ILO Moldova Workshop: Solutions for Women Returning to the Workforce After Childcare Leave

In the Republic of Moldova, in 2023, the number of women inactive due to domestic or family care reasons was 131,300, compared to only 6,100 men. Although employed women tend to be better educated than men, they are less represented in professional careers. The employment rate for women aged 25-49 without children was 1.8 times higher than for those with children under 6 years old (65.9% vs. 37%). The "motherhood penalty" is more significant in urban areas.

The percentage of NEET women (young people not in employment, education, or training) is higher than that of men (16.1% vs. 11.5%). In rural areas, 42.6% of women with higher education are NEET, and 71% of NEET women are caregivers. Women from vulnerable groups (e.g., Roma women) are poorly represented in the workforce (6.4% vs. 40.9%).

"For the ILO, this workshop is very important as we support the Ministry of Labour and Social Protection in implementing the Country Program in Moldova. The three identified pilot measures will be analyzed to improve and complete them. Thus, women in Moldova will have more opportunities to develop professionally, increase their income, and enjoy a balance between personal and professional life," said Maria José Chamorro, Gender Equality Specialist, DWT/CO-Budapest, International Labour Organization.

Cristina Malanciuc, from the Ministry of Labour and Social Protection, mentioned that all the proposals discussed during the workshop will be analyzed by the Ministry. "This workshop arose from the desire to integrate women into the workforce, especially those returning from childcare leave. With the support of the ILO, we will develop and implement this goal across the country."

Expert Elvira González Gago, a researcher at Research4Consulting, presented Moldova's legislative framework and best practices from various European countries. Participants reviewed and enhanced three pilot measures identified with the support of ILO experts:

1. Improving public childcare services: The aim is for public childcare institutions to adopt new methods, such as accepting children under 2 years old and extending hours to cover parents' work schedules.

2. Enhancing company support for mothers returning to work and fathers involved in childcare: Ten projects with small, medium, and large companies will be selected to implement measures to attract, retain, and ensure the well-being of returning mothers and encourage fathers' involvement in childcare.

3. Improving support from labor offices for returning mothers and fathers involved in childcare: Ten projects will be selected with companies willing to adopt measures to attract, retain, and support the well-being of mothers and engage fathers in care.

Tatiana Cristafovici, representing the National Employment Agency (ANOFM), stated, "Each woman has faced issues addressed in the three pillars: who to leave our children with, the need for extended hours, and employers' openness to mothers and training them. I believe the best solution would be nurseries."

Ala Scurtu from Le Bridge Corporation Limited SRL added that employers want qualified workers, but after extended childcare leave, many mothers lose skills, and the labor market demands new competencies, such as digital skills or foreign languages. 

"Mothers face these obstacles when returning to work—who to leave the child with for extended hours and how to requalify to be competitive in the labor market. Many aspects must be considered to help mothers return to work."

Examples of European best practices:

Estonia runs a Family-Friendly Labeling Program for companies, awarding Bronze, Silver, and Gold categories to businesses offering flexible work schedules, parental leave, and a work culture prioritizing well-being and inclusion.

Germany provides both mothers and fathers returning from childcare leave with a combination of coaching, mentoring, skills training, digital tools, and household services to facilitate workforce reintegration, along with employment placement and psychosocial support.

Hungary offers support through family and workplace nurseries. Local authorities must provide public childcare services if there are at least 40 children in the area or if five families request it. Employer-provided childcare is also supported for children aged 20 weeks to 3 years. Flexible working hours are encouraged: from 2020, employers must offer part-time work, remote work, or modified working hours to parents with children under 4, upon request.

The workshop was organized as part of the project "Promoting the creation of quality employment and sustainable enterprises in the care and related sectors" to support the Ministry of Labour and Social Protection in implementing the Decent Work Country Program. The ILO will support the implementation and piloting of the recommendations proposed during the workshop.