New BLS Data Confirm Unequal Access to Paid Leave Among U.S. Workers
Yesterday the Bureau of Labor Statistics (BLS) released data from the American Time Use Survey (ATUS) on access to and use of paid leave by American workers. This is the first time the ATUS has included questions on leave-taking among American workers, with a module paid for by the Department of Labor’s Women’s Bureau.
The findings from the 2011 Leave Module of the ATUS reveal that many American workers lack access to paid leave from their jobs, though access varies by worker and occupational characteristics. Overall, 59 percent of workers in the United States have access to paid leave; 4 in 10 American workers lack access to paid leave. This reflects Institute for Women's Policy Research (IWPR) analysis that found that 44 million workers in the United States lack access to paid sick leave and that only 58 percent of private sector employees in the U.S. had access to paid sick days in 2010.
Overall, the newly released BLS data on leave access and use by American workers confirm large disparities in access to and use of leave, especially paid leave. Workers with lower wages, Hispanic workers, workers in poorer health, and workers in jobs that put them in direct contact with the public (e.g., sales or hospitality workers) are less likely to have access to leave from their jobs and are more likely to lose pay when they do take leave.
Findings Show Large Gaps in Access to Paid Leave Among U.S. Workers
Men and women have similar rates of access to paid leave, with 60 and 58 percent of male and female workers with access to paid leave, respectively. The reasons for taking leave tend to differ between gender, with more women tending to take leave for illness or medical treatment for themselves or a family member.
Based on educational levels, there are large disparities in access to paid leave. Workers with college degrees are far more likely (72 percent) to have access to paid leave than workers without a high school diploma (35 percent). The BLS data also show large gaps in access between Hispanic and other workers. Hispanic workers are less likely to have access to leave (43 percent) than are non-Hispanic workers (61 percent). White, black, and Asian workers have similar rates of access to paid leave (59, 61, and 62 percent respectively).
Among full-time workers, those in the top quartile of earnings are the most likely to have access to paid leave (83 percent have access), while those in the lowest quartile are less likely (50 percent have access). Seventy-nine percent of workers in the financial industry have access to paid leave, while only 25 percent of those in the leisure and hospitality industries—which include food service—have access to paid leave. Workers in the private sector are less likely to have access to paid leave (57 percent) than are workers in the public sector (76 percent).
Taking Time Off Can Mean Lost Wages for Many Workers
Though over half of workers have access to some kind of paid leave, and 90 percent have access to either paid or unpaid leave, in an average week only 21 percent of workers took leave (including either vacation or sick time) according to the BLS.
Women, who tend to have more caregiving duties for children and older relatives, were slightly more likely than men to take leave from their jobs during an average week (23 percent compared with 20 percent). Of women workers who took leave in an average week, 35 percent did so either to care for their own medical needs, for those of a family member or relative, or to provide elderly care or child care, compared with 25 percent of men who took leave for the same reasons.
Workers who characterized their health as fair or poor were somewhat less likely to take leave in an average week. But those who did were more likely to take unpaid leave compared with those who characterized their health as good. Sixty percent of workers in fair or poor health took unpaid leave, compared with 38 to 39 percent who characterized their health as good, very good, or excellent (most of whom took paid leave). IWPR’s analyses of the costs and benefits of paid sick days in several states and cities nationwide have found that access to paid sick days improves workers’ self-assessed health, reduces costly emergency department visits, and reduces health care costs to private and public insurers.
Reflecting the lack of access to paid leave in many service-oriented jobs, workers in management, business, and financial operations were much less likely to take unpaid leave compared with workers in service occupations (20 percent took unpaid leave compared with 66 percent). Of those workers in the leisure and hospitality industry who took leave in an average week, 86 percent took unpaid leave. Only 13 percent of workers in this industry took paid leave.
Mirroring the inequality in access to paid leave that exists across income levels, workers in the top quartile of earnings are twice as likely to have taken paid leave in an average week (82 percent) compared with workers in the lowest quartile of earnings (40 percent).
These new findings reaffirm the lack of equal access to paid leave that can leave many workers without economic or job security if an illness should arise for themselves or for a family member. Without access to paid leave, many workers simply cannot afford to take time off. Workers who are sometimes forced to work while ill tend to be those who are most likely to come into contact with the public and spread contagious illness. Women, often those caring for family members, tend to be disproportionately impacted because they are more likely to work in part-time jobs and tend to have lower earnings than men.
Visit IWPR’s website for more information on IWPR’s research on paid sick days and the impact on paid sick days legislation on workers and businesses.
Kevin Miller is a Senior Research Associate and Caroline Dobuzinskis is the Communications Manager with the Institute for Women’s Policy Research.
The views and opinions expressed in this post are those of the author(s) and do not necessarily reflect those of MomsRising.org.
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