臺灣勞工家庭照顧假自2002年3月8日施行至今已屆滿15年，其間經過2次修正，將適用範圍逐漸擴大到全部事業單位，讓全臺灣勞工在遇有家庭成員需要預防接種、發生嚴重之疾病或其他重大事故時，而必須親自照料該家庭成員時，都能受到保障。在過去15年裡，有部分勞工因為此項政策而得到實際幫助，彰顯家庭照顧假確實有存在的必要。 然而，從勞動部「2016年僱用管理就業平等概況」調查報告結果，雇主會同意員工申請(或有提供)家庭照顧假者，比例僅有77.1%，表示家庭照顧假雖然已經實施15年之久，卻仍然無法全面落實，似乎有其瓶頸在。 本研究是從企業人資主管的立場，探討家庭照顧假未能全面落實的原因、企業進行把關的目的，以及如何增進目前家庭照顧假的政策內容，期以提升未來的施政成效。研究發現，受訪企業都有依法給假，透過員工請假的舉動，可間接瞭解員工目前身心狀況，提出適時且必要的援助。研究建議，短期建議將家庭照顧假與事假的天數分開計算，長期建議在搭配社會保險方式下，將現行無薪家庭照顧假改制為有薪，最終目的在使家庭照顧假得真正全面落實。 / It has been almost 15 years since the policy on Taiwan’s Family Care Leave was enacted in March 8th 2002. After two amendments, the scope of application of the Family Care Leave has covered all business sectors. This policy ensures that when an employee has to take care of a family member who requires a vaccination or who is seriously ill, or when an employee must personally attend to his/her family member for other important reasons, the employee may take Family Care Leave. In the last 15 years, a portion of the work force has benefited from this policy, which has shown forth the necessity of the policy. However, Ministry of Labor’s survey report shows that, only 77.1% of the employers agreed to provide Family Care Leave for their employees. This report has shown that even after 15 years, the policy still cannot be fully implemented. This paper is to examine the extent to which Family Care Leave policy has been implemented, why business corporations maintain checks on the policy, and how can the Family Care Leave policy be enhanced to improve the effectiveness of governance. This study has found, all interviewed companies have complied with the Family Care Leave policy. Through observing the reasons why employees use Family Care Leave, employers can have a better understand of their employees’ family situations and their heath conditions thus provide further assistance. The study suggests that in the short term, Personal Leave and Family Care Leave should be calculated separately. In the long term, accompanied by the social insurance system, a paid Family Care Leave should be implemented. The ultimate goal is to truly implement the Family Care Leave policy.

為達成憲法宣示兩性平等以及保護母性之目標，並有鑑於勞動基準法等規定之不足，我國歷經十二年及多達九個版本討論，最後「兩性工作平等法」終於在民國九十年十二月二十一日完成三讀，九十一年一月六日公布，同時並於九十一年三月八日起施行。全文共四十條，分為第一章總則，第二章性別歧視之禁止，第三章性騷擾之防治，第四章促進工作平等措施，第五章救濟及申訴程序，第六章罰則，第七章附則。 所謂社會給付，是為保障社會成員在遭受社會風險時，經由社會保險等社會預護制度提供、由企業經營者（雇主）所提供以及由國家所提供給付，以確保生活無虞。兩性工作平等法中許多的社會給付制度規定，到底應由哪一方來給付？本論文即針對兩性工作平等法中社會給付規定來加以探討現行制度，並提出修法建議。 本文共分六章，約十萬一千字。第一章緒論，就我國女性勞動狀況及社會背景，指出女性面臨工作和家庭之間抉擇的困境，觀察我國因應方法是否能夠解決問題，並說明本文研究主題及範圍。第二章兩性工作平等法之立法，從立法背景、過程及爭議探討兩性工作平等法之制定。第三章與生育相關之社會給付，分別從生理假、妊娠與分娩去探討企業之社會給付與公共給付內容。第四章與養育及家庭照顧相關之社會給付，分別從育嬰假、育嬰津貼、家庭照顧假及減少工時和調整工作時間去探討企業之社會給付與公共給付內容。第五章與企業托兒措施及就業促進措施相關之社會給付，分別從企業托兒措施及就業促進措施去探討企業之社會給付與公共給付內容。第六章結論，針對以上規定探討後，提出結論。 兩性工作平等法實施至今一年多，根據行政院勞工委員會調查結果發現，實施狀況皆呈正面成長。希冀未來兩性工作平等法能夠再透過社會討論進而修法，將應屬於國家及社會負擔之給付回歸給國家及社會，應屬於企業負擔之給付回歸給企業。