"Parents and people with caring responsibilities have the right to suitable leave, flexible working arrangements and access to care services. Women and men shall have equal access to special leaves of absence in order to fulfil their caring responsibilities and be encouraged to use them in a balanced way".
The Work-Life Balance in EU
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From 1 August 2022, Directive (UE) 2019/1158 on work-life balance must be applied, which provides for new or higher minimum standards for parental, paternity and carer leave. EU countries must adapt within three years. Member States that are below the protection thresholds indicated are therefore the main addressees of this directive.
The Directive, which repeals the previous Directive 2010/18/EU from 2 August 2022, establishes a series of new rules or stricter rules for parental, paternity and carers leave. It also provides the right to request flexible working conditions. This will allow parents and caregivings to choose how their work and family life combine. These rules will strengthen gender equality and improve the family and working life of many Europeans.
The new rules are also a model for aligning social and economic priorities.
Companies can better attract and retain talented men and women. The EU has stated that the European economy will benefit from this directive, which will help bridge the gap between men and women in the world of work. A better balance between work and personal life for women and men is not only considered fair, but also a solution to retain the talents of professional life that the current rules penalize.
The Directive, which repeals the previous Directive 2010/18/EU from 2 August 2022, establishes a series of new rules or stricter rules for parental, paternity and carers leave. It also provides the right to request flexible working conditions. This will allow parents and caregivings to choose how their work and family life combine. These rules will strengthen gender equality and improve the family and working life of many Europeans.
The new rules are also a model for aligning social and economic priorities.
Companies can better attract and retain talented men and women. The EU has stated that the European economy will benefit from this directive, which will help bridge the gap between men and women in the world of work. A better balance between work and personal life for women and men is not only considered fair, but also a solution to retain the talents of professional life that the current rules penalize.
By 2 August 2027, Member States shall communicate to the Commission all information concerning the implementation of this Directive that is necessary for the Commission to draw up a report. That information shall include available aggregated data on the take-up of different types of leave and flexible working arrangements, by men and women pursuant to this Directive, for the purposes of allowing the proper monitoring and assessment of the implementation of this Directive, in particular with regard to gender equality.
The Directive aims at modernising the existing EU legal framework in the area of family-related leaves and flexible working arrangements. It includes 4 new goals.
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Non-legislative measures In order to complement the Directive, the EU legislation contains a set of non-legislative measures to support Member States in achieving the goals: Funds, support to member states, incentives to fight discrimination, monitoring the Directive transposition, etc It is expected that this new Directive will reap benefits for individuals, companies and the wider society. Parents and carers will profit from more work-life balance and the foreseen increase in women employment, their higher earnings and career progression will positively impact their and their families' economic prosperity, social inclusion and health. Companies will benefit from a wider talent pool and a more motivated and productive labour force, as well as less absenteeism. The rise in female employment will also contribute in addressing the challenge of demographic ageing and ensuring Member States' financial stability. |
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In 2023, European Centre of Expertise (ECE) in the field of Labour Law, Employment and La-
bour Market Policies, published the Thematic Review 2022: Gender Equality and Work-Life
Balance policies during and after the COVID-19 crisis. This Review explains that the unequal distribution of unpaid care work between men and women is a major contributor to gender gaps in the labor market, with women having less access to and permanency in the workforce.
This creates vicious cycles where gender gaps in the labor market reinforce the unequal division of unpaid care work in households. Work-life balance policies, such as affordable and quality childcare and long-term care services, parental and paternity leave, and flexible working arrangements, are important for achieving gender equality in the labor market. Cultural and social norms also play a role in the gender division of unpaid work, but policy measures can help promote equal sharing of care tasks in households.
bour Market Policies, published the Thematic Review 2022: Gender Equality and Work-Life
Balance policies during and after the COVID-19 crisis. This Review explains that the unequal distribution of unpaid care work between men and women is a major contributor to gender gaps in the labor market, with women having less access to and permanency in the workforce.
This creates vicious cycles where gender gaps in the labor market reinforce the unequal division of unpaid care work in households. Work-life balance policies, such as affordable and quality childcare and long-term care services, parental and paternity leave, and flexible working arrangements, are important for achieving gender equality in the labor market. Cultural and social norms also play a role in the gender division of unpaid work, but policy measures can help promote equal sharing of care tasks in households.
eBriefing PaaS · EU Work-Life Balance & Care Policies
Need a constantly updated European picture of Work-Life Balance policies?
eEuropa can prepare a tailored eBriefing PaaS: a policy-as-a-service document that is kept constantly updated for one year, or for as long as your organisation needs. It provides a structured European overview of EU rules, strategies and initiatives on work-life balance, parental leave, paternity leave, carers’ leave, flexible working arrangements, gender equality, care responsibilities, working parents, carers and the evolving European framework for reconciling professional and private life.
The service can support policy monitoring, institutional analysis, stakeholder briefings, compliance strategy and regulatory intelligence, including an assessment of how the European framework on work-life balance, care rights and employment conditions may evolve over time.
