### 19. calls on the commission to propose a directive on gender-based violence that implements the standards of the istanbul convention and includes the following elements: prevention , including through gender-sensitive education programming directed at both girls and boys , and empowerment of women and girls; support services and protection measures for survivors; combating all forms of gender-based violence , including violations of women’s sexual and reproductive health and rights; and minimum standards for law enforcement; ### 19. calls on the commission to propose a directive on gender-based violence that implements the standards of the istanbul convention and includes the following elements: prevention , including through gender-sensitive education programming directed at both girls and boys , and empowerment of women and girls; support services and protection measures for survivors; combating all forms of gender-based violence , including violations of women’s sexual and reproductive health and rights , online violence and sexual exploitation and abuse; and minimum standards for law enforcement;


### — having regard to article 83(1) and article 225 of the treaty on the functioning of the european union , ### — having regard to article 83(1) , 84 and article 225 of the treaty on the functioning of the european union ,


### a. whereas the first objective of the union’s gender equality strategy 2020-2025 focuses on ending gender-based violence and describes it as ‘one of our societies’ biggest challenges’; ### a. whereas the first objective of the union’s gender equality strategy 2020-2025 focuses on ending gender-based violence and describes it as ‘one of our societies’ biggest challenges’; whereas the union’s lgbtiq equality strategy recalls that everyone has a right to safety , be it at home , in public or online;


### b. whereas violence against women and other forms of gender-based violence are widespread in the union and are to be understood as an extreme form of discrimination; whereas gender-based violence is rooted in the unequal distribution of power between women and men , in sexism and gender stereotypes , which have led to domination over and discrimination against women by men; ### b. whereas violence against women and other forms of gender-based violence are widespread in the union and are to be understood as an extreme form of discrimination; whereas gender-based violence is rooted in the unequal distribution of power between women and men , in sexism and gender norms and stereotypes , which have led to domination over and discrimination against women and girls in all their diversity by men; whereas gender-based violence also occurs due to perceived deviation from gender norms;


### b. whereas violence against women and other forms of gender-based violence are widespread in the union and are to be understood as an extreme form of discrimination; whereas gender-based violence is rooted in the unequal distribution of power between women and men , in sexism and gender stereotypes , which have led to domination over and discrimination against women by men; ### b. whereas violence against women and girls and other forms of gender-based violence are widespread in the union and are to be understood as an extreme form of discrimination and a violation of human rights; whereas gender-based violence is rooted in the unequal distribution of power between women and men , in sexism and gender stereotypes and prejudice , which have led to domination over and discrimination against women by men;


### b. whereas violence against women and other forms of gender-based violence are widespread in the union and are to be understood as an extreme form of discrimination; whereas gender-based violence is rooted in the unequal distribution of power between women and men , in sexism and gender stereotypes , which have led to domination over and discrimination against women by men; ### b. whereas violence against women and other forms of gender-based violence are widespread in the union and are to be understood as an extreme form of discrimination and a serious violation of human rights; whereas gender-based violence is rooted in the unequal distribution of power between women and men , in sexism and gender stereotypes , which have led to domination over and discrimination against women by men;


### c. whereas violence against women and gender-based violence present different but not mutually exclusive forms and manifestations; whereas those different forms of violence are often interlinked and inseparable from offline violence because they can precede , accompany or continue them; ### c. whereas violence against women and girls and gender-based violence present different but not mutually exclusive forms and manifestations; whereas those different forms of violence are generally interlinked and inseparable from offline violence because they can precede , accompany or exacerbate them; whereas domestic violence against women has worryingly increased during the pandemic of covid-19 within member states and this violence is spilling into the online world as abusive (ex) partners also monitor , track , threaten and perpetrate violence with digital tools1a , suggesting that cyber violence can coincide with and escalate to physical violence if not addressed early on; whereas in the eu strategy on victims' rights 2020-2025 , the commission acknowledges the current situation with the covid-19 pandemic has occasioned an increase in cybercrimes such as online sexual offences and hate crime;


### c. whereas violence against women and gender-based violence present different but not mutually exclusive forms and manifestations; whereas those different forms of violence are often interlinked and inseparable from offline violence because they can precede , accompany or continue them; ### c. whereas violence against women and lgbti persons and gender-based violence present different but not mutually exclusive forms and manifestations; whereas those different forms of violence are often interlinked with , and inseparable from , offline violence because they can precede , accompany or continue them;


### d. whereas cyber harassment , cyber stalking , cyber bullying , trolling , online hate speech , flaming , doxxing and image-based sexual abuse are among the most common types of gender-based cyberviolence; whereas some member states have adopted specific legislation on some of those particular forms only; ### d. whereas among the most common types of gender-based cyberviolence are crimes such as cyber harassment , cyber stalking by using rape threats , death threats , hacking attempts , and publication of private information and photos; sexual exploitation online , non-consensual pornography and revenge porn , impersonation , cyber bullying , trolling , online hate speech , flaming , doxxing and image-based sexual abuse are among the most common types of gender-based cyberviolence and can occur on a variety of platforms such as social media , web content and discussion sites , search engines , messaging services , blogs , dating websites and apps , comment sections of media and newspapers , forums , chat rooms of online video games; whereas some member states have adopted specific legislation on some of those particular forms only;


### d. whereas cyber harassment , cyber stalking , cyber bullying , trolling , online hate speech , flaming , doxxing and image-based sexual abuse are among the most common types of gender-based cyberviolence; whereas some member states have adopted specific legislation on some of those particular forms only; ### d. whereas cyber harassment , cyber stalking , cyber bullying , trolling , online hate speech , flaming , doxing , sextortion , blackmail , public shaming , identity theft , revenge porn and image-based sexual abuse are among the most common types of gender-based cyberviolence; whereas some member states have adopted specific legislation on some of those particular forms only;


### d. whereas cyber harassment , cyber stalking , cyber bullying , trolling , online hate speech , flaming , doxxing and image-based sexual abuse are among the most common types of gender-based cyberviolence; whereas some member states have adopted specific legislation on some of those particular forms only; ### d. whereas cyber harassment , cyber stalking , cyber bullying , trolling , online hate speech , flaming , doxxing , dead-naming and image-based sexual abuse are among the most common types of gender-based cyberviolence; whereas some member states have adopted specific legislation on some of those particular forms only;


### e. whereas , despite a growing awareness of the phenomenon of gender-based cyberviolence , the lack of collection of exhaustive and recent data and the underreporting of cases of gender-based cyberviolence prevents an accurate assessment of its prevalence; whereas the european added value assessment on gender-based cyberviolence estimates that between 4 and 7% of women in the union have experienced cyber harassment during the past 12 months , while between 1 and 3% have experienced cyber stalking; ### e. whereas , despite a growing awareness of the phenomenon of gender-based cyberviolence , the lack of collection of exhaustive and recent data and the underreporting of cases of gender-based cyberviolence prevents an accurate assessment of its prevalence; whereas the european added value assessment on gender-based cyberviolence estimates that between 4 and 7% of women in the union have experienced cyber harassment during the past 12 months , while between 1 and 3% have experienced cyber stalking; whereas already in 2014 , according to the fra survey on violence against women , 11% of women have experienced cyber harassment and 14% of women have experienced stalking since the age of 15 , in the eu;


### f. whereas women can be targeted by cyberviolence either individually or as members of a specific community; whereas intersectional forms of discrimination can exacerbate the consequences of gender-based cyberviolence; ### f. whereas women in all their diversity can be targeted by cyberviolence either individually or as members of a specific community; whereas targeting of lgbti persons is often on the grounds of their gender identity , gender expression or sex characteristics; whereas intersectional forms of discrimination increase the exposure to violence for women belonging to ethnic minorities , with disabilities , as well as lesbian , bisexual , transgender and intersex women , and can exacerbate the consequences of gender-based cyberviolence;


### f. whereas women can be targeted by cyberviolence either individually or as members of a specific community; whereas intersectional forms of discrimination can exacerbate the consequences of gender-based cyberviolence; ### f. whereas women and girls can be targeted by cyberviolence either individually or as members of a specific community; whereas intersectional forms of discrimination can exacerbate the consequences of gender-based cyberviolence; whereas women and girls having access to the internet , face online violence more often than men through a continuum of multiple , recurring and interrelated forms of gender-based violence;


### g. whereas some women , such as politicians , women in public positions , journalists , bloggers and human rights defenders , are particularly impacted by gender-based cyberviolence , and whereas this is causing not only psychological harm and suffering to them but also deterring them from participating digitally in political , social and cultural life; ### g. whereas some women and lgbti persons , such as politicians , women in public positions , journalists , bloggers and human rights defenders , are particularly impacted by gender-based cyberviolence , and whereas this is causing not only psychological harm and suffering to them but also deterring them from participating digitally in political , social and cultural life;


### g. whereas some women , such as politicians , women in public positions , journalists , bloggers and human rights defenders , are particularly impacted by gender-based cyberviolence , and whereas this is causing not only psychological harm and suffering to them but also deterring them from participating digitally in political , social and cultural life; ### g. whereas some women , such as politicians , women in public positions , journalists , bloggers and human rights defenders , are particularly impacted by gender-based cyberviolence , and whereas this is causing not only psychological harm and suffering to them but also deterring them from participating digitally in political , social , economic , and cultural life;


### 1. underlines that gender-based cyberviolence is a continuum of gender-based violence offline and that no policy alternative will be effective unless it takes this reality into consideration; ### 1. underlines that gender-based cyberviolence falls on the continuum of gender-based violence offline and that no policy alternative will be effective unless it takes this reality into consideration;


### 3. stresses that the covid-19 pandemic has increased the risk of domestic violence and abuse because victims are forced to spend more time with perpetrators and they tend to be more isolated from support networks; calls on member states to increase the assistance they offer through shelters , helplines and support services to protect victims and facilitate the reporting of gender-based violence; ### 3. stresses the impact of the covid-19 pandemic resulted in a dramatic increase of domestic violence and abuse , ‘called the shadow pandemic’ , including physical violence , psychological violence and cyber violence , because victims are forced to spend more time with perpetrators and they tend to be more isolated from support networks; calls on the commission to develop a european union protocol on gender-based violence in times of crisis and emergency , to include protection services for victims as ‘essential services’ in the member states; calls on member states to increase the assistance they offer through shelters , helplines and support services to protect victims and facilitate the reporting and prosecution of gender-based violence;


### 3. stresses that the covid-19 pandemic has increased the risk of domestic violence and abuse because victims are forced to spend more time with perpetrators and they tend to be more isolated from support networks; calls on member states to increase the assistance they offer through shelters , helplines and support services to protect victims and facilitate the reporting of gender-based violence; ### 3. stresses that the covid-19 pandemic has increased the risk of domestic violence and abuse because victims are forced to spend more time with perpetrators and they tend to be more isolated from support networks; highlights that many lgbti persons were forced to be confined with family members , legal guardians or co-habitants who harassed , abused or exposed them to violence; calls on member states to increase the assistance they offer through specialised shelters , helplines and support services to protect victims and facilitate the reporting of gender-based violence;


### 4. underlines the transnational nature of gender-based cyberviolence , considering the cross-border dimension of the use of ict; ### 4. underlines the transnational nature of gender-based cyberviolence , considering the cross-border dimension of the use of ict; notes that the problem of gender-based cyberviolence is probably more significant than what data currently suggests due to underreporting and normalization of online violence against women; stresses that the overlap with human trafficking based on sexual exploitation of women and girls must be taken into account and fought; underlines that awareness-raising in relation to online human trafficking on social media is essential to prevent new victims from entering into the trafficking networks;


### 4. underlines the transnational nature of gender-based cyberviolence , considering the cross-border dimension of the use of ict; ### 4. underlines the transnational nature of gender-based cyberviolence , considering the cross-border dimension of the use of ict; calls on the european commission and member states to adopt a harmonised legislative framework on combating cross- border cyberviolence;


### 5. calls on the member states to promote awareness raising , to implement national criminal justice laws and specific policies and programmes to prevent gender-based cyberviolence and to fight against impunity for those who commit such acts; ### 5. calls on the member states to promote awareness raising campaigns and initiatives , to implement national criminal justice laws and specific policies and programmes , also targeting younger generations , to prevent gender-based cyberviolence and to fight against impunity for those who commit such acts; calls on the member states to establish networks of national contact points and initiatives to improve the enforcement of existing rules , enhancing the prevention of gender-based cyberviolence;


### 5. calls on the member states to promote awareness raising , to implement national criminal justice laws and specific policies and programmes to prevent gender-based cyberviolence and to fight against impunity for those who commit such acts; ### 5. calls on the member states to promote awareness raising , to implement national criminal justice laws and specific policies and programmes to prevent gender-based cyberviolence and to fight against impunity for those who commit such acts; emphasises the importance of increasing investment in investigating the scale and impact of the phenomenon of gender-based cyberviolence;


### 6. urges the commission and the member states to establish a reliable system for regularly collecting statistical disaggregated and comparable data on gender-based violence , including cyberviolence; ### 6. calls on the commission and the member states to establish a reliable system for regularly collecting statistical disaggregated and comparable data on gender-based violence , including cyberviolence , its prevalence and consequences , and to develop indicators to measure the effectiveness of interventions through cooperation with eurostat , the european union agency for fundamental rights and the european institute for gender equality; welcomes the announcement of a new eu-wide survey by the fra on the prevalence and dynamics of all forms of violence against women;


### 7. notes that inter alia stress , concentration problems , anxiety , panic attacks , low self-esteem , depression , post-traumatic stress disorder , lack of trust and lack of sense of control , caused by cyberviolence , can have an impact on mental health; ### 7. notes that being victim of gender-based cyberviolence can lead to psychological and physical consequences , including stress , concentration problems , anxiety , panic attacks , low self-esteem , depression , post-traumatic stress disorder , lack of trust and lack of sense of control; points out that it can also lead to reputational damage , breaches on the right to privacy and withdrawal from online and offline environments , contributing to silencing women's voices in public spaces; underlines that it can also have labour market impacts in terms of lower presence at work , risk of job loss , and reduced quality of life , and that some of these impacts compound other forms of discrimination faced by women and gender minorities on the labour market;


### 7. notes that inter alia stress , concentration problems , anxiety , panic attacks , low self-esteem , depression , post-traumatic stress disorder , lack of trust and lack of sense of control , caused by cyberviolence , can have an impact on mental health; ### 7. notes that inter alia stress , concentration problems , anxiety , panic attacks , low self-esteem , depression , post-traumatic stress disorder , social alienation , lack of trust and lack of sense of control , caused by cyberviolence , can have an impact on mental health and can lead to self- harm thoughts and actions;


### 7. notes that inter alia stress , concentration problems , anxiety , panic attacks , low self-esteem , depression , post-traumatic stress disorder , lack of trust and lack of sense of control , caused by cyberviolence , can have an impact on mental health; ### 7. notes that inter alia stress , concentration problems , anxiety , panic attacks , low self-esteem , depression , post-traumatic stress disorder , lack of trust and lack of sense of control , caused by cyberviolence , can have an impact on mental health and may lead to self-harm and suicidal ideation;


### 9. calls on the member states to give particular attention to women belonging to groups put in a vulnerable situation as regards gender-based cyberviolence and to develop specific support services and educational programmes dedicated to those specific groups; ### 9. calls on the member states to give particular attention to women belonging to groups put in a vulnerable situation , such as women belonging to ethnic minorities , with disabilities , lesbian , bisexual , transgender and intersex women , as well as lgbti persons in general and in particular lgbti youth , as regards gender-based cyberviolence and to develop specific support services and educational programmes dedicated to those specific groups;


### 10. deplores the fact that gender-based cyberviolence reduces the participation of women in public debate which , as a consequence , erodes the democratic principles of the union; regrets that that ‘silencing effect’ has been particularly aimed at targeting women activists , journalists and politicians with the intention of discouraging the presence of women in political life and decision-making spheres; ### 10. deplores the fact that gender-based cyberviolence reduces the participation of women in public debate which , as a consequence , hinders victims fundamental rights , including freedom of speech , and erodes the democratic principles of the union; regrets that that ‘silencing effect’ has been particularly aimed at targeting women activists , journalists , human rights defenders , and politicians with the intention of discouraging the presence of women in political life and decision-making spheres;


### 11. recalls that gender stereotypes are at the core of gender discrimination and are one of the main barriers to the entry of women and girls in the ict and digital fields; stresses the need to tackle the gender gap in the ict sector through education , awareness-raising campaigns and the promotion of the representation of women in the sector; ### 11. recalls that gender stereotypes are at the core of gender discrimination and are one of the main barriers to the entry of women , girls and gender minorities in the ict and digital fields; stresses the need to tackle the gender gap in the ict sector , which is particularly high in innovative technologies , such as the ai and cybersecurity domains , where the average worldwide female presence stands at 12 % and 20 % respectively1a through education , awareness-raising campaigns and the promotion of the representation of women in the sector; highlights that one of ai’s most critical weaknesses relates to certain types of bias such as gender , age , disability , religion , racial or ethnic origin , social background or sexual orientation as a result of a homogeneous workforce , leaving women marginalised from emerging technologies , thus exacerbating the consequences of gender-based cyberviolence; calls on the commission and the member states to take all possible measures to prevent such biases , specifically by tackling the gender gap in the sector and to ensure the full protection of fundamental rights;


### 11. recalls that gender stereotypes are at the core of gender discrimination and are one of the main barriers to the entry of women and girls in the ict and digital fields; stresses the need to tackle the gender gap in the ict sector through education , awareness-raising campaigns and the promotion of the representation of women in the sector; ### 11. highlights that women and girls face many barriers to the entry in the ict and digital fields; stresses the need to tackle the gender gap in the ict sector through education , awareness-raising campaigns and the promotion of the representation of women in the sector;


### 11. recalls that gender stereotypes are at the core of gender discrimination and are one of the main barriers to the entry of women and girls in the ict and digital fields; stresses the need to tackle the gender gap in the ict sector through education , awareness-raising campaigns and the promotion of the representation of women in the sector; ### 11. recalls that gender norms and stereotypes are at the core of gender discrimination and are one of the main barriers to the entry of women and girls in the ict and digital fields; stresses the need to tackle the gender gap in the ict sector through education , awareness-raising campaigns and the promotion of the representation of women in the sector;


### 12. underlines the need to protect , support and ensure reparation for victims of gender-based cyberviolence; ### 12. underlines the need to protect , support and ensure reparation for victims of gender-based cyberviolence; stresses the need for legal and psychological resources for assisting victims of cyberviolence in order to prevent further harm and re- victimisation;


### 12. underlines the need to protect , support and ensure reparation for victims of gender-based cyberviolence; ### 12. calls on the member states to ensure protection , support , equal access to justice , and reparation for victims of gender-based cyberviolence;


### 13. recalls that the council is to urgently conclude the union’s ratification of the council of europe convention on preventing and combating violence against women and domestic violence (the ‘istanbul convention’) on the basis of a broad accession without any limitations , and to advocate for its ratification , swift and proper implementation , and enforcement by all member states; underlines that the istanbul convention is the most comprehensive international treaty addressing the root causes of gender-based violence in all its forms; highlights that this call does not detract from the call to adopt a union legal act on combating gender-based violence but , rather , complements it; ### 13. recalls that the council is to urgently conclude the union’s ratification of the council of europe convention on preventing and combating violence against women and domestic violence (the ‘istanbul convention’) on the basis of a broad accession without any limitations , and to advocate for its ratification by bulgaria , czech republic , hungary , latvia , lithuania and slovakia , its swift and proper implementation , and enforcement by all member states taking into account the recommendations by grevio; underlines that the istanbul convention is the most comprehensive international treaty addressing the root causes of gender-based violence in all its forms , ensuring legislative action on both online and offline gender-based violence; highlights that this call does not detract from the call to adopt a union legal act on combating gender-based violence but , rather , complements it;


### 14. strongly reaffirms its commitment , as it has previously expressed , to tackle gender-based violence and to the need to have a comprehensive directive covering all its forms as the best way to put an end to gender-based violence; ### 14. strongly reaffirms its commitment , as it has previously expressed , to tackle gender-based violence and to the need to have a comprehensive directive covering all its forms , including violations of women’s sexual and reproductive health and rights , online violence and sexual exploitation and abuse , as the best way to put an end to gender-based violence;


### 14. strongly reaffirms its commitment , as it has previously expressed , to tackle gender-based violence and to the need to have a comprehensive directive covering all its forms as the best way to put an end to gender-based violence; ### 14. strongly reaffirms its commitment , as it has previously expressed , to tackle gender-based violence and to the need to have a comprehensive legal framework covering all its forms as the best way to put an end to gender-based violence;


### the objective of the directive should be to establish minimum rules concerning the definition of the crime of gender-based cyberviolence and related sanctions , to establish measures to promote and support the action of member states in the field of prevention of that crime and measures to protect , support and ensure reparation for the victims. ### the objective of the directive should be to establish a harmonised policy response on minimum rules concerning the definition of the crime of gender-based cyberviolence and related sanctions , to establish measures to promote and support the action of member states in the field of prevention of that crime and measures to protect , support and ensure reparation for the victims.


### the scope should cover any form of gender-based violence committed , assisted or aggravated in part or fully by the use of ict , such as mobile phones and smartphones , the internet , social media platforms or email , against a woman because she is a woman , or affects women disproportionately. ### the scope should cover any form of gender-based violence committed , assisted or aggravated in part or fully by the use of ict , such as mobile phones and smartphones , the internet , social media platforms or email , against a woman because she is a woman , or affects women disproportionately. the scope should encompass gender-based violence against lgbtiq persons , who are targeted because of their gender , gender identity , gender expression or sex characteristics.


### the scope should cover any form of gender-based violence committed , assisted or aggravated in part or fully by the use of ict , such as mobile phones and smartphones , the internet , social media platforms or email , against a woman because she is a woman , or affects women disproportionately. ### the scope should cover any form of gender-based violence committed , assisted or aggravated in part or fully by the use of ict , such as mobile phones and smartphones , the internet , social media platforms , messaging apps or email , against a woman because she is a woman , or affects women disproportionately.


### - ict-related violations of privacy (including the accessing , sharing and manipulation of private data or images , including intimate data without consent , image-based sexual abuse and non-consensual disclosure of sexual images , doxxing , identity theft); ### - ict-related violations of privacy (including the accessing , sharing and manipulation of private data or images , including intimate data without consent , image-based sexual abuse and non-consensual disclosure of sexual images , doxxing , dead-naming , identity theft);


### - sexist hate speech (including: posting and sharing violent content , use of sexist or gendered comments and insults , abusing women for expressing their own views and for turning away sexual advances); ### - sexist , transphobic or interphobic hate speech (including: posting and sharing violent content , use of sexist or gendered comments and insults , abusing women for expressing their own views and for turning away sexual advances , inciting to hatred against individuals on grounds of their gender identity , expression or sex characteristics);


### - sexist hate speech (including: posting and sharing violent content , use of sexist or gendered comments and insults , abusing women for expressing their own views and for turning away sexual advances); ### - sexist hate speech (including: posting and sharing violent content , use of sexist or gendered comments and insults , abusing and threatening women for expressing their own views and for turning away sexual advances);


### member states should implement a series of measures in order to prevent gender-based cyberviolence: ### member states should implement a series of measures in order to prevent gender-based cyberviolence , having an intersectional approach:


### - awareness-raising and educational programmes involving all relevant actors and stakeholders to address the root causes of gender-based cyberviolence , within the general context of gender-based violence in order to bring about changes in social and cultural attitudes and remove gender stereotypes , while promoting responsible behaviour on social media and increasing literacy about the safe use of the internet; ### - awareness-raising and educational programmes involving all relevant actors and stakeholders to address the root causes of gender-based cyberviolence , within the general context of gender-based violence in order to bring about changes in social and cultural attitudes and remove gender norms and stereotypes , while promoting responsible behaviour on social media and increasing literacy about the safe use of the internet;


### - digital education , literacy and skills , including in the school curricula , in order to promote an enhanced understanding of digital technologies and the empowerment of users , to improve digital inclusion , to ensure the respect for fundamental rights , to eliminate any gender inequality in access to technologies and to ensure gender diversity in the technology sector , particularly in the development of new technologies; ### - digital education , literacy and skills , cyber hygiene and netiquette , including in the school curricula , in order to promote an enhanced understanding of digital technologies , communication skills and the empowerment of users , to improve digital inclusion , to ensure the respect for fundamental rights , to eliminate any gender inequality in access to technologies and to ensure gender diversity in the technology sector , particularly in the development of new technologies , including training for teachers;


### - digital education , literacy and skills , including in the school curricula , in order to promote an enhanced understanding of digital technologies and the empowerment of users , to improve digital inclusion , to ensure the respect for fundamental rights , to eliminate any gender inequality in access to technologies and to ensure gender diversity in the technology sector , particularly in the development of new technologies; ### - digital education , literacy and skills , including in the school curricula , in order to promote an enhanced understanding of digital technologies and the empowerment of users , to improve digital inclusion , to ensure the respect for fundamental rights , to eliminate any gender inequality and biases in access to technologies and to ensure gender diversity in the technology sector , particularly in the development of new technologies;


### - facilitating access to information and developing specific services for victims of cyberviolence (helplines , shelters); ### - facilitating access to information and developing specific services for victims of cyberviolence (helplines , shelters , legal and psychological assistance);


### - aggravating circumstances , depending on the profile of the women and girl victims (exploiting specific characteristics , vulnerabilities of women and girls online); ### - aggravating circumstances , depending on the profile of the women , girls and lgbti victims (exploiting specific characteristics , vulnerabilities of women , girls and lgbti persons online);


### the commission and member states should collect and publish disaggregated and comparable data on gender-based cyberviolence , in particular on the different forms of gender-based cyberviolence , not only based on law enforcement reports but also on women’s experiences. ### the commission and member states should collect and publish disaggregated and comparable data on gender-based cyberviolence , in particular on the different forms of gender-based cyberviolence , not only based on law enforcement reports but also on women’s experiences. the fra should conduct new extensive eu-wide research on all forms of gender-based cyber violence , based on the most recent eu data to provide an accurate response to violence against women.


### the commission and member states should collect and publish disaggregated and comparable data on gender-based cyberviolence , in particular on the different forms of gender-based cyberviolence , not only based on law enforcement reports but also on women’s experiences. ### the commission and member states should collect and publish disaggregated and comparable data on gender-based cyberviolence , in particular on the different forms of gender-based cyberviolence , not only based on law enforcement reports but also on the experiences of women and lgbti persons.


### a. whereas the epsr action plan sets out concrete initiatives for the implementation of principles that are essential for building a stronger social europe for just transitions and recovery; ### a. whereas the epsr action plan sets out concrete initiatives for the implementation of principles that are essential for building a stronger social europe for just transitions and recovery , including one specifically on long-term care;


### b. whereas care encompasses services to address the physical , psychological and social needs of dependents , as well as support to guarantee the equal exercise of rights , dignity , autonomy , inclusion and well-being for all members of society; ### b. whereas care encompasses services to address the physical , psychological and social needs of care recipients , as well as support to guarantee the equal exercise of rights , dignity , autonomy , inclusion and well-being for all members of society;


### d. whereas there is a lack of quality , accessible and affordable care in nearly all member states; whereas the monitoring of care is hampered by the lack of disaggregated data and the lack of quality indicators; ### d. whereas there is a lack of quality , available , accessible and affordable care in nearly all member states; whereas the monitoring of care is hampered by the lack of disaggregated data , the lack of quality indicators and the lack of knowledge about certain diseases such as temporary disabling diseases;


### d. whereas there is a lack of quality , accessible and affordable care in nearly all member states; whereas the monitoring of care is hampered by the lack of disaggregated data and the lack of quality indicators; ### d. whereas care should be of high quality , accessible and affordable in all member states; whereas the monitoring of care is hampered by the lack of disaggregated data and the lack of quality indicators;


### e. whereas the covid-19 pandemic has exacerbated the existing challenges in terms of access to formal care services; ### e. whereas the covid-19 pandemic has exacerbated the existing challenges showcasing the many structural problems entrenched in europe's social care system , i.e. in terms of the ability to access and afford formal care and domestic services , including to timely , affordable and high-quality medical treatment , and highlighted pre-existing care workforce shortages , overloaded health-care systems , and overreliance on informal care or undeclared work , etc.; whereas this situation is worrying as ageing of population is increasing the need for long-term care;


### f. whereas the provision of quality care depends on the existence of a sufficiently large and well-trained workforce , the creation of decent working conditions and integrated services , and adequate funding; ### f. whereas the provision of quality care depends on the existence of a sufficiently large and well-trained workforce , decent working conditions , decent income and integrated services , and adequate funding;


### g. whereas the structures of care need to be changed from centralised institutions to community-based care; whereas that shift has been too slow; ### g. whereas the structures of care need to be changed from centralised institutions to home and community-based care; whereas that shift has been too slow and under-financed;


### h. whereas the undervaluation and invisibility of care work are closely linked with the fact that women dominate in the care sector; ### h. whereas carework is too often undervalued and suffers from lack of visibility; whereas women tend to be the primary care givers and dominate the care sector; whereas women’s participation in unpaid care is very high , standing at over 85% in all member states when considering both daily and weekly engagement17ba;


### 2. stresses the importance of an integrated approach to common european action on care that pays equal attention to people’s physical , psychological and social needs; ### 2. stresses the importance of an integrated approach to common european action on care that pays equal attention to people’s physical , psychological and social needs with a special attention for some groups in vulnerable positions such as women and girls , children , the elderly and people with disability;


### 4. emphasises that a substantial proportion of care models , services and facilities are outdated and that care recipients should be placed at the centre of care plans; ### 4. emphasises that a substantial proportion of care models , services and facilities are outdated and that care recipients should be placed at the centre of care plans; stresses that people centricity is tied to increased integration of care and more holistic care pathways , which are essential to improve benefits to patients as well as quality of care; recognises that integration of care across europe is currently limited due to lack of appropriate incentives and structures;


### 4. emphasises that a substantial proportion of care models , services and facilities are outdated and that care recipients should be placed at the centre of care plans; ### 4. emphasises that a substantial proportion of care models , services and facilities are outdated; believes that person-centred and individualised care for all is necessary to ensure the dignity of the recipients of care and carers , as well as the full participation and inclusion in the community;


### 5. calls on the member states to exchange information and best practices with a view to developing a common european quality framework for care , encompassing all care settings , encouraging upward social convergence and guaranteeing equal rights for all citizens; ### 5. calls on the member states to exchange information and best practices with a view to developing a common european quality framework for care , encompassing all care settings , encouraging upward social convergence , strengthening quality of life , and guaranteeing equal rights for all citizens;


### 19. notes that between 40 and 50 million people in the eu provide informal care on a regular basis; notes that this work tends to be long term and can hinder formal labour market participation , resulting in a loss of income and aggravating the gender pension gap; ### 19. notes that between 40 and 50 million people in the eu provide informal care on a regular basis , the majority of whom are women; notes that this work tends to be long term and can hinder formal labour market participation , resulting in less career’s opportunities or even acceptance of jobs below the level of skills of the informal carer , leading to a loss of income and aggravation of the gender pension gap; stresses that those detrimental effects are closely associated with the intensity of care provided;


### (42) member states should provide for effective , proportionate and dissuasive penalties in the event of infringements of national provisions adopted pursuant to this directive or national provisions that are already in force on the date of entry into force of this directive and that relate to the right to equal pay between men and women for the same work or work of equal value. such penalties should include fines , which should be set at a minimum level having due regard to the gravity and duration of the infringement , to any possible intent to discriminate or serious negligence , and to any other aggravating or mitigating factors that may apply in the circumstances of the case , for instance , where pay discrimination based on sex intersects with other grounds of discrimination. member states should consider allocating amounts recovered as fines to the equality bodies for the purpose of effectively carrying out their functions in regard to the enforcement of the right to equal pay , including to bring pay discrimination claims or assist and support victims in bringing such claims. ### (42) member states should provide for effective , proportionate and dissuasive penalties in the event of infringements of national provisions adopted pursuant to this directive or national provisions that are already in force on the date of entry into force of this directive and that relate to the right to equal pay between men and women for the same work or work of equal value. such penalties should include fines based , for instance , on the employer’s gross annual turnover or on the employer’s total payroll and which should be set at a minimum level having due regard to the gravity and duration of the infringement , to any possible intent to discriminate or serious negligence , and to any other aggravating or mitigating factors that may apply in the circumstances of the case , for instance , where pay discrimination based on sex intersects with other grounds of discrimination. member states should consider allocating amounts recovered as fines to the equality bodies for the purpose of effectively carrying out their functions in regard to the enforcement of the right to equal pay , including to bring pay discrimination claims or assist and support victims in bringing such claims.


### (48) in order to ensure proper monitoring of the implementation of the right to equal pay between men and women for the same work or work of equal value , member states should set up or designate a dedicated monitoring body. this body , which may be part of an existing body pursuing similar objectives , should have specific tasks in relation to the implementation of the pay transparency measures foreseen in this directive and gather certain data to monitor pay inequalities and the impact of the pay transparency measures. ### (48) in order to ensure proper monitoring of the implementation of the right to equal pay between men and women for the same work or work of equal value , member states should set up or designate a dedicated monitoring body. this body , which may be part of an existing body pursuing similar objectives , should have specific tasks in relation to the implementation of the pay transparency measures foreseen in this directive and gather certain data to monitor pay inequalities and the impact of the pay transparency measures. member states should ensure the monitoring body has adequate resources in order to fulfil its tasks.


### (52) in implementing this directive member states should avoid imposing administrative , financial and legal constraints in a way which would hold back the creation and development of micro , small and medium-sized enterprises. member states are therefore invited to assess the impact of their transposition act , on small and medium-sized enterprises in order to ensure that they are not disproportionately affected , giving specific attention to micro-enterprises , to alleviate the administrative burden , and to publish the results of such assessments. ### (52) in implementing this directive member states should avoid imposing administrative , financial and legal constraints in a way which would hold back the creation and development of micro , small and medium-sized enterprises. member states are therefore invited to assess the impact of their transposition act , on mid-cap companies , excluding micro , small and medium-sized enterprises (smes) from any legislation concerning gender pay transparency or minimum wages , in order to ensure that they are not disproportionately affected. moreover , giving specific attention to micro-enterprises and smes , and due to the increasing administrative burden through current legislation , a thorough analysis must be published with the results of an assessment how micro-enterprises and smes can be sustainably relieved of 30% of their administrative workload.


### this directive lays down minimum requirements to strengthen the application of the principle of equal pay between men and women for equal work or work of equal value enshrined in article 157 tfeu and the prohibition of discrimination laid down in article 4 of directive 2006/54/ec , in particular through pay transparency and reinforced enforcement mechanisms. ### this directive establishes a framework to promote the application of the principle of equal pay between men and women for equal work or work of equal value enshrined in article 157 tfeu and the prohibition of discrimination laid down in article 4 of directive 2006/54/ec , in particular through pay transparency and reinforced enforcement mechanisms.


### 1. this directive applies to employers in the public and private sectors. ### 1. this directive applies to employers in the public and private sectors with more than 500 employees.


### 1. this directive applies to employers in the public and private sectors. ### 1. this directive shall gradually apply to employers in the public and private sectors


### 2. this directive applies to all workers who have an employment contract or employment relationship as defined by law , collective agreements and/or practice in force in each member state with consideration to the case-law of the court of justice. ### 2. this directive applies to workers who have an employment contract or employment relationship as defined by law , collective agreements and/or practice in force in each member state


### 2. this directive applies to all workers who have an employment contract or employment relationship as defined by law , collective agreements and/or practice in force in each member state with consideration to the case-law of the court of justice. ### 2. this directive applies to workers who have an employment contract or employment relationship as defined by law , collective agreements and/or practice in force in each member state with consideration to the case-law of the court of justice.


### ‘category of workers’ means workers performing the same work or work of equal value grouped by the workers’ employer based on criteria as laid down in article 4 of this directive and specified by the employer concerned; ### ‘category of workers’ means workers who are grouped by the workers’ employer with respect to applicable law , collective agreement or other provisions in each member state with regard to workers performing the same work or work of equal value;


### 1. member states shall take the necessary measures to ensure that employers have pay structures in place ensuring that women and men are paid equally for the same work or work of equal value. ### 1. member states shall take the necessary measures to ensure that employers have pay structures in place ensuring that women and men are paid equally for the same work or work of equal value performed at the same employer


### 1. member states shall take the necessary measures to ensure that employers have pay structures in place ensuring that women and men are paid equally for the same work or work of equal value. ### 1. member states shall take the necessary measures to ensure that women and men are paid equally for the same work or work of equal value.


### 2. member states shall take the necessary measures ensuring that tools or methodologies are established to assess and compare the value of work in line with the criteria set out in this article. these tools or methodologies may include gender-neutral job evaluation and classification systems. ### 2. member states shall together with social partners take appropriate measures ensuring adequate guidance to assess and when possible compare the value of work in line with the criteria set out in this article. these recommendations may include gender-neutral job evaluation and classification systems.


### 3. the tools or methodologies shall allow assessing , in regard to the value of work , whether workers are in a comparable situation , on the basis of objective criteria which shall include educational , professional and training requirements , skills , effort and responsibility , work undertaken and the nature of the tasks involved. they shall not contain or be based on criteria which are based , whether directly or indirectly , on workers’ sex. ### 3. the tools or methodologies shall allow assessing , in regard to the value of work , whether workers are in a comparable situation , on the basis of objective criteria. those criteria shall be agreed with the social partners and shall include , for instance :


### 3. the tools or methodologies shall allow assessing , in regard to the value of work , whether workers are in a comparable situation , on the basis of objective criteria which shall include educational , professional and training requirements , skills , effort and responsibility , work undertaken and the nature of the tasks involved. they shall not contain or be based on criteria which are based , whether directly or indirectly , on workers’ sex. ### 3. an overall assessment according to this guidance , in regard to the value of work , whether workers are in a comparable situation , on the basis of objective criteria which may include educational , professional and training requirements , skills , effort and responsibility , work undertaken and the nature of the tasks involved or similar criteria laid down by national law or by collective agreement. they shall not contain or be based on criteria which are based , whether directly or indirectly , on workers’ sex.


### 3. the tools or methodologies shall allow assessing , in regard to the value of work , whether workers are in a comparable situation , on the basis of objective criteria which shall include educational , professional and training requirements , skills , effort and responsibility , work undertaken and the nature of the tasks involved. they shall not contain or be based on criteria which are based , whether directly or indirectly , on workers’ sex. ### 3. the tools or methodologies shall allow assessing , in regard to the value of work , whether workers are in a comparable situation , on the basis of objective criteria regarding the requirements of the work which shall include educational requirements , skills and work undertaken. they shall not contain or be based on criteria which are based , whether directly or indirectly , on workers’ sex.


### 4. whenever differences in pay can be attributed to a single source establishing the pay conditions , the assessment whether workers are carrying out the same work or work of equal value shall not be limited to situations in which female and male workers work for the same employer but may be extended to that single source. the assessment shall also not be limited to workers employed at the same time as the worker concerned. where no real comparator can be established , a comparison with a hypothetical comparator or the use of other evidence allowing to presume alleged discrimination shall be permitted. ### deleted


### 4. whenever differences in pay can be attributed to a single source establishing the pay conditions , the assessment whether workers are carrying out the same work or work of equal value shall not be limited to situations in which female and male workers work for the same employer but may be extended to that single source. the assessment shall also not be limited to workers employed at the same time as the worker concerned. where no real comparator can be established , a comparison with a hypothetical comparator or the use of other evidence allowing to presume alleged discrimination shall be permitted. ### 4. whenever differences in pay can be attributed to a single source establishing the pay conditions , the assessment whether workers are carrying out the same work or work of equal value shall not be limited to situations in which female and male workers work for the same employer but may be extended to that single source. the assessment shall also not be limited to workers employed at the same time as the worker concerned. where no real comparator can be established , a comparison with a hypothetical comparator or the use of other evidence allowing to presume alleged discrimination shall be permitted such as a reference to an existing classification based on social partners’ collective agreements at branch or at sector level.


### 1. applicants for employment shall have the right to receive from the prospective employer information about the initial pay level or its range , based on objective , gender-neutral criteria , to be attributed for the position concerned. such information shall be indicated in a published job vacancy notice or otherwise provided to the applicant prior to the job interview without the applicant having to request it. ### deleted


### 1. applicants for employment shall have the right to receive from the prospective employer information about the initial pay level or its range , based on objective , gender-neutral criteria , to be attributed for the position concerned. such information shall be indicated in a published job vacancy notice or otherwise provided to the applicant prior to the job interview without the applicant having to request it. ### 1. applicants for employment who enter the final stage of recruitment shall have the right to receive from the prospective employer information about the pay range , based on objective , gender-neutral criteria , to be attributed for the position concerned.


### 1. applicants for employment shall have the right to receive from the prospective employer information about the initial pay level or its range , based on objective , gender-neutral criteria , to be attributed for the position concerned. such information shall be indicated in a published job vacancy notice or otherwise provided to the applicant prior to the job interview without the applicant having to request it. ### 1. applicants for employment shall have the right to receive from the prospective employer information about the initial pay level or its range , based on objective , gender-neutral criteria , to be attributed for the position concerned. such information shall be provided upon request.


### 2. an employer shall not , orally or in writing , personally or through a representative , ask applicants about their pay history during their previous employment relationships. ### deleted


### the employer shall make easily accessible to its workers a description of the criteria used to determine pay levels and career progression for workers. these criteria shall be gender-neutral. ### the employer shall make easily accessible to its workers a description of the criteria used to determine pay levels and career progression for worker , whereby member states shall give specific attention to micro-enterprises and smes. these criteria shall be gender-neutral.


### the employer shall make easily accessible to its workers a description of the criteria used to determine pay levels and career progression for workers. these criteria shall be gender-neutral. ### the employer shall make easily accessible to its workers a description of the criteria used to determine pay levels for workers. these criteria shall be gender-neutral.


### 1. workers shall have the right to receive information on their individual pay level and the average pay levels , broken down by sex , for categories of workers doing the same work as them or work of equal value to theirs , in accordance with paragraphs 3 and 4. ### 1. workers in companies with more than 200 employees shall have the right to receive information on their individual pay level and the average pay levels , broken down by sex , for categories of workers doing the same work as them or work of equal value to theirs , in accordance with paragraphs 3 and 4. in the case of companies that are bound by and/or apply collective bargaining agreements , a reference to the applicable collective bargaining agreement shall suffice as information.


### 1. workers shall have the right to receive information on their individual pay level and the average pay levels , broken down by sex , for categories of workers doing the same work as them or work of equal value to theirs , in accordance with paragraphs 3 and 4. ### 1. workers whose employer employs at least 50 workers shall have the right to receive information on their individual pay level and the average pay levels , broken down by sex , for categories of workers doing the same work as them or work of equal value to theirs , in accordance with paragraphs 3 and 4 provided that this information has not already been communicated to the workers' representatives.


### 1. workers shall have the right to receive information on their individual pay level and the average pay levels , broken down by sex , for categories of workers doing the same work as them or work of equal value to theirs , in accordance with paragraphs 3 and 4. ### 1. workers shall have the right to receive information on their individual pay level and the average pay levels , broken down by sex , for categories of workers doing the same work as them or work of equal value to theirs , in accordance with paragraphs 3 and 4. such a request cannot be submitted more than two times per year.


### 1. workers shall have the right to receive information on their individual pay level and the average pay levels , broken down by sex , for categories of workers doing the same work as them or work of equal value to theirs , in accordance with paragraphs 3 and 4. ### 1. workers shall have the right to receive information on pay gap and median pay gap , broken down by sex , for categories of workers doing the same work as them or work of equal value in the employer´s operations , in accordance with paragraphs 3 and 4.


### 2. employers shall inform all workers , on an annual basis , of their right to receive the information referred to in paragraph 1. ### 2. employers shall inform all workers , within a reasonable time frame , of their right to receive the information referred to in paragraph 1.


### 3. employers shall provide the information referred to in paragraph 1 within a reasonable period of time upon a worker’s request. the information shall be provided in accessible formats for workers with disabilities upon their request. ### 3. employers shall provide the information referred to in paragraph 1 within a reasonable period of time upon a worker’s request. the information shall be provided only if it does not reveal information about wage levels of an individual worker and in accessible formats for workers with disabilities upon their request.


### 4. workers shall have the possibility to request the information referred to in paragraph 1 through their representatives or an equality body. ### 4. workers shall have the possibility to request the information referred to in paragraph 1 through their representatives.


### 1. employers with at least 250 workers shall provide the following information concerning their organisation , in accordance with paragraphs 2 , 3 , and 5: ### 1. employers with at least 500 workers shall provide the following information concerning their organisation , in accordance with paragraphs 2 , 3 , and 5:


### 1. employers with at least 250 workers shall provide the following information concerning their organisation , in accordance with paragraphs 2 , 3 , and 5: ### 1. member states shall introduce adequate measures , with regard to national labour market traditions , to ensure that employers with at least 250 workers shall monitor and provide information concerning pay gap between female and male workers for different categories of workers that conducts the same work as them or work of equal value for the same employer.


### 1. employers with at least 250 workers shall provide the following information concerning their organisation , in accordance with paragraphs 2 , 3 , and 5: ### 1. employers with at least 100 workers shall provide the following information concerning their organisation , in accordance with paragraphs 2 , 3 , and 5:


### 1. employers with at least 250 workers shall provide the following information concerning their organisation , in accordance with paragraphs 2 , 3 , and 5: ### 1. employers with at least 50 workers shall provide the following information concerning their organisation , in accordance with paragraphs 2 , 3 , and 5:


### the proportion of female and male workers in each quartile pay band; ### deleted


### the pay gap between female and male workers by categories of workers broken down by ordinary basic salary and complementary or variable components. ### the pay gap between female and male workers by categories of workers broken down by ordinary basic salary and complementary or variable components. in the case of companies that are bound by and/or apply collective bargaining agreements , reference to the relevant collective bargaining agreement shall suffice.


### 3. the employer shall publish the information referred to in paragraph 1 , points (a) to (f) on an annual basis in a user-friendly way on its website or shall otherwise make it publicly available. the information from the previous four years , if available , shall also be accessible upon request. in addition , the employer shall share this information with the monitoring body referred to in paragraph 6. ### 3. the employer shall publish the information referred to in paragraph 1 , points (a) to (f) every three years , collectively bargained companies every five years in a user-friendly way on its website or shall otherwise make it publicly available. the information from the previous four years , if available , shall also be accessible upon request.


### 3. the employer shall publish the information referred to in paragraph 1 , points (a) to (f) on an annual basis in a user-friendly way on its website or shall otherwise make it publicly available. the information from the previous four years , if available , shall also be accessible upon request. in addition , the employer shall share this information with the monitoring body referred to in paragraph 6. ### 3. the employer shall communicate the information referred to in paragraph 1 , points (a) to (f) to the trade union or the workers' representatives at the works council. the information from the previous four years , if available , shall also be accessible to the trade union or workers' representatives upon request. in addition , the employer shall share this information with the monitoring body referred to in paragraph 6.


### 3. the employer shall publish the information referred to in paragraph 1 , points (a) to (f) on an annual basis in a user-friendly way on its website or shall otherwise make it publicly available. the information from the previous four years , if available , shall also be accessible upon request. in addition , the employer shall share this information with the monitoring body referred to in paragraph 6. ### 3. the employer shall publish the information referred to in paragraph 1 , points (a) to (e) on an annual basis in a user-friendly way on its website or shall otherwise make it publicly available. the information from the previous four years , if available , shall also be accessible upon request. in addition , the employer shall share this information with the monitoring body referred to in paragraph 6.


### 5. the employer shall provide the information referred to in paragraph 1 , point (g) to all workers and their representatives , as well as to the monitoring body referred to in paragraph 6. it shall provide it to the labour inspectorate and the equality body upon their request. the information from the previous four years , if available , shall also be provided upon request. ### deleted


### 5. the employer shall provide the information referred to in paragraph 1 , point (g) to all workers and their representatives , as well as to the monitoring body referred to in paragraph 6. it shall provide it to the labour inspectorate and the equality body upon their request. the information from the previous four years , if available , shall also be provided upon request. ### 5. the employer shall provide the information referred to in paragraph 1 , to all workers and their union representatives , or to the trade union with which the employer have entered into collective agreement with. the employer shall upon request , provide information to the monitoring body in accordance to article 26.


### 5. the employer shall provide the information referred to in paragraph 1 , point (g) to all workers and their representatives , as well as to the monitoring body referred to in paragraph 6. it shall provide it to the labour inspectorate and the equality body upon their request. the information from the previous four years , if available , shall also be provided upon request. ### 5. the employer shall provide the information referred to in paragraph 1 , point (g) and point (g a) to all workers and their representatives , as well as to the monitoring body referred to in paragraph 6. it shall provide it to the labour inspectorate and the equality body upon their request. the information from the previous four years , if available , shall also be provided upon request.


### 6. member states shall entrust the monitoring body designated pursuant to article 26 to collect the data received from employers pursuant to paragraph 1 , points (a) to (f) and to ensure that this data is public and allows a comparison between employers , sectors and regions of the member state concerned in a user-friendly way. ### deleted


### 6. member states shall entrust the monitoring body designated pursuant to article 26 to collect the data received from employers pursuant to paragraph 1 , points (a) to (f) and to ensure that this data is public and allows a comparison between employers , sectors and regions of the member state concerned in a user-friendly way. ### 6. member states shall entrust the monitoring body designated pursuant to article 26 to collect the data received from employers pursuant to paragraph 1 , points (a) to (e) and to ensure that this data is public and allows a comparison between employers , sectors and regions of the member state concerned in a user-friendly way.


### 7. workers and their representatives , labour inspectorates and equality bodies shall have the right to ask the employer for additional clarifications and details regarding any of the data provided , including explanations concerning any gender pay differences. the employer shall respond to such request within a reasonable time by providing a substantiated reply. where gender pay differences are not justified by objective and gender-neutral factors , the employer shall remedy the situation in close cooperation with the workers’ representatives , the labour inspectorate and/or the equality body. ### 7. workers and their representatives , labour inspectorates and equality bodies shall have the right to ask the employer for additional clarifications and details regarding any of the data provided , including explanations concerning any gender pay differences. the employer shall respond to such request within a reasonable time by providing a substantiated reply. where gender pay differences are not justified by objective and gender-neutral factors , the employer shall remedy the situation. member states may foresee that workers’ representatives , the labour inspectorate and/or the equality body may be involved in this procedure.


### 7. workers and their representatives , labour inspectorates and equality bodies shall have the right to ask the employer for additional clarifications and details regarding any of the data provided , including explanations concerning any gender pay differences. the employer shall respond to such request within a reasonable time by providing a substantiated reply. where gender pay differences are not justified by objective and gender-neutral factors , the employer shall remedy the situation in close cooperation with the workers’ representatives , the labour inspectorate and/or the equality body. ### 7. workers and their representatives , labour inspectorates and equality bodies shall have the right to ask the employer for additional clarifications and details regarding any of the data provided , including explanations concerning any gender pay differences. the employer shall respond to such request within a reasonable time by providing a substantiated reply. where gender pay differences are not justified by objective and gender-neutral factors , the employer shall remedy the situation within a reasonable time in close cooperation with the workers’ representatives , the labour inspectorate and/or the equality body.


### 7. workers and their representatives , labour inspectorates and equality bodies shall have the right to ask the employer for additional clarifications and details regarding any of the data provided , including explanations concerning any gender pay differences. the employer shall respond to such request within a reasonable time by providing a substantiated reply. where gender pay differences are not justified by objective and gender-neutral factors , the employer shall remedy the situation in close cooperation with the workers’ representatives , the labour inspectorate and/or the equality body. ### 7. workers and their representatives and labour inspectorates shall have the right to ask the employer for additional clarifications and details , including explanations concerning any gender pay differences. the employer shall respond to such request within a reasonable time by providing a substantiated reply. where gender pay differences are not justified by objective and gender-neutral factors , the employer shall remedy the situation in close cooperation with the workers’ representatives , the labour inspectorate and/or the equality body.


### 1. member states shall take appropriate measures to ensure that employers with at least 250 workers conduct , in cooperation with their workers’ representatives , a joint pay assessment where both of the following conditions are met: ### 1. member states shall take appropriate measures to ensure that employers with at least 500 workers conduct , in cooperation with their workers’ representatives , a joint pay assessment where both of the following conditions are met:


### 1. member states shall take appropriate measures to ensure that employers with at least 250 workers conduct , in cooperation with their workers’ representatives , a joint pay assessment where both of the following conditions are met: ### 1. member states shall take appropriate measures to ensure that employers with at least 100 workers conduct , in cooperation with their workers’ representatives , a joint pay assessment where both of the following conditions are met:


### 1. member states shall take appropriate measures to ensure that employers with at least 250 workers conduct , in cooperation with their workers’ representatives , a joint pay assessment where both of the following conditions are met: ### 1. member states shall take appropriate measures to ensure that employers with at least 50 workers conduct , in cooperation with their workers’ representatives , a joint pay assessment where both of the following conditions are met:


### 2. the joint pay assessment shall include the following: ### 2. the joint pay assessment may include the following:


### 4. if the joint pay assessment reveals differences in average pay for equal work or work of equal value between female and male workers which cannot be justified by objective and gender-neutral criteria , the employer shall remedy the situation , in close cooperation with the workers’ representatives , labour inspectorate , and/or equality body. such action shall include the establishment of gender-neutral job evaluation and classification to ensure that any direct or indirect pay discrimination on grounds of sex is excluded. ### 4. if the joint pay assessment reveals differences in average pay for equal work or work of equal value between female and male workers which cannot be justified by objective and gender-neutral criteria , the employer shall remedy the situation within a reasonable time frame. such action shall include the establishment of gender-neutral job evaluation and classification to ensure that any direct or indirect pay discrimination on grounds of sex is excluded.


### 4. if the joint pay assessment reveals differences in average pay for equal work or work of equal value between female and male workers which cannot be justified by objective and gender-neutral criteria , the employer shall remedy the situation , in close cooperation with the workers’ representatives , labour inspectorate , and/or equality body. such action shall include the establishment of gender-neutral job evaluation and classification to ensure that any direct or indirect pay discrimination on grounds of sex is excluded. ### 4. if the joint pay assessment reveals differences in average pay for equal work or work of equal value between female and male workers which cannot be justified by objective and gender-neutral criteria , the employer shall remedy the situation within a reasonable time , in close cooperation with the workers’ representatives , labour inspectorate , and/or equality body. such action shall include the establishment of gender-neutral job evaluation and classification to ensure that any direct or indirect pay discrimination on grounds of sex is excluded.


### 4. if the joint pay assessment reveals differences in average pay for equal work or work of equal value between female and male workers which cannot be justified by objective and gender-neutral criteria , the employer shall remedy the situation , in close cooperation with the workers’ representatives , labour inspectorate , and/or equality body. such action shall include the establishment of gender-neutral job evaluation and classification to ensure that any direct or indirect pay discrimination on grounds of sex is excluded. ### 4. if the joint pay assessment reveals differences in average pay for equal work or work of equal value between female and male workers which cannot be justified by objective and gender-neutral criteria , the employer shall remedy the situation , in close cooperation with the workers’ representatives. such action shall include the establishment of gender-neutral job evaluation and classification to ensure that any direct or indirect pay discrimination on grounds of sex is excluded.


### article 13 ### deleted


### 2. the compensation or reparation referred to in paragraph 1 shall ensure real and effective compensation for the loss and damage sustained , in a way which is dissuasive and proportionate to the damage suffered. ### 2. the compensation or reparation referred to in paragraph 1 shall ensure real and effective compensation for the loss and damage sustained , in a way which is proportionate to the damage suffered.


### an injunction order establishing an infringement of any right or obligation related to the principle of equal pay between men and women for equal work or work of equal value and stopping the infringement; ### deleted


### 1. member states shall take the appropriate measures , in accordance with their national judicial systems , to ensure that , when workers who consider themselves wronged because the principle of equal pay has not been applied to them , establish before a court or other competent authority , facts from which it may be presumed that there has been direct or indirect discrimination , it shall be for the defendant to prove that there has been no direct or indirect discrimination in relation to pay. ### 1. member states shall take the appropriate measures , in accordance with their national judicial systems , to ensure that , when workers who consider themselves wronged because the principle of equal pay has not been applied to them , establish before competent authority , facts from which it may be presumed that there has been direct or indirect discrimination;


### 2. member states shall ensure that , in any legal or administrative proceedings concerning direct or indirect discrimination , where an employer failed to comply with any of the rights or obligations related to pay transparency set out in articles 5 through 9 of this directive , it shall be for the employer to prove that there has been no such discrimination. ### 2. member states shall ensure that , in any legal proceedings concerning direct or indirect discrimination , where an employer failed to comply with any of the rights related to pay transparency set out in articles 5 through 9 of this directive;


### 2. member states shall ensure that , in any legal or administrative proceedings concerning direct or indirect discrimination , where an employer failed to comply with any of the rights or obligations related to pay transparency set out in articles 5 through 9 of this directive , it shall be for the employer to prove that there has been no such discrimination. ### 2. member states shall ensure that , in any legal or administrative proceedings concerning direct or indirect discrimination , where an employer failed to comply with any of the rights or obligations related to pay transparency set out in articles 5 through 9 of this directive , it shall be for the employee to prove that there has been such discrimination.


### 3. the claimant shall benefit from any doubt that might remain. ### deleted


### 2. limitation periods shall not begin to run before the violation of the principle of equal pay between men and women for equal work or for work of equal value or infringement of the rights or obligations under this directive has ceased and the claimant knows , or can reasonably be expected to know , about the violation or infringement. ### deleted


### 3. member states shall ensure that the limitation periods for bringing claims are set at three years at least. ### 3. member states shall ensure that the limitation periods for bringing claims are in accordance with national labour market practice and established case law.


### 3. member states shall ensure that the limitation periods for bringing claims are set at three years at least. ### 3. member states shall ensure that the limitation periods for bringing claims are set at one year at most.


### 4. member states shall ensure that a limitation period is suspended or , depending on national law , interrupted , as soon as a claimant undertakes action by lodging a claim or bringing the claim to the attention of the employer , workers’ representatives , labour inspectorate or equality body. ### 4. member states shall ensure that a limitation period is suspended or , depending on national law , interrupted , as soon as a claimant undertakes action by lodging a claim.


### article 19 ### deleted


### claimants who prevail on a pay discrimination claim shall have the right to recover from the defendant , in addition to any other damages , reasonable legal and experts’ fees and costs. defendants who prevail on a pay discrimination claim shall not have the right to recover any legal and experts’ fees from the claimant(s) and costs , unless the claim was brought in bad faith , was clearly frivolous or where such non-recovery is considered manifestly unreasonable under the specific circumstances of the case. ### claimants who prevail on a pay discrimination claim shall have the right to recover from the defendant , in addition to any other damages , reasonable legal and experts’ fees and costs.


### claimants who prevail on a pay discrimination claim shall have the right to recover from the defendant , in addition to any other damages , reasonable legal and experts’ fees and costs. defendants who prevail on a pay discrimination claim shall not have the right to recover any legal and experts’ fees from the claimant(s) and costs , unless the claim was brought in bad faith , was clearly frivolous or where such non-recovery is considered manifestly unreasonable under the specific circumstances of the case. ### member states , in accordance with their judicial systems and national legislation , shall determine the burden of legal and judicial costs in the context of claims relating to the pay discrimination.


### claimants who prevail on a pay discrimination claim shall have the right to recover from the defendant , in addition to any other damages , reasonable legal and experts’ fees and costs. defendants who prevail on a pay discrimination claim shall not have the right to recover any legal and experts’ fees from the claimant(s) and costs , unless the claim was brought in bad faith , was clearly frivolous or where such non-recovery is considered manifestly unreasonable under the specific circumstances of the case. ### claimants who prevail on a pay discrimination claim shall have the right to recover from the defendant , in addition to any other damages , reasonable legal and experts’ fees and costs. defendants who prevail on a pay discrimination claim shall have the right to recover any legal and experts’ fees from the claimant(s) and costs;


### 1. member states shall lay down the rules on penalties applicable to infringements of national provisions adopted pursuant to this directive and shall take all measures necessary to ensure that they are implemented. the penalties provided for shall be effective , proportionate and dissuasive. member states shall , without delay , notify the commission of those rules and of those measures and of any subsequent amendment affecting them. ### 1. member states shall lay down the rules on penalties applicable to infringements of national provisions adopted pursuant to this directive and shall take all measures necessary to ensure that they are implemented. the penalties provided for shall be effective and proportionate. member states shall , without delay , notify the commission of those rules and of those measures and of any subsequent amendment affecting them.


### 2. member states shall ensure that fines are applied to infringements of the rights and obligations relating to equal pay for the same work or work of equal value. they shall set a minimum level for such fines ensuring real deterrent effect. the level of the fines shall take into account: ### 2. member states shall ensure that fines are applied to infringements of the rights and obligations relating to equal pay for the same work or work of equal value. they shall set a minimum level for such fines based , for instance , on the employer’s gross annual turnover or on the employer’s total payroll and shall ensure that that minimum level is proportionate and has a real deterrent effect. the level of the fines shall take into account:


### 2. member states shall ensure that fines are applied to infringements of the rights and obligations relating to equal pay for the same work or work of equal value. they shall set a minimum level for such fines ensuring real deterrent effect. the level of the fines shall take into account: ### 2. member states shall ensure that fines are applied to infringements of the rights and obligations relating to equal pay for the same work or work of equal value. they shall set a minimum level for such fines. the level of the fines may take into account:


### to tackle the causes of the gender pay gap and devise tools to help analyse and assess pay inequalities; ### deleted


### to aggregate data received from employers pursuant to article 8(6) , and publish this data in a user-friendly manner; ### deleted


### this directive shall not affect in any way the right to negotiate , conclude and enforce collective agreements and to take collective action in accordance with national law or practice. ### this directive shall not affect in any way the right to negotiate , conclude and enforce collective agreements and to take collective action in accordance with national law or practice.


### implementation ### implementation and deviations through collective agreements


### member states may entrust the social partners with the implementation of this directive , where the social partners jointly request to do so , provided that member states take all the necessary steps to ensure that the results sought by this directive are guaranteed at all times. ### member states may entrust the social partners with the implementation of this directive , where the social partners jointly request to do so , provided that member states take all the necessary steps to ensure that the results sought by this directive are guaranteed at all times. member states may allow social partners to establish , negotiate , conclude and apply collective agreement in accordance to national law and labour market traditions or relevant case law that establishes rules concerning information about wage setting that deviates from [articles 5 to 9] in this directive or regulations concerning limitation periods in article 18.


### 1. member states shall bring into force the laws , regulations and administrative provisions necessary to comply with this directive by [two years after the entry into force]. they shall immediately inform the commission thereof. ### 1. member states shall bring into force the laws , regulations and administrative provisions necessary to comply with this directive by [four years after the entry into force]. they shall immediately inform the commission thereof.


### 2. when informing the commission , member states shall also accompany it with a summary of the results of their assessment regarding the impact of their transposition act on small and medium-sized enterprises and a reference to where such assessment is published. ### 2. when informing the commission , member states shall also accompany it with a summary of the results of their assessment regarding the impact of their transposition act on mid-cap enterprises and a reference to where such assessment is published.


### 5. flaring shall only be allowed where either re-injection , utilisation on-site or dispatch of the methane to a market are not feasible for reasons other than economic considerations. in such a situation , as part of the reporting obligations set out in article 16 , operators shall demonstrate to the competent authorities the necessity to opt for flaring instead of either re-injection , utilisation on-site or dispatch of the methane to a market. ### 5. flaring shall only be allowed where either re-injection , utilisation on-site , gas processing , or dispatch of the methane to a market are not feasible for reasons other than economic considerations. in such a situation , as part of the reporting obligations set out in article 16 , operators shall demonstrate to the competent authorities the necessity to opt for flaring instead of either re-injection , utilisation on-site or dispatch of the methane to a market.


### by … [36 months from the date of entry into force of this regulation] and by 30 march every year thereafter , operators shall submit a report to the competent authorities containing direct measurements of source-level methane emissions for operated assets referred to in paragraph 2 , complemented by measurements of site-level methane emissions , thereby allowing assessment and verification of the source-level estimates aggregated by site. ### deleted


### by … [36 months from the date of entry into force of this regulation] and by 30 march every year thereafter , operators shall submit a report to the competent authorities containing direct measurements of source-level methane emissions for operated assets referred to in paragraph 2 , complemented by measurements of site-level methane emissions , thereby allowing assessment and verification of the source-level estimates aggregated by site. ### by … [36 months from the date of entry into force of this regulation] and by 30 march every year thereafter , operators shall submit a report to the competent authorities containing quantification of source-level methane emissions for operated assets referred to in paragraph 2 , complemented by measurements of site-level methane emissions , thereby allowing assessment and verification of the source-level estimates aggregated by site. if the technologies for site-level measurement do not reach satisfactory technology readiness levels or market availability an operator can request the competent authority to postpone site-level measurements by one year.


### 4. by … [36 months from the date of entry into force of this regulation] , undertakings established in the union shall submit a report to the competent authorities containing direct measurements of source-level methane emissions for non-operated assets. reporting at such level may involve the use of source-level measurement and sampling as the basis for establishing specific emission factors used for emissions estimation. ### deleted


### 5. by … [48 months from the date of entry into force of this regulation] and by 30 march every year thereafter , undertakings established in the union shall submit a report to the competent authorities containing direct measurements of source-level methane emissions for non-operated assets as set out in paragraph 4 , complemented by measurements of site-level methane emissions , thereby allowing assessment and verification of the source-level estimates aggregated by site. ### deleted


### the commission shall , by means of implementing acts , lay down a reporting template for the reports under paragraphs 2 , 3 , 4 and 5. those implementing acts shall be adopted in accordance with the procedure referred to in article 32(2). ### the commission shall , by means of implementing acts , lay down a reporting template for the reports under paragraphs 1 and 2. those implementing acts shall be adopted in accordance with the procedure referred to in article 32(2).


### 7. for site-level measurements referred to in paragraphs 3 and 5 , appropriate quantification technologies shall be used which can provide such measurements. ### 7. for site-level measurements referred to in paragraphs 2 , appropriate quantification technologies shall be used which can provide such measurements.


### 8. in the case of significant discrepancies between the emissions quantified using source-level methods and those resulting from site-level measurement , additional measurements shall be carried out within the same reporting period. ### 8. in the case of significant discrepancies between the emissions quantified using source-level methods and those resulting from site-level measurement , operators shall provide reasoning for the discrepancy. if the discrepancy is not due to the technological limits of employed quantification methods , the competent authority may request an additional measurement within the same reporting period.


### 8. in the case of significant discrepancies between the emissions quantified using source-level methods and those resulting from site-level measurement , additional measurements shall be carried out within the same reporting period. ### 8. in the case of significant discrepancies between the emissions quantified using source-level methods and those resulting from site-level measurement , additional measurements shall be carried out within the same reporting period , including where appropriate by a device with lower detection limit. the source-level inventory shall be updated accordingly.


### operators shall take all measures available to them to prevent and minimise methane emissions in their operations. ### operators shall take all measures to prevent and minimise methane emissions in their operations. the oil and gas assets should reach within 3 years of the date of entry into force of this regulation performance standard of 0 ,2 % methane emissions intensity of overall quantities of oil and gas imported into or extracted within the eu.


### by … [3 months from the date of entry into force of this regulation] , operators shall submit a leak detection and repair programme to the competent authorities which shall detail the contents of the surveys to be carried out in accordance with the requirements in this article. ### by … [3 months from the date of entry into force of this regulation] , operators shall submit a leak detection and repair programme to the competent authorities which shall detail the contents of the surveys to be carried out in accordance with the requirements in this article. for the underground gas distribution line , the operator can upon agreement with the competent authorities , provided that the methane emissions leak is negligible and accessibility do not allow to follow the provisions of this article , agree on a different frequency of the leak detection and repair programme.


### thereafter , leak detection and repair surveys shall be repeated every three months. ### thereafter , leak detection and repair surveys shall be shall be continued according to the schedule in the leak detection and repair programme referred to in paragraph 1.


### 1. highlights that taxation is one of the few areas that remain subject to unanimity voting in council; stresses that it has become increasingly evident over recent years that stronger coordination in the field of taxation is needed at eu and global levels in the light of economic developments and the new challenges created by digitalisation and globalisation; regrets , in this regard , hungary’s misuse of its veto right to block the council negotiations on the commission proposal of 22 december 2021 for a council directive on ensuring a global minimum level of taxation for multinational groups in the union (com(2021)0823); ### 1. highlights that taxation is one of the few areas that remain subject to unanimity voting in council; stresses that it has become increasingly evident over recent years that stronger coordination in the field of taxation is needed at eu and global levels in the light of economic developments and the new challenges created by digitalisation and globalisation;


### 1. regrets that passerelle clauses have never been used in the field of the cfsp , even though the russian war against ukraine has clearly called for more efficient and swift decision-making; ### 1. regrets that passerelle clauses have never been used in the field of the cfsp , despite repeated calls of the european parliament and recommendations of citizens in the context of the conference on the future of europe , even though the russian war against ukraine and the corresponding increased geopolitical volatility and security instability in europe clearly call for more efficient and swift decision-making;