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**New Maternity and Paternity Leave Regulations Announced in Shandong Province** Recently, the Shandong Provincial Government held a meeting to approve the new "Shandong Province Women's Labor Protection Measures" (referred to as the "Measures"), which will come into effect on March 1, 2019. The "Measures" introduce several new regulations to improve the rights and protections for female employees, especially concerning maternity leave, paternity leave, and workplace conditions for women during pregnancy and menstruation. ### Extended Maternity and Paternity Leave The "Measures" introduce significant changes regarding maternity and paternity leave. Female employees will now enjoy 98 days of maternity leave, with the option to take 15 days off before the expected delivery date. In the case of a difficult delivery, an additional 15 days will be added. For the birth of multiples, another 15 days of leave will be granted for each additional child. Furthermore, couples who give birth according to the law will see an extension of 60 days added to the mother's maternity leave and the father will be granted 7 days of paternity leave to assist with childcare. ### Protections for Women During Menstruation The new "Measures" also include specific provisions to protect female employees during their menstrual cycle. Employers are prohibited from assigning tasks that are deemed unsuitable for women during menstruation according to national regulations. Additionally, if a woman is engaged in work that requires long periods of standing or walking, the employer is encouraged to provide extra breaks. If a medical institution confirms that a female employee suffers from dysmenorrhea or excessive menstrual bleeding, she may apply for leave according to the country's sick leave policies. ### Protections for Pregnant Employees For pregnant employees, the "Measures" introduce several protections to ensure their health and safety in the workplace. Employers are prohibited from assigning tasks that are considered unsuitable for pregnant women under national guidelines. If a pregnant employee is unable to handle her original work, the employer must reduce her workload or reassign her to a more suitable position based on a medical diagnosis. In addition, pregnant employees are entitled to prenatal medical checkups during working hours, and the time required for these checkups will be counted as work time. If a pregnant woman is less than three months along and experiences severe symptoms, she can request rest breaks during her workday. For those who are over seven months pregnant, employers must ensure that they do not work overtime or night shifts and that they receive at least one hour of rest each day during work hours. Pregnant employees who face difficulties in continuing work may negotiate with their employer for additional rest periods. ### Miscarriage Leave The "Measures" also address leave for women who experience a miscarriage. If a female employee suffers a miscarriage within the first four months of pregnancy, she is entitled to 15 days of leave. If the miscarriage occurs after four months, she is entitled to 42 days of leave. ### Post-Maternity Leave and Breastfeeding Period Regulations After maternity leave, employers are encouraged to provide female employees with one to two weeks of adjustment time when returning to work. If a woman is unable to return to normal work due to health reasons, with medical documentation, she may apply for sick leave according to national policies. During the breastfeeding period, which lasts until the child is one year old, employers are prohibited from assigning tasks that are unsuitable during this period or from requiring the employee to work overtime or night shifts. Employers must also allocate one hour each day during work hours for breastfeeding. For each additional child born in the case of multiples, the breastfeeding time is increased by an additional hour per child. The breastfeeding time can be taken all at once or split into two sessions, and commuting time is not counted against the allocated breastfeeding time. If the employee's job includes quotas, the employer must adjust the quota to account for the breastfeeding breaks. These new regulations represent a major step forward in protecting the rights of female employees in Shandong, ensuring better workplace conditions, and providing more comprehensive maternity and paternity benefits. **Source: Langya News** **Editor: W020**