A Vidicantive Study of Legislative Policies on Parental and Family-Care Leave

育儿假和家庭看护假立法政策的实证研究

• 批准号: 11420010
• 负责人: NAKAKUBO Hiroya
• 金额: $ 7.87万
• 依托单位: Chiba University
• 依托单位国家: 日本
• 项目类别: Grant-in-Aid for Scientific Research (B)
• 财政年份: 1999
• 资助国家: 日本
• 起止时间: 1999 至 2001
• 项目状态: 已结题
• 来源: https://kaken.nii.ac.jp/en/grant/KAKENHI-PROJECT-11420010/
• 关键词: parental leave; family-care leave; work and family; family responsibility; family-friendly; Child-Care and Family-Care Leave Law

Included among the findings of this research are the following points.First, Japanese legal scheme regarding child-care and family-care leave has evolved gradually from the relatively simple Child-Care Leave Law of 1991 to the present form, incorporating a variety of contents such as mandatory family-care leave, benefits during the leave from the employment insurance fund, special limits on night work and overtime, protection against unfavorable treatments, employers' duty to make efforts to allow leave to take care of sick children, employers' duty to care in placement of workers, etc. Despite its undeniable merits, this variety sometimes makes it difficult to see the basic spirit and policy of the legislation. This partly explains the peripheral interest in the subject in many workplaces.Second, by studying German and American systems, we identified two contrasting approaches towards this subject. German system is characterized by the protection of "child care," which qualifies the employee to leave up to 3 years and to child care benefits from the government. American system, on the other hand, is characterized by its modest unpaid leave up to 12 weeks a year as well as its flexibility, which enables the employee to take the leave either for child-care or for family care or even for his/her own sickness. This will lead us to reexamine the position of Japanese law regarding the child-care leave and the family-care leave.

本研究的结果包括以下几点：第一，日本有关育儿和家庭护理假的法律的制度从1991年相对简单的育儿假法逐渐发展到现在的形式，包括各种内容，如强制性家庭护理假，就业保险基金的休假期间福利，夜间工作和加班的特别限制，雇主有义务努力让工人休假照顾生病的孩子，雇主有义务照顾工人的安置，等等。尽管这种多样性具有不可否认的优点，但有时很难看出立法的基本精神和政策。这在一定程度上解释了许多工作场所对这一主题的边缘兴趣。第二，通过研究德国和美国的制度，我们确定了对这一主题的两种截然不同的方法。德国制度的特点是保护“儿童保育”，这使雇员有资格离开长达3年，并从政府获得儿童保育福利。另一方面，美国制度的特点是每年最多12周的不带薪假期不多，而且具有灵活性，使雇员能够休育儿假或照顾家庭假，甚至是自己生病的假。这将使我们重新审视日本法律对育儿假和家庭护理假的立场。