RT book part
T1 Labour Law and Gender
A1 Guerrero Padrón, Thais
A1 Kovačević, Ljubinka
A1 Ribes Moreno, María Isabel
A2 Derecho del Trabajo y de la Seguridad Social
K1 Gender equality
K1 Labour Law
K1 Harassment
K1 work-life balance
K1 Igualdad de género
K1 Derecho del trabajo
K1 Acoso laboral
K1 corresponsabilidad
AB The chapter presents an overview of key labour law institutions, aiming at discussing the importance of the gender perspective in labour law. Therefore, the introductory section of the chapter will put this issue into the context of historical and conceptual framework genesis of regulating employment relationships. These issues are connected with the legal subordination and economic dependence of employees, which produce the need to create and implement norms that protect employees, as a weaker party to the employment relationship. This includes the limitation of employers’ (managerial, normative and disciplinary) prerogatives, in order to create the conditions for effective enjoyment of the right of jobseekers and employees for protection against gender-based discrimination. The labour law is, in this regard, traditionally conceived according to the model of a male worker, who is employed on the basis of a standard employment contract (open-ended full time employment contract). This then results in a failure to recognise or provide sufficient consideration of the specific needs that women have as participants in the labour market. The use of the feminist method, which included the understanding of gender as an analytical category in the field of labour law, opened up a new set of labour law issues. For example, in easing the ban on women working in physically demanding jobs, and the conceptualisation of the need to reconcile the professional and family duties of employees.. On the other hand, contemporary labour law, when creating conditions for achieving gender equality, is aimed primarily at women’s empowerment in the world of work. Persisting with this approach can lead to an oversimplified understanding of the principle of gender equality, ignoring the special needs of men in the world of work, as well as ignoring the importance of their role for consistent implementation of the principle of gender equality and women’s empowerment. The second section of the chapter will provide analysis of gender-based discrimination during the hiring process. Other sections will cover the risk of gender-based discrimination regarding rights, obligations and duties deriving from employment relationship, labour law measures to encourage improvements in the occupational safety and health, work-life balance for parents and caregivers, sexual harassment at work and promotion of gender equality in collective labour law.
PB Springer
SN 978-3-031-14359-5
YR 2023
FD 2023
LK http://hdl.handle.net/10498/34123
UL http://hdl.handle.net/10498/34123
LA eng
NO University of Belgrade, Universidad de Cádiz, Libera Università Maria Ss. Assunta, University of Örebrö - The Centre for Violence Studies (CVS), Europa-Institut der Universität des Saarlandes y financiado con la ayuda de de la Comisión Europea
DS Repositorio Institucional de la Universidad de Cádiz
RD 11-nov-2026