Independent Opinion of CEDAW resources should be raised and plans made to include paid longterm care leave in the law.29 to 24.42% of men. The MOL’s Employment Management Equality Survey and Workplace Employment Equality Survey, 2021, show that 6.3% of female employees applied for family care leave in the last year, compared to 3% of male employees.
29 The Executive Yuan’s 2020 commissioned research Analysis of Factors Causing the Female Labor Force to Quit: Case Study of Long-term Care Burden states that long-term care leave may help family caregivers whose work patterns are fixed and difficult to change. In addition, the MOL’s 2021 Employment Management Equality Survey and Workplace Employment Equality Survey indicate that 77.3% of female employees are willing to apply for long-term care leave (without pay and allowances), compared to 76.2% of male employees. Of female employees, 64.2% would consider leaving their jobs to take care of family members, compared to 63.2% of men; 59.8% of women and 57% of men think that unpaid leave without allowances and subsidies affects their willingness to take long-term care leave. The majority of female employees (46.2%) believe that long-term care leave has to be more than 30 days to three months to be adequate.

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