去年11月，四川婚育假期优化政策正式落地。新规明确，依法登记的夫妻享受婚假二十日，登记前参加 婚前医学检查的，增加五日。"超长婚假"一度引起热议。 那么离婚后复婚，能不能享受婚假20天？四川有关方面近期正式作出答复：不能。 2026年1月9日，有网友在问政四川平台上询问：去年离婚的，打算2026年复婚，想问下到底能不能享受 四川婚假新政，修20天。看问政四川，官方回复可以，但问公司，公司说卫健委回复的复婚不属于再 婚，不能享受，所以到底能不能享受？ 对此，1月14日，四川省人力资源和社会保障厅回复上述网友提问：根据《四川省人口与计划生育条 例》规定，不能享受。 2月4日，"问政四川"微信公众号也发布了一则案例。有网友提问：四川省内复婚人员可以享受20天婚假 吗？ 对此，四川省人力资源和社会保障厅回复：根据《四川省人口与计划生育条例》及四川省卫生健康委员 会、四川省人力资源和社会保障厅《关于实施中有关假期规定适用问题的指导意见》（川卫发〔2025〕 14号）规定，不能享受。 根据四川省卫生健康委员会、四川省人力资源和社会保障厅联合印发的《关于实施中有关假期规定适用 问题的指导意见》，此次假期的"加量"不仅适用于 ...

Group 1 - The Sichuan Provincial Health Commission proposed to extend marriage leave to a maximum of 25 days, which has garnered social attention and support from the public [1][2] - A total of 27 provinces, including Shanxi and Hebei, have already extended marriage leave, with durations ranging from 10 to 30 days [1][2] - The extension of marriage leave is seen as a measure to encourage marriage and alleviate population decline, particularly in regions experiencing negative population growth [2][7] Group 2 - Despite the extension of marriage leave, many employees report difficulties in actually taking the leave, with comments indicating that companies often do not approve the full duration [4][5] - Labor laws stipulate that employees should receive their salary during marriage leave, but many companies are reportedly not complying, leading to situations where employees face salary deductions for taking extended leave [4][5] - The implementation of marriage leave policies varies significantly across regions, with some areas still maintaining a standard of only 3 days, which many young people find insufficient for wedding preparations [6][7] Group 3 - Experts suggest that local governments should refine marriage leave regulations to ensure clarity on salary payments during leave and to protect employee rights [7] - Companies are encouraged to adopt flexible work arrangements to accommodate employees taking marriage leave, which could help balance operational needs with employee rights [7][8] - The overall effectiveness of marriage leave policies depends on the cooperation of employers and the establishment of a fair cost-sharing mechanism for leave [7][8]