Motherhood beauty is in every aspect of our lives. Under the feet of the heavenly mothers. Our mothers are our “holy mothers.” We rarely find men in this country who choose to stop working in paid work and father their children after becoming fathers. On the other hand, the mother version of this example is quite common.
Legal regulations are highly linked to social relations. First of all, women who leave their jobs (in other words, who actually quit) due to marriage can be entitled to severance pay. There is no male version of this right. If marriage entails great responsibilities and it is predicted that two businesses cannot be carried out at the same time, shouldn’t this opportunity be granted to both spouses? However, the history underlying this arrangement is completely different. Before the Civil Code change, the work of the married woman was dependent on her husband’s permission. Fortunately, that law has changed. However, the labor law regulation, which is an extension of that law, has not changed. Why is that? Because some of the women still have to leave their jobs at the request of their husbands after getting married.
Let’s look at changing business conditions before coming to quit. Let’s say a couple met in Istanbul and got married. But the wife found a better job in Ankara. Let’s say the husband will quit his job in Istanbul to go after his partner. This separation is not considered a rightful reason for leaving the job for the husband. The compensation of a man is on fire if he resigns. On the contrary, as the woman is given the right to compensation in the event of leaving her job after marriage, she can receive compensation if she “goes after her husband.” The duty of pursuing the spouse remains with the woman.
Look, there is no motherhood yet. We are just talking about getting married and having a paid job yet. Let’s look at the nursery regulations. According to the law, more than 150 women employees are obliged to open daycare in their workplaces. As if women will go to the nursery. If you were an employer, if you had 140 female employees, if you were to hire 10 more people, would you hire women or men? Does this regulation really increase women’s employment? It’s virtually useless anyway. On the other hand, if the employer is charged with taking care of the children of the workers, do not male workers have children? Aren’t fathers responsible for their children? An arrangement that remains in your hands wherever you look. However, regulating this over the number of children of the workers would have eliminated all these arguments.
Finally, of course, another area that definitely needs to be rearranged is maternity leave. The paternity leave in the law is 5 days in the private sector. After fathers have a baby, they have to return to work on the 6th day, and they switch to full-time work immediately, on day 6. Thus, they do not have to be active fatherhood at home, and they are not exposed to the discrimination of “When they have a child, their performance decreases, we better not choose him” when they are hired. While continuing to work, they do not get caught in the barriers of “Let’s not promote him, let’s not send him to that education, he has a child”.
Everything is of course multidimensional. Not only the legal regulation but also the practice itself must be transformed simultaneously. There is a lot to talk about and a long way to go. On the other hand, starting transformation from legal texts can be a very good starting point.