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育儿假天数不够也不敢请？家长和企业面临两难_我的网站

一 |     政府将为在职父母增加育婴假，包括提供额外十周的父母共用产假，新举措受到欢迎。不过，一些孩子已经过了婴儿期但年纪还小的在职父母，则希望政府可以调整育儿假计划，增加天数或推动灵活工作安排，然而又担心可能影响企业运营和个人职业发展。假不够多也不敢多请 国大社会学系教务长讲席教授兼新加坡人口协会会长杨李唯君教授接受《8视界新闻网》采访时表示，有年幼子女的父母会希望获得更多的育儿假。

二 |     There are movies you watch and then there are movies you grow up with. Kabhi Khushi Kabhie Gham, or simply K3G, belongs in the latter category. The movie was released in 2001 and became one unapologetically grand Bollywood family drama by all means. Needless to mention, by all modern logic, it may feel dated to today’s Gen Z audience. And yet, more than two decades later, it remains a cultural mainstay. It is still memed, streamed, quoted and rewatched with the same enthusiasm as ever. Surely, you scroll through a bunch of Poo-inspired memes every day, and so do I!So, what is it about K3G that continues to resonate with a generation raised on Instagram reels, global cinema and an 'it's simply not giving' attitude?The drama is the point          First things first: K3G does not do subtle and that’s exactly why it works. In an era of overstimulation and performative minimalism (cue in clean girl aesthetic), K3G offers catharsis through excess. The emotions are loud, the conflicts are operatic, and the stakes are always sky-high. Estrangement from your family because you married for love? Of course. Tears flowing in designer sarees? Naturally.Gen Z doesn’t love K3G despite its melodrama, they love it because of it. The film understands that feelings don’t come in half-measures and neither does Bollywood at its most iconic.Characters that became archetypes          Few films have characters as instantly recognisable as K3G. Rahul Raichand (Shah Rukh Khan, who else?), the turtleneck hot cake is the blueprint for the emotionally wounded romantic hero. Anjali, played by Kajol, is chaotic, loud, loving and relatable with a capital R. Poo (Kareena Kapoor Khan), once dismissed as over-the-top, is now a certified Gen Z icon. Why? She is confident, self-aware, and living by her own rules long before 'main character energy' was a thing. These characters have transcended the film itself. They are in GIFs, memes, audio trends and Halloween costumes. Most of Bollywood's digital footprint, thanks to Karan Johar, is filled with K3G.Nostalgia without the baggageMillennials would agree, K3G is nostalgia tied to childhood. It was a part of Sunday television reruns in family living rooms. But for the Gen Z, the nostalgia is second hand. But no less powerful. It is comfort cinema without personal baggage. Watching K3G feels like stepping into a warm and exaggerated version of a family. The said family is flawed, dramatic but ultimately united. Interestingly, K3G offers a fantasy version of reconciliation. It does not pretend to be realistic but promises emotional closure. And sometimes, that’s exactly what viewers want.Aesthetic excess, before it was cool          Let’s talk about the look of K3G. The mansions (how can the Raichand house be in Delhi?), the couture, the sweeping foreign locations, the slow-motion entrances and more kept the cinematic maximalism alive, before TikTok rediscovered it. Gen Z, with their love for irony and camp, understands K3G as both sincere and spectacular.     There’s a reason scenes from the film circulate endlessly online. Jaya Bachchan sensing Rahul’s presence and Poo declaring her life philosophy lends itself effortlessly to remix culture. K3G knows it is iconic and does not have to fight for a place in the museum of the grandest Bollywood movies ever made.Music that refuses to ageFew Bollywood albums have the staying power of K3G. Kabhi Khushi Kabhie Gham's aching title track in the legendary Lata Mangeshkar's voice to the wedding staple Bole Chudiyan continue to show up at family functions, reels and late-night nostalgia playlists. For Gen Z listeners, these songs carry drama and longing in just a few notes. The tracks don't need the algorithm to drive them to the right audiences, for they are popular just the way they are.The comfort film effect          At its core, K3G survives because it understands that people return to stories that make them feel held. The film doesn’t judge its characters for wanting love. It validates those desires with dhol and background violins.Gen Z, often labelled detached or ironic, has shown time and again that they crave sincerity. K3G delivers sincerity in abundance. It says it’s okay to care too much, cry openly (men, take notes) and believe in dramatic reunions.Also Read: Kajol Celebrates 24 Years of Kabhi Khushi Kabhie Gham With Fun Post。“育儿假计划很重要。幼儿经常生病，尤其是当他们开始上托儿所和学前班时。许多父母，尤其是母亲，现在需要请假来照顾孩子。”36岁的财务规划师梁竣强和妻子今年6月喜得千金。身为新手爸爸，他最担心的是孩子生病时需要连续多日的照顾和陪伴。

三 | “我和妻子必须把孩子从托婴服务中心接回家，照顾她几天，直到她不会把病毒或病菌传染给其他同学。如果她每隔两、三个月生病一次，我们需要三、四天的时间照顾她，直到她康复，那么六天的育儿假可能不够用。”非盈利组织“好爸爸中心”（Centre for Fathering）首席执行长王心德也初为人父。

四 | 他指出，公众普遍希望政府为育有一个孩子以上的家庭提供额外的育儿假。杜女士休了三个月的产假就恢复工作，保留四周产假为日后孩子可能生病做准备。“目前有薪育儿假太少了，尤其是当你有两、三个孩子的时候，（每年）六天真的不够用。

五 | ”育有四岁女儿和不满一岁儿子的雷太太深有同感。

六 | 她说，不管是有薪还是无薪，育婴假和育儿假多多益善，但是身为上班族，她对于频繁请假也有顾虑。“有多肯定更开心，但是如何衡量（天数）够不够，总是不够的。拿太多（假）的话，经济上可能很难执行吧，比如（会影响）在职场的竞争力等等。”在现有的制度下，有两种育儿假。政府承担薪资的育儿假（简称GPCL）是指，符合条件的在职父母只要最年幼的新加坡籍孩子年龄在七岁以下，每年可享有六天的政府资助有薪育儿假。

七 | 另外，延长育儿假 （Extended Childcare Leave）是指，符合条件的在职父母只要最年幼的新加坡籍孩子年龄在7至12岁之间，每年可享有两天的延长育儿假；如果有子女分别处于未满7岁和7岁至 12岁之间两个年龄段，在职的父亲和母亲则每年可分别享有最多六天的育儿假。《8视界新闻网》在社交媒体进行的调查显示，多数网民都呼吁政府考虑增加育儿假和延长育儿假的天数。

八 | 但不少网民也表示，从雇主角度出发，育儿假增加会打乱工作安排，影响企业运作，最终可能会导致职场歧视，不利于准备或已经生儿育女的夫妻就业。有网民表示，对想要达成养育一个甚至多个孩子，以及在职场大展身手的愿景，陷入了两难局面。“若不做工又养不起多一个小孩。有些津贴福利都是要妈妈去工作才能享有。

九 | 适合妈妈的灵活性工作也不好找。要解决育儿假问题或解决无薪的问题，左右为难！”家长呼吁企业提供灵活工作安排 王心德指出，对那些在支持力度较小的企业工作的父母而言，申请育儿假时可能会遇到很大的压力。“这种压力来自于对工作保障的担忧，以及对职业发展的潜在负面影响。他们还可能在平衡工作责任与初为人父人母的要求之间遇到困难，从而加剧焦虑和倦怠。”除了希望政府调整育儿假计划外，在职爸爸梁竣强建议雇主允许让有需要的员工居家办公。“在这种情况下，员工和雇主必须坦诚沟通，灵活实施居家办公等计划，以更好地支持雇员平衡工作需求和家庭责任。”王心德也认为，除了法定育儿假之外，为员工提供支持的工作文化，和同事之间的相互理解也至关重要。“虽然育儿假政策为企业制度的变化设定了重要的规范和方向，但真正的影响来自于工作环境对员工家庭的支持程度。

十 | 对雇主来说，提供更多的育儿假可以提高工作满意度和忠诚度，从而留住员工，对有年幼子女的潜在员工更具吸引力。这还能促进积极的企业文化和持续的生产力，因为感受到企业给予支持的员工，会更加专注和投入。”他指出，与之相反的，如果雇主的价值观、制度和流程不符合提供亲家庭的职场文化的要求，那么他们可能会面临员工流失率上升的问题，并难以维持一支稳定、有经验的员工队伍，因为员工会到其他更愿意提供支持的环境工作另谋高就，这将影响企业的长期稳定性和成功潜力。杨李唯君教授也呼吁企业推出更亲家庭的工作安排，这不仅对企业有利，长远来看也能鼓励更多夫妻生育，建立和谐幸福的社会。

十一 | “雇主应该知道，研究表明，提供这些福利的组织往往拥有更快乐、更忠诚的员工。从长远来看，这对企业有利。当养育子女的条件得到改善，工作与生活的冲突减少时，我们可能会看到更多的年轻人愿意结婚生子，或者生更多的孩子。

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