Igiene e Sanità Pubblica 2024; 92 (5): 139-154
Perticarini Betty1, Rocchi Renato2, Lattanzi Federico3, Benni Andrea4
Affiliation
1 Emergency Room, Department of Emergency Medicine, Azienda Sanitaria Territoriale, Fermo, Italy,
2 Director of the Complex Operative Unit of the Health Professions Service – Azienda Sanitaria Territoriale, Fermo,
Italy,
3 Clinical Nurse, – Potes 118 (Fixed Station of First Territorial Relief), Azienda Sanitaria Territoriale, Ancona, Italy
4 Administrative Professional Collaborator in the Statistical Sector, Azienda Sanitaria Territoriale, Fermo, Italy.
Keywords: Work-Life Balance, Parental Leave, Employee Benefits, Health Personnel
ABSTRACT
Introduction: One of today’s main issues is balancing work and family life, which
significantly impacts the socio-economic and working conditions of the population. Since the last century, support for parenthood has been at the center of legislative attention both in Italy and Europe. The Italian Constitution of 1948 began addressing the shift from the woman’s exclusively domestic role, promoting female workforce integration from the 1950s. Today, Italian legislation focuses on gender equality and worker protection, with measures aimed at reconciling work and family life. Recent terminological changes, such as “parental leave,” reflect a shift towards recognizing the right and duty of both parents in child-rearing. Health companies, like the one in Fermo with its 670 nurses, need to manage absences and human resources effectively to facilitate work-family balance and ensure optimal work organization.
Objectives: This study analyzes the behaviors and needs of nurses in managing their children, aiming to improve corporate protection strategies for parents. The research investigated perceptions on the use of leave and the implications of legal rights for organizations and the services provided, proposing corporate welfare alternatives. The survey was conducted through an anonymous questionnaire.
Materials and Methods: The study employed a cross-sectional prospective method, also known as a prevalence study, to describe the frequency of phenomena in relation to variables. A quantitative and qualitative approach was used to analyze leave usage and the reasons behind it. The initial phase involved a bibliographic review and the creation of a questionnaire, which was subsequently distributed and analyzed. The setting was the U.O.C. Nursing and Obstetrics Area of the Territorial Health Company of Fermo (Italy), conducted from February 13, 2023, to July 31, 2023. The questionnaire was distributed digitally for 3 weeks, from July 10 to July 31, 2023. The sample included only nurses with minor children, excluding non-nurse professionals and employees with adult children or no children.
Results: The survey, conducted among 496 employees of the Territorial Health Company of Fermo, included 478 nurses with an average age of 41.9 years. Among the 173 nurses with minor children, 96% are employed on permanent contracts and 57.8% work shifts including nights. Most children are between 1 and 18 years old. 30% of parents use public institutions for child care, while 25% receive family support. 28% feel they have not fully utilized their parental leave rights. 66% of users of fully paid parental leave did so out of necessity, while 74% of users of 30% paid leave cited the need to care for their children. 91% did not use the family reunion benefits provided by the national contract, and only 8.7% took advantage of the modified summer vacation period. Finally, 44% find the company contribution to daycare centers inappropriate.
Discussion and Conclusion: The study involved 71% of the nurses at the Territorial
Health Company of Fermo, revealing that 36% have the right to leave for minor children care. Results show that most employees use fully paid leave more frequently than the 30% paid leave. 46% of respondents used leave for child illness, with a prevalence of requests during summer. Most respondents are aware of existing regulations and expressed a need for modifications and flexible hours. 27% requested a reduction in work hours, but only 10% received a positive response. There is a demand for new corporate welfare services, such as on-site childcare facilities and summer camps, to improve child management and reduce absences.