• 1 INTRODUCTION
  • 2 GENERAL LEGAL FRAMEWORK
  • 2.1 Constitutional provisions
  • 2.2 Equal treatment legislation
  • 3 IMPLEMENTATION OF CENTRAL CONCEPTS
  • 3.1 Sex/gender/transgender
  • 3.2 Direct sex discrimination
  • 3.3 Indirect sex discrimination
  • 3.4 Multiple discrimination and intersectional discrimination
  • 3.5 Positive action
  • 3.6 Harassment and sexual harassment
  • 3.7 Instruction to discriminate
  • 3.8 Other forms of discrimination
  • 4 EQUAL PAY AND EQUAL TREATMENT AT WORK
  • 4.1 The EU principle of equal pay
  • 4.2 The scope given to the equal pay principle in national law
  • 4.3 Equal treatment at work; access to work and working conditions
  • 4.3.1 The personal and material scope
  • 4.3.2 Exceptions
  • 4.3.3 Particular difficulties
  • 5 MATERNITY, PATERNITY, PARENTAL AND OTHER TYPES OF LEAVES
  • 5.1 Pregnancy and maternity protection
  • 5.2 Maternity leave
  • 5.3 Adoption leave
  • 5.4 Parental leave
  • 5.5 Paternity leave
  • 5.6 Time off/care leave
  • 5.7 Leave in relation to surrogacy
  • 5.8 Leave sharing arrangements
  • 5.9 Flexible working-time arrangements
  • 6 OCCUPATIONAL PENSION SCHEMES (CHAPTER 2 OF DIRECTIVE 2006/54)
  • 6.1 Direct and indirect sex discrimination in occupational social security schemes
  • 6.2 Personal scope
  • 6.3 Material scope
  • 6.4 Exclusions from material scope
  • 6.5 Case law and examples of sex discrimination
  • 6.6 Sex as an actuarial factor
  • 6.7 Difficulties
  • 7 STATUTORY SCHEMES OF SOCIAL SECURITY (DIRECTIVE 79/7)
  • 7.1 Implementation principle of equal treatment
  • 7.2 Personal scope
  • 7.3 Material scope
  • 7.4 Exclusions from material scope
  • 7.5 Sex as an actuarial factor
  • 7.6 Difficulties
  • 8 SELF-EMPLOYED WORKERS (DIRECTIVE 2010/41/EU AND PROVISIONS OF THE RECAST DIRECTIVE)
  • 8.1 Implementation of Directive 2010/41/EU
  • 8.2 Personal Scope
  • 8.3 Different categories of self-employed workers and life partners