Willie O'Dea (Limerick East, Fianna Fail)

This Bill amends the Maternity Protection Act 1994 by making a number of improvements to its provisions which protect employees who are pregnant, or who have recently given birth. The Bill implements the recommendations made by the working group on the review and improvement of the maternity protection legislation. The working group, which reported in January 2001, was set up in accordance with commitments in the Government action programme for the millennium and the Programme for Prosperity and Fairness. It was chaired by my Department and included representatives from all pillars of social partnership, relevant Departments and the Equality Authority, etc.

The previous Government had no hesitation in accepting the recommendations of the working group in full and the principal recommendations to extend the duration of maternity and additional maternity leave were immediately implemented in 2001. The remaining recommendations which require primary legislation to amend the Maternity Protection Act 1994 will be implemented by the enactment of this Bill.

The latest social partnership agreement contains a package of legislation, codes and programmes in relation to workplace relations and environment. This package of measures aims to protect employee rights, ensure greater equality, promote health and safety and bring about a better work-life balance. The improvements to the maternity protection legislation now proposed are clearly consistent with each of these aims and provide clear evidence of the Government's commitment to fully implement the new partnership agreement.

Work-life balance initiatives are important, not only in the context of assisting employees in combining employment and personal responsibilities, but also in underpinning social and equality objectives. It is imperative, therefore, that we meet the challenge of developing innovative measures which reflect the reality of today's workplace and the personal and social responsibilities which employees encounter.

The increased number of women in the labour force has been one of the main contributory factors in our economic growth which allowed the economy to expand without being stifled by major skill shortages. In 1994, the female labour force participation rate was 39%. According to the latest CSO figures, it is now almost 49%. Furthermore, the EU Presidency conclusions on equal opportunities and social inclusion in Lisbon and Nice in 2000 set a target of 60% employment for women by 2010, and an interim target of 57% by 2005. Complying with these targets will mean a further increase in the number of women of childbearing years in the labour force.

Our economic climate is, in itself, a driving force in addressing obstacles to women's participation in the labour force, particularly in skilled employment. Employers do not want to lose trained and skilled women and are looking at ways of retaining them in employment. The need to ensure continued economic growth is putting the employment and the retention of women in the workforce at centre stage. This is not only an equality issue but also an economic one.