Labour Law and Gender

Abstract The chapter presents an overview of key labour law institutions, aiming at discussing the importance gender perspective in law. Therefore, introductory section will put this issue into context historical and conceptual framework genesis regulating employment relationships. These issues are connected with legal subordination economic dependence employees, which produce need to create implement norms that protect as a weaker party relationship. This includes limitation employers’ (managerial, normative disciplinary) prerogatives, order conditions for effective enjoyment right jobseekers employees protection against gender-based discrimination. is, regard, traditionally conceived according model male worker, who is employed on basis standard contract (open-ended full time contract). then results failure recognise or provide sufficient consideration specific needs women have participants market. use feminist method, included understanding analytical category field law, opened up new set issues. For example, easing ban working physically demanding jobs, conceptualisation reconcile professional family duties employees.. On other hand, contemporary when creating achieving equality, aimed primarily women’s empowerment world work. Persisting approach can lead oversimplified principle ignoring special men work, well their role consistent implementation equality empowerment. second analysis discrimination during hiring process. Other sections cover risk regarding rights, obligations deriving from relationship, measures encourage improvements occupational safety health, work-life balance parents caregivers, sexual harassment work promotion collective