Equality, non-discrimination and work-life balance - Conclusions
| Páginas | 1-45 |
IUSLabor 2/2016
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EQUALITY, NON-DISCRIMINATION AND WORK-LIFE BALANCE
CONCLUSIONS
Anna Ginès i Fabrellas
Assistant Professor of Labor Law and Social Security
ESADE, Universitat Ramón Llull
Manuel Luque Parra
Professor of Labor Law and Social Security
Universitat Pompeu Fabra
Andrés Camargo Rodríguez
PhD candidate, Universitat Pompeu Fabra
Abstract
The Comparative Labor Law Dossier (CLLD) in this issue 2/2016 of IUSLabor is
dedicated to equality, non-discrimination and work-life balance. We have had the
collaboration of internationally renowned academics and professionals from Belgium,
France, Greece, Italy, Portugal, Spain, Argentina, Brazil, Chile, Costa Rica, Dominican
Republic, Mexico, Peru, Uruguay, Canada and the United States.
Without detriment to recommend our readers the reading of these articles, we have drawn
the top 10 conclusions. Furthermore, we have elaborated a summary table with the most
relevant issues regarding equality, non-discrimination and work-life balance in the
different legal systems analyzed in this issue of IUSLabor.
El Comparative Labor Law Dossier (CLLD) de este número 2/2016 de IUSLabor está
dedicado a la igualdad, no discriminación y conciliación de la vida laboral, familiar y
personal. Hemos obtenido la participación de académicos y profesionales de prestigio
de Bélgica, España, Francia, Grecia, Italia, Portugal, Argentina, Brasil, Chile, Costa
Rica, México, Perú, República Dominicana, Uruguay, Canadá y Estados Unidos.
Sin perjuicio de recomendar a nuestros lectores la lectura del capítulo correspondiente
a cada uno de los países citados, en las páginas que se suceden hemos incluido las 10
conclusiones principales que hemos alcanzado. Asimismo, hemos elaborado un cuadro-
resumen con aquellas cuestiones más relevantes en materia de igualdad, no
discriminación y conciliación de la vida laboral, familiar y personal en los distintos
ordenamientos jurídicos analizados en este número de IUSLabor.
IUSLabor 2/2016 Anna Ginès, Manuel Luque and Andrés Camargo
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Título: Igualdad, no discriminación y conciliación de la vida laboral, familiar y personal.
Conclusiones
Keywords: equality, non-discrimination, work-life balance, leave of absence, maternity
leave, paternity leave, right to accommodation.
Palabras clave: igualdad, no discriminación, conciliación de la vida laboral, familiar y
personal, permisos, permiso maternidad, permiso paternidad, derecho a adaptar la
distribución del tiempo de trabajo.
IUSLabor 2/2016, p. 1-45, ISSN 1699-2938
Summary
1. «Top ten» conclusions
2. «Top ten» conclusiones
3. Summary table
3.1. Europe
3.2. Latin America
3.3. North America
IUSLabor 2/2016 Anna Ginès, Manuel Luque and Andrés Camargo
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1. «Top ten» conclusions
The Comparative Labor Law Dossier (CLLD) in this issue 2/2016 of IUSLabor is
dedicated to equality, non-discrimination and work-life balance and it includes articles,
elaborated by internationally renowned academics and professionals, regarding this
important matter.
In the current context where, unfortunately, inequality and discrimination towards women
in the workplace persists, we considered it necessary to analyze, from a comparative
perspective, how the promotion of equal opportunities between men and women and
fight against discrimination in the workplace is developed, both at EU and international
level. In this dossier we analyzed the most relevant 10 issues in the legal systems of
Belgium, France, Greece, Italy, Portugal, Spain, Argentina, Brazil, Chile, Costa
Rica, Dominican Republic, Mexico, Peru, Uruguay, Canada and the United States.
The international advisors of the law review have responded to the following questions:
1. Is sex a cause of discrimination in your legal system? What other circumstances are
discriminatory? Does the prohibition of discrimination also include indirect
discrimination?
2. What is the legal consequence of discrimination on grounds of sex or other
circumstances? Specifically, what is the legal consequence of an unfair dismissal of
a pregnant worker or a worker exercising work-life balance rights?
3. Are there examples of wage discrimination, access to employment and/or promotion
development between men and women? What treatment do these cases receive by
the legislation and case law? What measures does the legislation regulate to promote
equal treatment between men and women in the workplace?
4. What rights of work-life balance are recognized in your labor regulation?
Specifically, does the labor regulation recognize workers the right to adapt their
working time (distribution and/or reduction of working hours)? What capacity does
the employer have to oppose or limit the exercise of these rights?
5. Are part-time contracts used as an instrument to achieve work-life balance? If so, it
the legal regime of part-time work adequate for this purpose?
6. Can the employer alter working hours of workers exercising work-life balance rights
through overtime and/or irregular distribution of working time?
7. Do workers have permits or the right to suspend the employment contract (leave of
absence) due to family and personal circumstances? If so, are they paid leave of
absences? Do workers maintain the right to return to their previous job post? What
the employer is recognized ability to limit the exercise of these rights? What capacity
does the employer have to oppose or limit the exercise of these rights?
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