FIFA's Regulatory Framework for Protection of Female Players and Coaches
Overview
The FIFA Regulations on the Status and Transfer of Players (RSTP) underwent significant updates in 2021 to specifically address the protection needs of female players and coaches. This update ensures that the rights and protections provided are tailored to accommodate maternity, adoption, and family leave, among other considerations.
Key Provisions
Leave Entitlements
- Eligibility: Female players/coaches, including biological mothers, adoptive parents, and non-biological mothers, are eligible for leave based on their contractual term.
- Salary During Leave: Two-thirds of the contracted salary is maintained.
- Types and Duration of Leave:
- Maternity Leave: 14 weeks of paid absence, with at least 8 weeks following the baby's birth.
- Adoption Leave: Varies by age of child adopted (8 weeks for under 2 years, 4 weeks for 2-4 years, 2 weeks for over 4 years), all to be taken within 6 months of adoption.
- Family Leave: 8 weeks of paid absence for non-biological mothers, also to be taken within 6 months of the child’s birth.
Special Protections
- Contractual Stability: Every contract remains valid regardless of pregnancy, results, or use of leave rights.
- Fair Treatment: Contract termination for refusing pregnancy tests, being pregnant, or taking leave is presumed unjust, leading to compensation, sporting sanctions, and fines.
Player Rights Upon Pregnancy
- Option to Continue Playing: A player can choose to keep playing, with the club supporting this decision.
- Alternative Work: If unable to play or train safely, clubs must offer alternative work.
- Medical Leave: For health-related reasons, players can take medical leave with a valid medical certificate.
Flexible Leave and Return to Work
- Flexible Leave Start: Players and coaches can choose when their leave starts and when returning to football.
- Full Pay When Back: Full salary is guaranteed upon return to football activities.
- Support Post Maternity Leave: Assistance for reintegration into football, postpartum planning, and medical support are provided.
Breastfeeding
- Rights: Breastfeeding and expressing milk are allowed and facilitated.
- Suitable Facilities: Clubs must provide facilities for breastfeeding or expressing milk, aligning with national laws.
- Salary for Reduced Hours: No reduction in pay for working fewer hours due to breastfeeding.
Menstrual Health
- Approved Absence: Time off for reasons of menstrual health is granted with a valid medical certificate.
Special Registration Rules
- Temporary Replacements: Clubs can register a female player outside registration periods for maternity, adoption, or family leave.
- Return from Leave: A returning player can also be registered outside regular periods.
Support for National-Team Players
- Family-Friendly Environment: Encouraged during final competitions, including family accommodation, breastfeeding facilities, and financial assistance.
National Implementation
- Minimum Standards: FIFA’s rules set basic standards for national application.
- National Flexibility: Member associations can implement stronger protections through their own regulations.
- Collective Bargaining Agreements (CBAs): If a valid CBA exists, its provisions apply.
- National Law Precedence: More beneficial national laws prevail over FIFA’s framework.
Compliance
- Inclusion: Applicable conditions from CBAs or national laws must be included in domestic regulations.
Conclusion
FIFA’s updated regulatory framework significantly enhances protections for female players and coaches, addressing maternity, adoption, family leave, and specific health concerns, ensuring fair treatment, and promoting a supportive environment for professional growth and personal life balance.
2024年7月
对女性球员和教练的特殊保护（RSTP第18条第1、2和3款）
女性球员和教练的休假权利（RSTP第18条第7款）
谁有权请假？
合同稳定性：
●女运动员/教练作为亲生母亲，养父母和非生物在合同期限内的母亲。
作为一项原则，每项合同都是有效的，无论是否：●妊娠试验或结果;●正在或正在怀孕；●休产假、领养假或家庭假；和●一般使用任何休假权利。
休假期间工资：
●合同工资的三分之二。
休假类型和期限：
剩余材料:
公平待遇：
●14周带薪缺勤。●婴儿出生后必须至少八周。
●拒绝妊娠试验，怀孕或怀孕，或请假。
许可:
如果发生这种情况...
●收养2岁以下儿童：带薪缺勤八周。●对于2至4岁的儿童：带薪缺勤四周。●收养4岁以上的孩子：带薪缺勤两周。●必须在收养后六个月内服用。
●作为一项原则，将假定终止是没有正当理由的，这意味着俱乐部将:
■必须支付赔偿；■面临体育制裁；以及■可能要交罚款.
家庭休假：
●非生物母亲：带薪缺勤八周。●必须在孩子出生后六个月内服用。
重要注意事项:
●收养和家庭假不能由同一个人为同一个孩子休。●如果存在具有相关规定的集体谈判协议(CBA)，则CBA优先。●如果国家法律提供更好的条件，这些条件将适用。
怀孕的玩家的基本权利和选择（RSTP第18条第4款）
●作为一个原则，玩家可以决定她希望继续比赛和训练，并且俱乐部必须支持这个决定。
替代工作：
●如果球员觉得比赛或训练不安全，俱乐部必须提供其他类型的工作。
病假:
●如果玩家由于与健康相关的原因而无法以其他方式玩耍或工作，玩家可以休病假（出示有效的医疗证明）。●病假也适用于女性教练。
灵活休假和重返工作岗位
（RSTP第18条第5款）
灵活的休假开始:
●作为一项原则，球员和教练可以自由选择
离开开始，当他们希望回到足球。
返回时全额支付：
●一旦球员/教练回到足球活动，全额工资。
产假后的支持：
●产假后，俱乐部必须帮助球员重返足球运动，与她一起制定产后计划并提供医疗服务。support.
女选手特别注册规则（RSTP第6条第3款）
母乳喂养
（RSTP第18条第6款）
母乳喂养权：
临时更换:
●俱乐部被允许在注册期之外注册一名女性球员，如果她是替换另一名正在休产假、领养或家庭假的球员。
●允许球员/教练根据需要进行母乳喂养和/或挤奶。
适用设施:
休假归来:
●俱乐部必须为母乳喂养/挤奶提供合适的设施，符合
●从产假，收养或家庭假返回的球员也可以注册在注册期间之外。
国家法律或协议。
减少工时的全薪:
●如果球员/教练只能工作更少的时间，因为母乳喂养/表达牛奶，工资保持不变。
支持国家队球员及其家人
(RSTP附件1第1BIS第11段)
月经健康（RSTP第18条）
鼓励会员协会提供家庭友好的环境
●确保家庭可以住在同一家酒店或附近决赛；●根据国家法律的要求，为母乳喂养或挤奶提供适当的设施；●为球员提供必要的卫生规定婴儿;●为旅行和旅行提供财政援助家庭住宿；和●促进儿童保育服务，以帮助球员专注于他们的表现。
批准缺勤:
●女运动员或教练可以从训练中抽出时间或出于月经健康的原因，无论何时需要匹配，有有效的医疗证明。
全额工资保证：
●月经健康原因缺席对
球员或教练的薪水。
在国家一级实施监管框架
(RSTP第1条第3a段)
●RSTP的规则是国家一级必须遵守的基本标准。
国家灵活性：
●每个成员协会可以实施更强有力的保护通过自己的规则。
集体谈判协议（CBA）：
●如果一个有效的CBA有女性球员和教练的规定在国家一级，这些规定是完全适用的。
更有利的国家法律优先:
●如果没有CBA存在，但国家法律提供了比国际足联框架更好的保护，这些法律采取优先。
法规遵从性:
●CBA或国家法律的适用条件必须适当地纳入国内法规。
您是否需要额外的支持或信息？
请不要犹豫，联系国际足联法律与合规部legal@fifa.org谁与国际足联女子足球部密切协调，如果您对此主题有任何疑问，请随时待命。
