2014年育嬰留職停薪政策變革對育嬰留職申請率、政策熟悉度與政策滿意度的影響

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Title:	2014年育嬰留職停薪政策變革對育嬰留職申請率、政策熟悉度與政策滿意度的影響
Authors:	鄭郁蓉;Cheng, Yu-Jung
Contributors:	產業經濟研究所在職專班
Keywords:	育嬰留職停薪;育嬰假;性別平等工作法;性別平等;Parental Leave;Gender Equality in Employment Act;Gender Equality
Date:	2025-07-12
Issue Date:	2025-10-17 12:13:11 (UTC+8)
Publisher:	國立中央大學
Abstract:	育嬰留職停薪政策是國內重大社會福利措施，其給假法源依據為《性別平等工作法》，旨在強化工作權保障與性別平權，同時建立家庭友善職場環境，協助勞工於工作與家庭責任間取得平衡，促進整體社會福利及勞動政策的發展。本文運用勞動部「育嬰留職停薪期滿復職關懷調查」，針對2014年《性別工作平等法》修法，進行實證分析，探討政策變革對育嬰留職申請率及政策熟悉度的影響，並補足國內現有文獻中對申請者滿意度影響的之研究空白。實證結果顯示，2014年政策修法對主要放寬適用對象─「工作年資未滿1年之群體」的申請行為有正向效果，亦顯著提升民眾政策熟悉度。然而相較於年資滿1年之群體，工作年資未滿1年之群體申請育嬰假的比例仍相對較低。另外，政策變革具外溢效果，促使任職於事業單位未達30人之受僱者更願意申請育嬰留職停薪。在政策滿意度方面，研究發現修法後整體的滿意項目數、滿意分數、標準化分數，以及四項期滿復職協助措施的滿意度皆有穩定成長，且2014年後之申請者的成長幅度高於修法前群體，顯示滿意度提升主要來自後來申請者的貢獻。對於工作年資未滿1年之申請者，僅「關懷協助通知訊息」措施呈現顯著效果，其餘滿意度指標並無明顯差異；但對於任職於事業單位未達30人之勞工，政策變革對所有滿意度指標皆有顯著提升效果。不過，任職於事業單位未達30人的群體與任職於事業單位達30人的群體在滿意度的成長速度存在差異，相較於任職於事業單位未達30人的群體，任職於事業單位達30人的群體其對政策滿意度的成長速度較快。最後，透過差異中的差異法（Difference-in-Differences, DID）進一步檢驗政策效果，結果發現「工作年資未滿1年」與「年資滿1年」群體之滿意度並無顯著差異，工作年資未滿1年之申請者滿意度指標，在政策變革後的上升趨勢單純為時間效果導致；而「任職於事業單位未達30人」之申請者與「任職於事業單位達30人」之申請者的滿意度有顯著差異，代表任職於事業單位未達30人之申請者在政策變革後的滿意度提升同時受政策效果及時間效果影響，但其上升幅度沒有比任職於事業單位達30人之申請者快。換言之，2014年育嬰留職停薪政策放寬適用對象─「工作年資未滿1年之群體」與「任職於事業單位達30人」之申請者的滿意度之提升存在關聯性。;The Parental Leave Without Pay policy is a major social welfare measure in Taiwan. Its legal basis for leave provision is the Act of Gender Equality in Employment, which aims to strengthen the protection of labor rights and promote gender equality, while fostering a family-friendly workplace environment. The policy seeks to help workers balance work and family responsibilities, thereby contributing to broader social welfare and labor policy development. This study uses data from the Ministry of Labor’s “Follow-up Survey on Reinstatement after Parental Leave” to conduct an empirical analysis of the 2014 amendment to the Act of Gender Equality in Employment. The empirical results show that the 2014 policy reform had a positive effect on the application behavior of the primary target group—employees with less than one year of service—and significantly increased their familiarity with the policy. However, compared to employees with longer tenure, the application rate among those with less than one year of service remained relatively low. The policy change also produced a spillover effect, encouraging employees in firms with fewer than 30 employees to be more willing to apply for parental leave. In terms of policy satisfaction, the study finds a consistent upward trend in the number of satisfaction items, satisfaction scores, standardized scores, and satisfaction with four post-leave support measures. Moreover, applicants after the 2014 reform showed a higher rate of increase in satisfaction than those before, suggesting that the improvement was mainly driven by newer applicants. Finally, using the Difference-in-Differences (DID) method to further examine policy effects, the results indicate that there was no significant difference in satisfaction between the “less than one year” and “one year or more” groups. However, a significant difference in satisfaction was observed between employees in firms with fewer than 30 employees and those in larger firms.
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