Article 1: In order to safeguard the legitimate rights and interests of female employees and give full play to the role of female employees in the construction of socialist material civilization and spiritual civilization, in accordance with the "Regulations on Labor Protection of Female Employees" and "Hainan Province Protection Regulations" promulgated by the State Council "Provisions on the Rights and Interests of Women and Children" and related regulations, these measures are formulated based on the actual situation of the province. Article 2 These Measures apply to female employees (including contract workers and temporary workers) of all enterprises, institutions (including foreign-invested enterprises and private enterprises), state agencies, and people's organizations (hereinafter collectively referred to as units) within the jurisdiction of this province. Article 3 The labor administrative departments at all levels shall conduct national supervision on the labor protection of female employees and inspect the implementation of these Measures.
Health departments at all levels, trade unions, and women's federations have the right to supervise the implementation of these measures.
The provincial labor administration and health authorities should formulate maternity insurance measures for female employees to gradually realize society’s fair burden on the protection of female employees. Article 4 All units must establish and improve management systems based on the physiological characteristics of female employees and the professional characteristics of the work they perform, do a good job in publicity and education on safety and health for female employees, and protect the safety and health of female employees at work in accordance with the law. Female employees receive special protection during menstruation, pregnancy, childbirth and lactation. Article 5 No unit or job position suitable for women shall refuse to recruit female employees. Article 6 It is prohibited to arrange female workers to engage in the following operations or types of work:
(1) Forestry logging and underground mining operations; (2) National "Manual Labor Intensity Classification" standards Fourth-level physical labor intensity operations;
(3) Assembly and dismantling of scaffolding in the construction industry, and high-altitude wiring operations in the power and telecommunications industries. Article 7 During menstruation, the unit shall temporarily adjust the arrangement of female employees to other work or give them one to two days of public leave; Female employees in other types of work who have heavy menstruation or are unable to continue working due to dysmenorrhea will be given one to two days of public leave upon certification by a medical unit. Article 8 No unit may reduce the basic wages of female employees or terminate their labor contracts during pregnancy, childbirth, or lactation. If a female employee is in the pregnancy, childbirth or lactation period and the labor contract expires, she should continue to sign the employment contract. Article 9 Married female employees who are expecting to be pregnant should be temporarily transferred from jobs in lead, cadmium and other workplaces that fall into the third and fourth levels of the national "Toxic Work Classification" standard. Article 10 During pregnancy, the unit shall not arrange for female employees to work overtime or engage in labor that falls under the third level of physical labor intensity as stipulated by the state and labor that is taboo during pregnancy. For female employees who are engaged in frequent bending, climbing, squatting, lifting, carrying and other tasks that are likely to cause miscarriage or premature birth, the employer should request that they be temporarily transferred to other jobs based on certificates from medical institutions. Prenatal check-ups for pregnant female employees during working hours shall be counted as working time and the corresponding labor quota shall be deducted.
Female employees who are more than seven months pregnant (inclusive) shall not be assigned to work night shifts. During working hours, a one-hour break should be given, and the corresponding labor quota shall be deducted; for those engaged in standing work, the workplace should be equipped with seats. Article 11 If a female employee undergoes prenatal examination and delivery in her unit or a designated medical institution, or if she fails to arrive at the designated medical institution to give birth due to emergency labor or other special reasons, her prenatal examination fees, delivery fees, and surgical fees will be borne by her. , hospitalization expenses and medicine expenses are all borne by the unit where you work, and the expenses are paid from medical funding channels. Article 12 The maternity leave for female employees is ninety days, including fifteen days of prenatal leave. If there is difficulty in delivery (such as caesarean section, third-degree perineal rupture), the maternity leave will be increased by fifteen days. Those who undergo assisted vaginal delivery (such as forceps, breech delivery or traction, fetal head suction) will receive an additional seven days of maternity leave. For multiple births, the maternity leave will be increased by fifteen days for each additional baby. If the family planning policy is implemented, maternity leave will be increased in accordance with the provisions of the "Hainan Provincial Family Planning Regulations". If the pregnancy is less than four months and the pregnancy is miscarried, 25 days of maternity leave will be given; if the pregnancy is more than four months of pregnancy and the pregnancy is more than four months, the maternity leave will be 42 days.
Wages will be paid during maternity leave, and original benefits and attendance awards will not be affected. Article 13 If a female employee encounters practical difficulties after her maternity leave expires, she may be granted breastfeeding leave until the baby is one year old upon application and approval by the leader. During the breastfeeding period, the employer shall pay wages no less than 75% of the individual's basic salary. Article 14 When female employees return to work after their maternity leave, they should be allowed one to two weeks to adapt and gradually resume their labor quotas. For those who are still unable to work due to physical reasons, as certified by a medical institution, their benefits beyond the rest period after maternity leave shall be handled in accordance with the relevant regulations on employee sick leave. Article 15 For female employees who have babies under one year old, the unit shall provide two breast-feeding (including artificial feeding) periods of 30 minutes each time during each working shift; in the case of multiple births, each additional baby shall be given 30 minutes of breastfeeding time. Increase the breastfeeding time by 30 minutes. The two breastfeeding breaks for female employees during each shift can be used together. Breastfeeding time and the time spent on the way to and from breastfeeding within the unit will be counted as working time, and the corresponding labor quota will be deducted. During the period of breastfeeding, female employees shall not be arranged by the unit to engage in work with third-level physical labor intensity and breastfeeding contraindications stipulated by the state. Their working hours shall not be extended and night shift work shall not be arranged.