equality in Employment Act” in 2002. And the parental leave allowance implemented in late 2009.
With references in development of work and family balance policy in the countries mentioned in this study, would suggest Taiwan’s government and enterprises continuing to promote the concept of gender equality, to offer more friendly workplace, to amend “Gender Equality in Employment Act” to better level, maternity leave and paternity leave to prolong, and prolong the period of parental leave till the cared child going to the primary school, and to release family-care allowance; establishing social insurance system to shoulder all statutory leave payments shared by both social insurance and employers; setting up flexi-work act, revising the parental leave system by linking flex-work and benefit payments; expanding childcare assistance scope; and establishing baby-sitter management system. The above policy suggestions, by all means, are hopefully enforced to cope with labor inspection, and they can be modified, corrected, and improved without delay.

並列關鍵字

Flexi-Work ； Leave Policies ； Work and Family Life Balance ； Childcare

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