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How many days of maternity leave is 2017 stipulated by the state?

how many days of maternity leave are there in 2017 -- special provisions on labor protection for female employees

There are 16 special provisions on labor protection for female employees. Among them, it stipulates the labor scope that the employer should abide by the taboo of female employees, and specifies the taboo labor scope of female employees in menstruation, pregnancy and lactation in the appendix.

The regulation points out that the employer shall not reduce the wages of female employees due to their pregnancy, childbirth or lactation, dismiss them, terminate the labor or employment contract with them.

"Regulation" point out, female worker is in pregnant period cannot adapt to original labor, unit of choose and employ persons should according to the proof of medical establishment, give reduce labor amount or arrange other can adapt labor. For female employees who are pregnant for more than 7 months, the employing unit shall not extend the working time or arrange night shift work, and shall arrange certain rest time within the working time. Pregnant female employees shall carry out prenatal examination during working hours, and the time required shall be included in the working hours.

Article 7 of the regulations points out that female employees are entitled to 98 days of maternity leave for childbirth and 30 days of bonus leave are increased, including 15 days for prenatal leave; 15 days for dystocia; and 15 days for each extra baby. Female employees who miscarry within 4 months of pregnancy shall enjoy 15 days of maternity leave; those who miscarry within 4 months of pregnancy shall enjoy 42 days of maternity leave.

At the same time, the regulations determine the corresponding punishment methods for the consequences of violating the regulations.

How many days of 2017 second birth leave (latest)

On the afternoon of December 27, at a press conference of the Standing Committee of the National People's Congress, Zhang Chunsheng, director of the legal department of the national health and Family Planning Commission, said that the draft amendment law of the family planning law just adopted in the afternoon no longer restricts late marriage and late childbearing.

Cancel the late marriage and childbearing leave, and adjust the original maternity leave of the only child mother to 30 days of reward leave. This means that those who give birth according to laws and regulations, no matter they give birth to one or two children, or give birth again according to laws and regulations, can enjoy the preferential treatment of increasing 30 days of maternity leave; at the same time, the paternity leave of the husband is increased from 10 days to 15 days.

How many days of maternity leave for late marriage and childbearing in 2017

(marriage and childbirth leave is reserved in some cities, such as Shenzhen)

According to the labor law and the regulations on labor protection for female employees issued by the State Council, female employees of any employer are entitled to maternity leave, which is 90 days, including 15 days of prenatal leave. The state stipulates how many days of late marriage and childbirth leave in 2013? 98 days + 30 days (late childbirth) + 15 days (dystocia) + 15 days.

Documents required for maternity leave

ID card, marriage certificate, birth permit, birth certificate and only child certificate (the full name of the only child certificate is the only child parents' Honor card, and the husband and wife who voluntarily bear only one child for life). From May 1, 2009, in addition to enjoying the maternity leave stipulated by the state, the maternity leave will be increased by 35 days.

According to the labor law and the regulations on labor protection for female employees issued by the State Council, female employees of any employer are entitled to maternity leave, which is 90 days, including 15 days of prenatal leave. In case of dystocia, the maternity leave will be increased by 15 days. For multiple births, the maternity leave will be increased by 15 days for each additional baby. If a female employee is pregnant or miscarried, the unit to which she belongs shall, on the basis of the certificate issued by the medical department, give her a certain period of maternity leave. When a female employee is pregnant for less than 4 months and has a miscarriage, she will be given 15 to 30 days of maternity leave; if she is pregnant for more than 4 months, she will be given 42 days of maternity leave.

The provisions for maternity leave are as follows:

Maternity leave for female employees shall be carried out according to the following conditions

First, if a single child is born smoothly, ninety-eight days of maternity leave will be given, including 15 days of prenatal rest and 83 days of postpartum rest.

Second, for dystocia, the maternity leave will be increased by 15 days; for multiple births, the maternity leave will be increased by 15 days for each additional baby.

98 days' maternity leave

Female employees shall enjoy no less than 98 days of maternity leave, including 15 days of pre maternity leave. Married women who have their first child over the age of 24 are late childbearing. If late childbearing is carried out, the maternity leave will be increased by 30 days. If dystocia (cesarean section, and those who use uterine aspirator, forceps and other normal normal labor operations during childbirth) will be increased by 15 days. If multiple births are carried out, the maternity leave will be increased by 15 days for each additional baby.

According to the regulations of the state, the female employees with normal production have the right to enjoy maternity leave and lactation leave, which should be regarded as normal attendance. No individual of any unit is allowed to deduct their salary, welfare, subsidy and attendance bonus, which will not affect promotion and salary adjustment, and calculate their working age. Otherwise, it violates the national labor law and infringes the legitimate rights and interests of female employees, and can report to the relevant departments and apply for labor arbitration.

As for the salary treatment during maternity leave, if the enterprise does not participate in the social overall planning of maternity insurance, the salary of female employees during maternity leave shall be paid by the enterprise. The regulations on labor protection of female employees stipulates that the basic wage of female employees shall not be reduced during pregnancy, childbirth and lactation. If an enterprise participates in the maternity insurance established by the local labor and social security department and pays the maternity insurance premium in full and on time, according to the Tentative Measures for maternity insurance of enterprise employees (LBF [1994] No. 504), during the maternity leave period of female employees, the social insurance agency will issue Maternity allowance, which is the average monthly wage of the employees of the enterprise in the previous year.

In addition to the unified provisions of the state on maternity leave, the regulations on family planning issued by all provinces, autonomous regions and municipalities directly under the central government generally provide for rewarding maternity leave, and the duration of rewarding maternity leave varies from place to place. According to the regulations of Shandong Province on population and family planning, the first child of a married woman who has reached the age of 23 is late childbearing. In the case of late childbearing, in addition to the maternity leave prescribed by the state, the maternity leave shall be increased by 60 days and the man shall be given seven days of nursing leave. The increased marriage leave, maternity leave and nursing leave shall be regarded as attendance, and the salary shall be paid accordingly, and the welfare treatment shall remain unchanged.

In addition, according to the provisions of the State Council on the labor protection of female workers, pregnant female workers shall be counted as working hours when they carry out prenatal examination during working hours. The former Ministry of labor "Regulations on labor protection of women workers & gt; Q & a" (lao'an Zi [1989] No.1) further specified that in order to protect the health of pregnant women and fetuses, prenatal examination should be carried out according to the requirements of the health department. Antenatal examination of female employees should be treated as attendance, not as sick leave, personal leave and absenteeism. For the female workers in the front line of production, the production quota should be reduced accordingly to ensure the time of prenatal examination.