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Some women will be dismissed by employers during pregnancy because they believe it will cost them a lot of money to take a paid maternity leave. Dismissing the staff because of pregnancy. Male (due to pregnancy or birth) account for 0.8%, female is 2.5% (Fallona, Mazarb & Swissc, 2017). Fallona et al. (2017) pointed out that some companies implement the system of maternity leave strictly in accordance with state regulations. Thus, these women who working in that firms can enjoy 56 days to one days paid maternity leave, and the percentage of obtaining paid maternity leave benefits is 33.8%. Nevertheless, there are 1.7% of women have no maternity leave (Fallona et al. 2017).
There are three main benefits of implementing maternity leave law. It can prevent pregnancy female losing their job, improve the financial situation of women, maintain women's labor force, and promote the accumulation of human capital. Moreover, some woman of low education may not be able to afford unpaid maternity leave, and they may need more physical labor to support their financial situation. Therefore, these women and their children are more likely to benefit from paid maternity leave. In addition, Fallona et al. (2017) explained that paid maternity leave not only affects the health of female employees, but also affects the health of children. From 2000 to 2008, when increasing an additional month of paid maternity leave can reduce the mortality rate of 7.9% of each of the 1000 babies (ILO 1997, p.122).
1.5 Conclusion
To sum up, in western Europe, the situation of the female sexual harassment in workplace is not optimistic. In addition, the gender wage gap is also great. Furthermore, many female workers do not have paid maternity leave and some women employees lose their job during pregnancy. However, almost all the western European countries are trying to solve this problem by establishing workforce regulation. There is no doubt that labor law can prevent female sexual harassment during working to some extent, reduce the wage gap between male and female, and force employers to offer maternity leave and paid maternity leave to staff who is pregnant. In this case, although the law does not completely solve these problems, it is absolutely useful for female workers. These issues have been clearly defined in the labor law in most Western European countries. As a result, defining female sexual harassment in workplace, gender wage gap and maternity leave specifically and formulating the corresponding punishment for different situations may have a positive effect on these problems.
Reference
Bajema, CW & Timmerman, MC 1998, Sexual harassment in the workplace in the European Union，viewed on 25th April 2017,
Cela, A 2015, Sexual Harassment at Work: A European Experience, viewed on 25th April 2017,
Convention on the elimination of all forms of discrimination against women 1979, Convention on the elimination of all forms of discrimination against women, viewed on 25th April 2017,
Employment Protection Act 1975, Employment Protection Act, viewed on 25th April 2017,
Frazer, A 2008, ‘reconceiving labour law: the labour market regulation project’, Macquarie Law Journal (2008), Vol. 8, pp21-44
García-Izquierdo, LA, Ramos-Villagrasa, JP & Castaño, MA 2015, e-Recruitment, gender discrimination, and organizational results of listed companies on the Spanish Stock Exchange, viewed on 25th April 2017,
Monthly Labor Review 1920, ‘Bureau of Labor Statistics’, U.S. Department of Labor, Vol. 10, No. 2, pp. 235-246
