IMPLEMENTATION OF DIRECTIVE (EU) 2019/1158 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL OF 20 JUNE 2019 ON WORK-LIFE BALANCE OF PARENTS AND CARERS, REPEALING COUNCIL DIRECTIVE 2010/18/EU ‒ POLISH IMPLEMENTATION

The purpose of this article is to analyse the possible effects of the implementation by the Polish legislator of the Directive of the European Parliament and of the Council (EU) 2019/1158 of 20 June 2019 on work-life balance of parents and carers, repealing Council Directive 2010/18 / EU. In accordance with the provisions of the recitals of the Directive, its aim is to improve the functioning of States in the field of equal opportunities on the labour market and the treatment of women and men at work because of their family and carer responsibilities. The Directive responds to the needs related to demographic changes also affecting Poland, the necessity to deepen the functioning of the principle of gender equality resulting from legal acts adopted for the community, the needs related to the professional activation of women and the fight against exclusion caused by guardianship of minors. The Directive addresses issues that are to be understood as social norms and these are mainly issues related to the concern for the sustainable development of all children and for guaranteeing stable conditions to parents and carers whose work also helps support their children.

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REFLECTIONS ON WORK-LIFE BALANCE FOR PARENTS AND GUARDIANS IN THE LIGHT OF DIRECTIVE (EU) 2019/1158 OF THE EUROPEAN PARLIAMENT AND OF THE COUNCIL

Roczniki Administracji i Prawa ◽

10.5604/01.3001.0015.6385 ◽

2021 ◽

Vol specjalny II (XXI) ◽

pp. 189-207

Author(s):

Justyna Czerniak-Swędzioł ◽

Ewelina Kumor-Jezierska

Keyword(s):

Parental Leave ◽

European Parliament ◽

Work And Family ◽

Work Life ◽

Work Life Balance ◽

Life Balance ◽

Council Directive ◽

Flexible Working ◽

Minimum Requirements ◽

Market Opportunities

In this article the authors submit thorough analysis a new Directive (EU) 2019/1158 of the European Parliament and of the Council of 20 June 2019 on work-life balance for parents and carers as well as the repealing Council Directive 2010/18/EU that entered into force on August 1, 2019, paying special attention to adjusting domestic regulations to it. The solutions adopted in this Directive lay down minimum requirements designed to achieve equality between men and women regarding labour market opportunities and treatment at work, by facilitating the reconciliation of work and family life for workers who are parents, or carers. To that end, this Directive 2019/1158 provides for individual rights related to the following: paternity leave, parental leave and carers’ leave, flexible working arrangements for workers who are parents, or carers.

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Part-time work, work–life balance and gender equality

Journal of Social Welfare and Family Law ◽

10.1080/09649069.2015.1081225 ◽

2015 ◽

Vol 37 (3) ◽

pp. 321-333 ◽

Cited By ~ 10

Author(s):

Clare Lyonette

Keyword(s):

Gender Equality ◽

Work Life ◽

Work Life Balance ◽

Life Balance ◽

Time Work ◽

Part Time ◽

And Gender ◽

Part Time Work

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Familie-arbejdslivspolitikker fra et ligestillingsperspektiv - det "glemte" sociale ansvar i danske CSR-initiativer

Kvinder Køn & Forskning ◽

10.7146/kkf.v0i4.28002 ◽

2010 ◽

Author(s):

Trine P. Larsen

Keyword(s):

Social Responsibility ◽

Gender Equality ◽

Work Life ◽

Work Life Balance ◽

Life Balance ◽

Collective Agreements ◽

Care Giving ◽

Social Partners ◽

Promote Gender Equality ◽

National Governments

Work-life balance policies from a gender equality perspective – the forgotten corpo- rate social responsibility in Danish CSR policy. CSR has increasingly attracted national governments and social partners’ attention worldwide. Denmark is no exception. The Danish initiatives have mainly focused on employment related issues rather than gender equality and work-life balance issues. In fact, gender equality is rarely a topic discussed in the Danish CSR policies. This paper argues that social partners have through collective agreements voluntary taken on a social responsibility to ease employees’ work/life balance and thereby promote gender equality. However, these policies mainly address the problems faced by working mothers, less so fathers and rarely careers other than parents are therefore expected to combine work and care-giving with limited if no support from their workplace.

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