提供帶薪產(chǎn)假的公司不會(huì)受到影響

提供帶薪產(chǎn)假的公司不會(huì)受到影響

There’s “no measurable effect” on the profits, viability and long-term survival of companies where workers take paid time off to be with their newborn child, a new study suggests.

一項(xiàng)新的研究表明，員工帶薪休假陪伴新生兒的公司在利潤、生存能力和長期生存方面“沒有可衡量的影響”。

“Overall, we find little support for the claim that parental leave is detrimental for coworkers or firms,” economists wrote in a working paper released Monday that looked at companies in Denmark, a country that’s long had policies mandating time off for new parents.

經(jīng)濟(jì)學(xué)家們?cè)谥芤话l(fā)布的一份工作報(bào)告中寫道:“總的來說，我們發(fā)現(xiàn)很少有人支持產(chǎn)假對(duì)同事或公司有害的說法。”這份報(bào)告統(tǒng)計(jì)了丹麥的公司數(shù)據(jù)。

“When an employee gives birth she goes on leave from her firm for 9.5 months on average,” the economists wrote. “Firms respond by increasing their labor inputs along several margins such that the net effect on total work hours is close to zero.”

經(jīng)濟(jì)學(xué)家們寫道:“員工生完孩子后，平均休假9.5個(gè)月。”“作為回應(yīng)，企業(yè)增加了幾個(gè)邊際的勞動(dòng)力投入，這樣對(duì)總工作時(shí)間的凈影響接近于零。”

“Finally, co-workers of the woman going on leave see temporary increases in their hours, earnings and likelihood of being employed but experience no significant changes in well-being at work as proxied by sick days,” they added.

他們補(bǔ)充道:“最后，女性休假的同事在工作時(shí)間、收入和被雇傭的可能性方面會(huì)有暫時(shí)的增加，但在工作幸福感方面不會(huì)像病假那樣出現(xiàn)顯著變化。”

The researchers compared unidentified small Danish companies where female employees were about to give birth, with companies that didn’t have female employees giving birth. Looking at data from 2001 to 2013, they didn’t find “any significant effects” on the firm’s profits or the number of sick days taken by remaining employees.

研究人員比較了丹麥一些不知名的小公司，這些公司的女性員工即將分娩，與那些沒有女性員工分娩的公司。他們查看了2001年至2013年的數(shù)據(jù)，沒有發(fā)現(xiàn)對(duì)公司利潤或剩余員工的病假天數(shù)有“任何重大影響”。

Denmark’s paid parental leave laws give mothers four weeks of wage replacement before birth and 14 weeks after that. They then have an additional 32 weeks, which they can split with the father, though past research showed mothers typically took most of the time.

丹麥的帶薪育兒假法律規(guī)定，母親在產(chǎn)前4周、產(chǎn)后14周有工資補(bǔ)助。然后，她們還有另外32周的時(shí)間，可以與父親分享，不過過去的研究顯示，大部分時(shí)間都是母親用掉的。

There’s little research on the effects for companies, the authors said, despite analysis on the benefits to babies and families when parents have paid time off. For example, some past studies have shown paid leave in California is associated with higher breast-feeding rates and fewer infant hospitalizations.

作者說，盡管對(duì)父母帶薪休假對(duì)嬰兒和家庭的益處進(jìn)行了分析，但對(duì)公司的影響幾乎沒有研究。例如，過去的一些研究表明，在加州帶薪休假與更高的母乳喂養(yǎng)率和更少的嬰兒住院治療有關(guān)。