针对孕妇和新妈妈的劳动力市场政策出现在19世纪初。这些政策的主要动机是确保母亲及其新生儿的健康。随着女性劳动力市场参与率的提高，研究重点逐渐转移到育婴假政策对womenââ， ┢劳动力市场结果和性别平等的影响。从时间、福利和工作保护等方面延长母亲产假权利的支持者认为，这将支持mothersââ， Ëœ劳动力市场依恋，并允许她们在分娩后休假，然后安全地回到产前的工作岗位上。还有人指出，延长产假对妈妈们来说是把双刃剑:如果年轻女性可能要休假几个月，甚至几年，雇主在招聘和提拔员工时可能会考虑到这一点。因此，这些政策最终可能会对womenââ， ┢的劳动力市场结果产生不利影响。这导致人们越来越重视激活父亲休陪产假。2019年，欧洲议会批准了一项指令，要求成员国确保至少两个月的陪产假。在过去的几十年里，关于产假的文献激增。关于这一主题的研究越来越多，得出了一些一致的结论。首先，短期产假的引入被发现对孕产妇和儿童健康以及mothersÃ①â， â”①劳动力市场结果都是有益的。 Second, there appear to be negligible benefits from a leave extending beyond six months in terms of health out-comes and children’s long-run outcomes. Furthermore, longer leaves have little, or even adverse, influence on mothers’ labor market outcomes. However, some evidence suggests that there may be underlying heterogeneous effects from extended leaves among different socioeconomic groups. The literature on the effect of earmarked paternity leave indicates that these policies prove effective in increasing fathers’ leave-taking and involvement in childcare. However, the evidence on the influence of paternity leave on gender equality in the labor market remains scarce, and somewhat mixed. Finally, recent studies that focus on the effect of parental leave policies for a firm find that in general, firms are able to compensate for lost labor when their employees go on leave. However, if firms face constraints when replacing employees, it could negatively influence their performance.