Supporting Maternity and Promoting Gender Equality in the Workplace

The Shanghai government has announced it will cover half of the social insurance fees paid by employers for female employees who give birth. This initiative is seen as a move to support maternity, reduce costs for businesses, and promote gender equality in the workplace. The new regulation is part of a broader set of pro-natal policies recently implemented.

This new regulation stipulates that the government will cover 50% of the employer's contributions to the female employee's basic pension, medical, unemployment, and work injury insurance for six months, starting from the month of childbirth. This applies to female employees who have given birth since January 1st, regardless of the number of children. Shanghai currently provides women with 158 days of maternity leave. The government aims to create a cost-sharing system for maternity benefits among the government, society, and businesses, fostering a more maternity-friendly environment and reducing obstacles for female employment.

Employers are required to continue paying social insurance fees for female employees who give birth and can apply for reimbursement within a year after the employee returns from maternity leave. This policy follows a similar initiative in Jiangsu province, which began in early 2022. Jiangsu provides subsidies on social insurance fees for female employees on maternity leave, with 50% and 80% subsidies for second and third children, respectively. In January, this was expanded to include first-time mothers. Zhejiang province also offers a 50% subsidy for a female employee's social insurance fees for six months during maternity leave, starting in June 2022.

Many women have welcomed these policies as a positive step towards a more maternity-friendly society. One human resources professional noted that these initiatives reduce the financial burden on businesses, which is crucial for creating a supportive environment. While acknowledging the positive intent behind extended maternity leave, she highlighted the importance of addressing potential negative impacts on women's employment prospects.

Working women are also calling for legislation mandating paternity leave, with some advocating for equal lengths of maternity and paternity leave. Despite existing provisions for paternity leave, many women report that their partners are unable or unwilling to take the time off. One mother expressed concern about the stigma associated with female employees taking maternity leave. She suggested that requiring male employees to take leave after becoming fathers, equal to the length of maternity leave, could reduce workplace discrimination. She also emphasized the importance of involving fathers in childcare to promote gender equality in childcare responsibilities and strengthen parent-child relationships.