The first discussion of the question of the revision of this conference took place at the 87th Session (1999) of the International Labour Conference. Governments were invited to send any amendments or comments they might wish to make, whether they considered that the proposed texts constituted a satisfactory basis for discussion by the Conference at its 88th Session (2000). At the time of drawing up this report, the Office had received replies from the governments of 84 member States.--Publisher's description.

This report provides a picture of where we stand and what we have learned so far about maternity and paternity rights across the world. It offers a rich international comparative analysis of law and practice relating to maternity protection at work in 185 countries and territories, comprising leave, cash benefits, employment protection and non-discrimination, health protection, breastfeeding arrangements at work and childcare. Expanding on previous editions, it is based on an extensive set of new legal and statistical indicators, including coverage in law and in practice of paid maternity leave as well as statutory provision of paternity and parental leave and their evolution over the last 20 years. The report also takes account of the recent economic crisis and austerity measures. It shows how well national laws and practice conform to the ILO Maternity Protection Convention, 2000 (No. 183), its accompanying Recommendation (No. 191) and the Workers with Family Responsibilities Convention, 1981 (No. 156), and offers guidance on policy design and implementation. This report shows that a majority of countries have established legislation to protect and support maternity and paternity at work, even if those provisions do not always meet the ILO standards. One of the persistent challenges is the effective implementation of legislation, to ensure that all workers are able to benefit from these essential labour rights.

Sketches the general concerns regarding maternal health in the context of the workplace. Discusses priority areas within the ILO's mandate for improving social protection, followed by a chapter on promoting decent work for health workers. Lists the countries that have ratified the ILO Maternity Protection Conventions, 1919 (No. 3), 1952 (No. 103), 2000, (No. 183), the Social Security (Minimum Standards) Convention, 1952 (No. 102) and the Nursing Personnel Convention, 1977 (No. 149).

Improving maternal health and reducing child mortality are among the eight UN Millennium Development Goals. This publication contains guidance on maternity protection in the workplace, focusing on measures that can be taken to establish a decent workplace and to identify workplace risks. The starting point is the Maternity Protection Convention (No. 183), adopted by the International Labour Conference in 2000 and its accompanying Recommendation (No. 191). The guide is intended for general use as a reference tool for employers, workers, trade union leaders, occupation health and safety advisors, labour inspectors and others involved in workplace health and maternity protection.

Concern to protect working women in connection with pregnancy and childbirth appeared when women first entered factory employment, and was reflected in the provision of maternity leave in some countries. Over time, maternity protection evolved to include measures to protect the pregnant woman's health, so that work does not harm the development of the foetus.

Changes in the labour market over the past several decades, including the increasing participation of women, growing commitment to eliminating discrimination, and falling fertility rates, have made maternity protection ever more important. Maternity provisions exist in the legislation of virtually all countries, but there is considerable scope for improvement. This study provides a comprehensive review of the main legal provisions in maternity protection legislation of 166 countries. It analyses national provisions for maternity leave (duration of leave, cash benefits, source of payment and scope); other types of leave (paternity leave, parental leave and adoption leave); protection from dismissal and discrimination; and health protection for pregnant and nursing workers.