Having a child is one wonderful experience that, generally, take a turn total to our life. Although we all know about difficulties all with reconciling work and family lifeIt's not until we have our baby and have to start working that we truly become aware of the daily obstacles that we will be forced to circumvent.
Often, problems arise from the very moment we become pregnant: sometimes pregnancy is the cause of conflicts at worknot only from the company or our boss, but also from some colleagues who are unwilling to making certain tasks easier for us or adapt to new needs. Other times, the simple fact that our baby gets sick represents a whole new challenge. logistics challenge:who can be missing to work because your child has a fever or gastroenteritis? ¿What do we do with the poor little boy? In the most cases We continue to trust that the grandparents They will have no problem taking care of the baby, because we didn't find many other ways to solve the problem, such as the daycare ticket.
Although really It is not necessary The baby doesn't have to be sick for difficulties to arise. It's enough for the different periods of illness to occur. school holidays enough to make many families tremble. The lack of sufficient public resources and flexible working hours turns every holiday period into a real ordeal. organization puzzle.
Spanish legislation, for now, goes to the queue regarding laws of parenting protectionAlthough in recent years there have been some advances aimed at strengthening the right to reconciliation of personal, family and work life and co-responsibilityEven so, these measures are still insufficient when compared to what international organizations recommend or what is applied in other European countries.
Currently, under Social Security, we are entitled to different benefits and paid leave which will be the minimum guaranteed that will be offered to us, that is, some of them can be improved These benefits are provided under our collective bargaining agreement or through specific agreements with the company. These benefits are detailed below, followed by other measures and rights that are part of work-life balance and shared responsibility.
Benefits to request in the Social Security
- Risk during pregnancy and / or breastfeeding
It can be requested when our work involves a risk to pregnancy or breastfeeding natural and it is not possible job change of work or activity for another compatible one that poses no risk. In this case, the employment contract is suspended and the benefit is requested, which acts as a specific protection measure to preserve the health of the mother and the baby.
This benefit aims to provide coverage during pregnancy or natural lactation (In this case, until the baby turns 9 months old, unless there is any regulatory extension or improvement to the agreement). It is important to remember that, in risk situations, the company is obliged to evaluate the position and, if necessary, adapt the conditions or relocate the worker before resorting to suspending the contract.
The economic benefit consists of a subsidy equivalent to 100% of the corresponding regulatory base, which allows maintaining the income level and to prevent the worker from suffering economic harm for protecting her health and that of the baby. - Maternity
Economic benefits for maternity ensure income During periods of leave for maternity, adoption, and foster care, they are governed by the provisions of Social Security and the status of workers, and may be improved by some collective agreements.
It can be requested in the cases of:- La biological motherhood, when the pregnancy has lasted more than 180 days.
- La adoption, both national and international.
- The guardianship delegation for the pre-adoptive coexistence.
- Placement familiar temporary.
- Placement familiar permanent bases.
The standard duration of this benefit is 16 weeks (in case of multiple births, the following are added together) two additional weeks for each additional child). In the case of biological motherhood, the mother must enjoy obligatorily 6 weeks postpartumto ensure a minimum of physical recovery and bonding with the baby. The other 10 weeks can be enjoyed in a relaxed way flexible: during pregnancy, before giving birthor even after childbirth to give to the other parent if both parents work and the mother needs to return to work earlier for personal or professional reasons.
It is important to know that, in cases of adoption or guardianship, the mother (and also the other parent) have the right to a comparable rest period to that of biological motherhood. In addition, the worker has right to enjoy holidays after maternity leaveeven if the calendar year to which they correspond has ended, provided that they could not be enjoyed because they coincided with the period of temporary incapacity or with maternity leave itself.
This benefit is not exclusive to employed workers: It is also a right of self-employed women and entrepreneurs.provided they meet the established contribution requirements. It is always advisable to check if the company's collective agreement includes improvements in duration or under the conditions of this permit. - Paternity and permissions of the other parent
The other parent (traditionally called paternity leave) is entitled to a paid leave Recognized by Social Security, independent of the mother's leave and compatible with the various scenarios of birth, adoption, foster care, or guardianship. This leave has been extended over time to move closer to the idea of co-responsibility in the care, so that both parents can be involved in raising the child from the beginning.
In general terms, this permit includes:- Rest linked to birth of a child.
- Rest for adoption.
- Rest for delegation of guardian for pre-adoptive cohabitation.
- Rest for temporary foster care.
- Rest for permanent foster care.
Some rules and agreements increase the basic duration when it comes to large families or if in the family there is previously a person with disabilityrecognizing that these situations require greater dedication to careIn any case, it is essential to review the status of workers and the collective agreement, since many companies introduce improvements: more days of leave, the possibility of taking it in a non-continuous manner, or compatibility with other work-life balance measures such as teleworking.
- Breastfeeding leave
Breastfeeding leave consists of 1 hour of absence of work per day, which can be divided into two half hours or accumulate in full days (This last option is only permitted when stipulated in the collective agreement or agreed upon by the company). This leave can be enjoy until the minor meets 9 months and it is valid whether it is natural lactation and artificial lactationbecause the goal is to facilitate the direct care of the babynot just breastfeeding.
If you want the absence to be beginning or end of the day, is usually understood as a reduction in working hours, and, in that case, only the following will be taken half an hour daily (unless the collective bargaining agreement provides for better terms). This interpretation leads many families to prefer accumulating leave in full days, provided the company allows it, to have care time blocks longer.
Like the previous permissions, this right also can be enjoyed in cases of adoption or foster care both pre-adoptive and permanent or temporary. The father or other parent also You can request breastfeeding leave, But solo may be exercised by one of the parents in case both work, to avoid duplication within the same family.
The company cannot force to enjoy breastfeeding leave at the time that suits you best: it is the worker or worker who decides how prefer to enjoy of the leave during your working hours. It is very important to keep in mind that you must give advance notice to the company with an advance of fifteen days indicating the date on which the breastfeeding leave will begin and end, unless the agreement establishes a different period.
You can consult these and other benefits related to maternity, paternity, pregnancy risk and breastfeeding risk in detail at the official Social Security websitewhere the application requirements and procedures are updated:
Aid to apply for at the Tax Office
- Maternity deduction
The Personal Income Tax (IRPF) law regulates the maternity deduction for working mothers with children under 3 years, up to € 1.200 per year for each child born or adopted in Spanish territory. This deduction can be received in two ways:- As an advance payment, receiving € 100 per month.
- Applying the €1.200 reduction directly in the statement of income.
To benefit from this aid, you must be registered with Social Security or the corresponding mutual insurance company and meet certain contribution requirements. This measure is especially relevant for those... working mothers, since it attempts to compensate, at least partially, for the additional costs associated with upbringing during the first years of life.
- Deduction for large families, for ascendants with two children, or for dependent persons with disabilities
It is a deduction in the differential tax of the Personal Income Tax (IRPF), starting from the declaration of last yearYou can also request the advance payment, similarly to the maternity deduction, so that the corresponding fee is divided and paid in installments monthly formThese deductions take into account different family realities:- Families with official title of large family.
- Parents with two children in charge, in certain cases.
- People with disability in chargerecognizing the extra effort that ongoing care entails.
These tax breaks, while not a substitute for a genuine public care network, can partially alleviate the economic burden that so many families endure, especially those in which one person (usually a woman) has had to reduce your working hours or put their professional career on hold in order to attend to family responsibilities.
You will find more information and the updated details of these tax incentives in the Tax Agency website:
Reduced working hours, leaves of absence and protection against dismissal
All these aids are they are a little shortAs can be seen, the benefits are fully compensated and do not represent a significant economic loss They don't go much further than the baby turning 18. nine monthsFrom that point on, many of the options involve requesting reductions in working hours o leave of absence of the job, with the consequent impact on income and career.
El status of workers It recognizes certain rights to facilitate this stage. In particular, Article 37 regulates the reduction in working hours, for the care of minors and people with disabilities. When one is directly responsible for a under twelve years old or a person with physical, mental or sensory disability who does not perform a paid activity, is considered right to reduce daily working hours, with a proportional decrease in salary between at least one eighth and a maximum of the half of the duration of the workday.
Any employee can request reduced working hours, but it is necessary to design the proposed schedule so that it turns out compatible with the company's organization and with other workers in a similar situation. Although the company can negotiate the specific schedule, it cannot deny the right to reduction if the legal requirements are met, since it is a recognized right.
Following birth, adoption, or foster care, there is also the possibility of applying for a leave for childcareThis leave of absence, for a specified period, guarantees the employee's job or a similar position based on seniority. It is unpaid, but provides a degree of protection. labor connection and allows, in some cases, the continued generation of rights for the purpose of future benefits.
Many people fear that reducing their working hours could negatively impact their eligibility for unemployment benefits or future severance pay. However, the law states that, for the purposes of future severance pay calculations, the reduction in working hours will affect their eligibility. unemployment benefit, the period in which the reduced working hours For childcare or dependent care, it will be counted as if it had been full timeSimilarly, in the event of dismissal, the salary used to calculate compensation will not be the reduced salary, but the salary corresponding to the full time.
Furthermore, the request for reduced working hours grants a special protection against dismissal. The company cannot fire to a worker for having requested this right. If a dismissal occurs and the affected person suspects that it is related to maternity, paternity, pregnancy or the exercise of work-life balance rights, it will be the company that must prove that the cause of the dismissal It is not related for those reasons. Failure to do so may result in the dismissal being declared null, which would imply the readmission and the payment of lost wages.
However, this protection does not constitute absolute "shielding." Companies that go through real economic difficulties They can carry out individual or collective dismissals, provided they adequately justify their situation and apply objective criteria. Even so, the courts usually closely monitor these processes to ensure that no irregularities occur. indirect discrimination towards people who exercise conciliation rights, since most of them are women.
Work-life balance, shared responsibility and the role of older women
When we talk about Reconciliation of work, family and personal lifeWe're not just talking about leave and financial benefits. Work-life balance is a recognized right through our legal system so that all people can reconcile the different spheres of their lives. This implies reorganizing times and spaces and adopt labor, social and educational measures in order to introduce the equal opportunities in employment, vary the traditional roles and stereotypes gender and cover the care needs of children, the elderly, and people with disabilities.
Within this approach, the co-responsibility It goes a step further. It's not just about having leave to balance work and family life, but about... men and women share in a balanced way household chores and caregiving responsibilities. Co-responsibility implies a profound cultural change: that caregiving ceases to be considered a "feminine" task and becomes a joint commitment of the couple, the family environment and society itself, including companies and public administrations.
In this context, older women They play a fundamental and often invisible role. Many grandmothers become the key element of the reconciliation in families, assuming a very important part of the care of grandchildren and dependent persons. Far from being only recipients of care, many older women continue to contribute support and care until advanced ages, often at the expense of their own time, health, and personal development.
This contribution, however, is rarely recognized in public policies, which tend to view older people solely as potential care users. A broader perspective is needed that values the socioeconomic contribution of these women and that, at the same time, it takes into account their real needs: having time for themselves, for their leisure, for their health and for aging with their own meaning, not just focused on others.
Strengthening work-life balance and shared responsibility also means combating ageism (age discrimination) and the machismoand to recognize that gender inequalities exist in domestic and care work do not disappear in middle age, but they often persist or worsen.
Why work-life balance remains an urgent need
The incorporation of women in the labor market It has advanced a lot, but it is still conditioned by social and cultural barriers linked to stereotypes and gender roles. They are expected to assume the most of the domestic and care workeven when they have full-time employment. This causes their Labor conditions They tend to be worse than those of their male colleagues, especially in positions with more power and responsibility.
The lack of real co-responsibility This causes many women to dedicate much more time to others than to themselves, which generates overloadStress and emotional exhaustion. The difficulty in achieving work-life balance takes its toll on all levels: professional, personal, financial, and health. Furthermore, many women experience a feeling of not being fulfilled. neither understood nor supported by their environment, even by their own partners.
On the other hand, family life in many homes continues to be organized according to a model in which the female figure predominates in the home and in caregiving. Working conditions (long hours, lack of flexibility, long commutes) have a direct impact on the well-being of working peoplebut also in the lives of their daughters and sons and the entire family.
It therefore becomes evident that need to promote work-life balance so that women and men can combine paid work with domestic tasks and family responsibilities, without giving up a personal time for self-care, training, and leisure. Work-life balance not only improves quality of life of people, but also contributes clear benefits to companiesIt increases motivation, reduces absenteeism, improves productivity, and helps retain talent.
Work-life balance policies should not be seen as a private matter nor as “a women’s issue”. They are a social issue which affects the entire citizenry and requires the coordinated involvement of public administrations, companies and social partnersAlthough there are various European and national regulations to promote work-life balance, they remain insufficient And it is necessary to continue moving towards a real and effective reconciliation.
Work-life balance measures and the role of companies
Society demands a genuine [action/performance] from economic agents social responsability that translates into effective commitments in favor of equality between women and men. reconciliation measures In companies, they can constitute a safety net for families and, at the same time, a competitive advantage for the organizations themselves.
Among the most common and effective measures are:
- Flexible schedule: adjustable entry and exit times, possibility of compacting the workday or adapting shifts to family needs.
- Teleworking or hybrid work: option to work part or all of the day from home, which reduces travel time and makes it easier to care for children or dependents.
- Improvements in legal permits: extension of leave days for birth, illness of children, care of dependent relatives, etc.
- Supporting services: day care centers or nearby play areas, financial aid for childcare, company canteens, breastfeeding support programs.
- Equality plans and internal protocols: that include specific objectives and measures to prevent discrimination based on maternity, paternity or the use of work-life balance measures.
Organizations can act by two main roads:
- Improve the conditions established by law to promote work-life balance (for example, by increasing leave days, lowering the minimum requirements to qualify for a measure, or expanding flexible working hours).
- Design new measures that are not included in any mandatory regulation (such as the implementation of European time, a specific teleworking plan, emotional support programs or the creation of a company canteen).
All of this should be applied to both women and men, thus promoting a real co-responsibilityCompanies that prioritize work-life balance often observe that:
- Increase productivityby organizing the day around objectives and not just physical presence.
- It reduces absenteeism and turnover.because working people don't need to miss work to attend to urgent family needs.
- Improves the work environment and motivation, involvement and commitment are strengthened.
- Progress is being made in gender equalityby not penalizing caregivers, nor assuming that only women will do it.
- The cost of the measures It tends to become an investment that pays off in the form of greater competitiveness and a better reputation.
The reconciliation of work and family life, especially in the context of International Women's Day, highlights how much progress has been made in rights and social awareness, but also how much remains to be done so that no woman has to give up her economic autonomy nor his personal project by taking on caregiving responsibilities alone; achieving that fair balance between raising children, working and personal life is a shared task of families, companies and administrations that, step by step, brings us closer to a more real and effective equality.
