A new report provides an overview of the ways in which EU gender equality law has been implemented in the domestic laws of the 28 Member States of the European Union, as well as Iceland, Liechtenstein and Norway (the EEA countries) and four candidate countries (the Former Yugoslav Republic of Macedonia, Montenegro, Serbia and Turkey).
The analysis is based on the country reports written by the gender equality law experts of the European equality law network. It provides a state-of-the art overview of the implementation of EU gender equality law, and the most recent developments in this area. It discusses the most important topics of EU gender equality law, namely core concepts such as direct and indirect discrimination and (sexual) harassment; equal pay and equal treatment at work; maternity, paternity, parental and other types of care leaves; occupational pension schemes; statutory schemes of social security; self-employed workers; equal treatment in relation to goods and services; violence against women in relation to the Istanbul Convention; and enforcement and compliance issues.
Unfortunately a major inaccuracy in respect of Great Britain calls into question the usefulness of the report, at least in so far as equal pay is concerned. The forthcoming requirement on British employers to report on their gender pay gaps is just that, a reporting requirement; it does not oblige employers to carry out an equal pay audit
You can read the report here.