- 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
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