The law provides for flexible working days, hours and schemes for collaborating mothers; the teacher illustrates the main innovations provided for by the law, which has already entered into force
A federal law in force since 22 September seeks to encourage the hiring of women and their growth in the labor market. Law 14.457/22, sanctioned by a Provision approved by the National Congress, created the Emprega + Mulheres Program, dictating rules to favor the employability and professional qualification of this public.
One of the main objectives is to increase the presence of women in the formal labor market. According to data processed by the General Register of Employed and Unemployed (Ingabbiati), of the Ministry of Labor and Employment (MTE), 1,146,642 men and 779,930 women were hired in September. In the same period, 977,354 workers and 671,133 female workers were made redundant. The balance of jobs generated in the month was 169,288 for men and 108,797 for women.
Professor Bernardo CecÃlio, from the law course of the Faculdade São LuÃs de França (FSLF), highlighted the issue of parenthood as a relevant point of the new law, which conceptualizes this term. “For this reason, in addition to dealing with women’s work and maternity protection, thus covering female workers from the point of view of maternity and paternity, as well as their children, as well as making the discipline of work more flexible for certain brackets and conditions, regulating certain institutions under current labor legislation,” he said.
According to the FSLF professor, in the aspects brought by the law, there have been changes such as support for parenting through the reimbursement of daycare, without salary and without charges; the flexibility of the working regime and the anticipation of individual holidays, even without a full enrollment period.
Another point highlighted by the law is the inclusion of women in “strategic areas” with priority given to “poor women”, victims of domestic and family violence. Furthermore, the new law mentions the return to work of women after the end of maternity leave, and the possibility of suspending the employment contract of employed parents, in order to monitor the development of their children.
For companies that adopt the daytime reimbursement benefit, Bernardo explains that this is provided for by law 8.212/91, provided that certain requisites exist, with assignment to infant-toddler centers or kindergartens, or reimbursement of expenses of the same nature.
travel and vacation
One of the flexibility measures facilitating the employability of women is that which obliges employers to give preference to teleworking, remote working or remote job vacancies occupied with a child, stepchild or child in legal custody up to six years or with disabilities. The law also authorizes the advance of individual holidays to the worker during the first year after the birth of the child or stepchild, even before the minimum period required for the concession.
Stability
Six months of stability after the woman’s return to work is also envisaged. The approved deadline is longer than the one set out in the government’s original proposal, which was three months. If the company fires the worker before the deadline, it will pay a fine equal to at least 100% of the final salary.
flexible hours
If there is “the express will of male and female workers”, the law also provides for other forms of flexibility in the working regime, such as remuneration for working hours through an hour bank, a 12-hour working day for 36 uninterrupted hours of rest, as well as flexible arrival and departure times.
Website: https://portal.fslf.edu.br/
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Source: Terra
Camila Luna is a writer at Gossipify, where she covers the latest movies and television series. With a passion for all things entertainment, Camila brings her unique perspective to her writing and offers readers an inside look at the industry. Camila is a graduate from the University of California, Los Angeles (UCLA) with a degree in English and is also a avid movie watcher.
