Econ Papers Daily / 期刊论文
企业如何应对育儿假缺勤？
How do firms respond to parental leave absences?
摘要
How do firms adjust their labor demand when a female employee takes temporary leave after childbirth? Using Austrian administrative data, we compare firms with and without a birth event and exploit policy reforms that significantly altered leave durations. We find three main results. First, firms respond primarily through anticipatory hiring, while medium-run effects on total employment and the wage bill are small. Second, these adjustments differ sharply by gender: anticipatory replacement hiring is overwhelmingly female, but firms’ workforce composition shifts toward men in the medium run, driven by the shorter tenure of female new hires and higher retention of male incumbents. Third, while longer leave entitlements substantially extend actual leave absences, we do not find systematic differences in firms’ labor demand responses across leave regimes. Taken together, these findings show that firms accommodate parental leave mainly through anticipatory hiring and gendered changes in workforce composition, with limited medium-run changes in aggregate labor demand even when leave durations differ substantially.
中文摘要
当女性员工因生育而临时休假时，企业如何调整其劳动力需求？我们使用奥地利行政数据，比较有生育事件和无生育事件的企业，并利用显著改变休假时长的政策改革。我们发现三个主要结果。第一，企业主要通过 anticipatory hiring（预期性招聘）作出反应，而对总就业和工资总额的中期影响较小。第二，这些调整在性别上差异显著：预期性替代招聘绝大多数为女性，但企业在中期内的劳动力构成转向男性，这由女性新员工的任期较短和男性在职员工的留任率较高所驱动。第三，尽管更长的休假权利大幅延长了实际休假缺勤，我们并未发现不同休假制度下企业劳动力需求反应存在系统性差异。综合来看，这些发现表明，企业主要通过预期性招聘和劳动力构成的性别化变化来适应育儿假，即使休假时长差异显著，总劳动力需求的中期变化也有限。