國際婦女節女性勞工放假之政策分析

Policy Analysis on Holidays for Female Workers on International Women's Day

本研究針對「國際婦女節女性勞工單獨放假」政策進行系統性分析，探討其正當性、公平性、執行可行性與社會接受度。研究以制度分析與發展架構（Institutional Analysis and Development Framework, IAD）為基礎，透過文獻回顧、國際比較與制度條件評估，聚焦放假政策所涉及的歷史脈絡、性別正義訴求及政策影響。本報告指出，國際婦女節雖具有高度象徵意義，並反映女性長期勞動貢獻與性別平權訴求，但放假制度若僅賦予女性勞工，恐造成性別刻板印象再生產與逆向歧視爭議。國際經驗顯示，除中國外，大多數國家並未實施女性單獨放假，而多以教育宣導、文化紀念與政策倡議替代制度性放假安排。我國制度尚未具備明確法源、社會共識與企業支持，政策推動面臨執行挑戰。研究建議，未來性別導向假期應採包容性設計，整合現有假期與照顧制度，並以普及性放假搭配性別教育與勞資溝通機制，方能落實性別正義，避免政策象徵化、標籤化及社會分化風險。

This study conducts a systematic analysis of the proposed policy to grant female workers a day off on International Women’s Day (March 8), focusing on its legitimacy, distributive fairness, administrative feasibility, and social acceptance. Grounded in the Institutional Analysis and Development (IAD) framework, the report employs literature reviews, international policy comparisons, and institutional context evaluations to explore the historical origins of the policy, its gender justice implications, and stakeholder dynamics. While International Women’s Day holds strong symbolic value in commemorating women’s labor contributions and advocating for gender equality, the report argues that granting leave exclusively to female workers may reinforce gender stereotypes and raise concerns of reverse discrimination. Internationally, most countries—including the US, UK, and Japan—do not designate March 8 as a public holiday; instead, they promote gender awareness through educational campaigns and public events. Only a few former socialist countries, such as China, provide partial or full-day leave for women on this day. In Taiwan, the current legal and institutional framework lacks explicit provisions supporting such gender-specific leave, and practical challenges such as employer resistance, resource constraints, and public controversy remain significant. The report recommends that future gender-oriented leave policies adopt an inclusive design by integrating them into national public holidays and existing family care structures. It also emphasizes the need for comprehensive stakeholder engagement, gender equality education, and employer incentives to ensure the effectiveness and cultural legitimacy of such policies. By avoiding tokenism and symbolic gestures, Taiwan can pursue substantive gender equity through practical, participatory, and culturally sensitive policy instruments.