natgillin/translations-raw huggingface dataset:
Direktivet er en reaktion på forskelsbehandling og på den ulighed, der de facto følger af kvindelige arbejdstageres biologiske tilstand i sammenligning med mænd.
The directive is a response to discrimination and to the de facto inequality springing from the biological condition of women workers, as compared with men.
Ved specifikt at beskytte kvinder, som er gravide, som lige har født, eller som ammer, forsøges det med direktivet at gøre det muligt for kvinder at blive behandlet på samme måde som mænd og reelt få lige muligheder.
By specifically protecting women who are pregnant, have recently given birth or are breastfeeding, the directive seeks to enable women to receive treatment equal to that of men and to be afforded more genuine equality of opportunities.
Mens ulighed er beslægtet med en faktuel situation, kan lighed modsvare en faktisk eller en retlig situation, dvs. materiel eller formel lighed.
Whilst inequality is akin to a fact situation, equality may correspond to a de facto or a de jure situation, that is to say to substantive or formal equality.
Argumentet om, at der ikke er nogen forbindelse mellem direktivet og ligestilling mellem mænd og kvinder, er baseret på begrebet formel lighed.
The argument that there is no link between the directive and male/female equality is based on the concept of formal equality.
Ifølge dette argument træffes en foranstaltning kun med henblik på ligestilling af mænd og kvinder, hvis den påbyder samme adfærd over for begge køn eller forbyder forskellig adfærd på grundlag af den pågældende persons køn.
According to that argument, a measure is taken by virtue of male/female equality only where it imposes the same conduct toward both sexes or prohibits the adoption of different conduct on account of the sex of the person concerned.
Artikel 157, stk. 1, falder ind under denne kategori ved at fastslå princippet om “lige løn til mænd og kvinder” .
Paragraph 1 of Article 157 falls into this category by laying down the principle of “ equal pay for male and female workers” .
Der findes i dag adskillige bestemmelser, der fastslår princippet om formel ligestilling mellem mænd og kvinder og – navnlig inden for beskæftigelse og arbejde – forbyder enhver form for forskelsbehandling på grundlag af køn.
Today, there are numerous provisions laying down the principle of formal equality between men and women and prohibiting, in particular in the sphere of employment and work, any form of discrimination on the basis of sex.
De statistiske oplysninger viser imidlertid tydeligt, at selv om der klart er blevet foreskrevet retlig ligestilling, er der en åbenlys ulighed mellem mænd og kvinder med hensyn til beskæftigelse, behandling og løn.
However, the statistics clearly show that whilst legal equality has been plainly prescribed, there exists flagrant inequality between men and women, as regards employment, treatment and pay.
Der er således langt fra opnået ligestilling mellem mænd og kvinder på arbejdspladsen.
Equality between men and women at work has therefore far from been attained.
Man har derfor både i nationale og europæiske politikker kunnet konstatere et kursskifte i retning af at forsøge ikke kun at opnå formel ligestilling, men også en reel, materiel ligestilling.
It is for this reason that both national and European policies have been observed to shift towards seeking, not only formal equality, but also real, substantive equality.
Det er blevet bemærket, at man som følge heraf er gået fra ligebehandling til lige muligheder, fra et princip om streng ligestilling til fremme af positive tiltag.
Some have observed that, as a result, there has been a shift from equal treatment to equal opportunities, from a principle of strict equality to the promotion of positive actions.
Behovet herfor blev påpeget i den generelle henstilling nr. 25 om artikel 4, stk. 1, i konventionen om afskaffelse af alle former for diskrimination imod kvinder, om midlertidige særforanstaltninger:
That need was set out in General Recommendation No 25, on Article 4, paragraph 1, of the Convention on the Elimination of All Forms of Discrimination against Women, on temporary special measures:
“[A] purely formal legal or programmatic approach is not sufficient to achieve women’s de facto equality with men, … substantive equality.
“[A] purely formal legal or programmatic approach is not sufficient to achieve women’s de facto equality with men, … substantive equality.
In addition, the Convention requires that women be given an equal start and that they be empowered by an enabling environment to achieve equality of results.
In addition, the Convention requires that women be given an equal start and that they be empowered by an enabling environment to achieve equality of results.
It is not enough to guarantee women treatment that is identical to that of men.
It is not enough to guarantee women treatment that is identical to that of men.
Rather, biological as well as socially and culturally constructed differences between women and men must be taken into account.
Rather, biological as well as socially and culturally constructed differences between women and men must be taken into account.
Under certain circumstances, non-identical treatment of women and men will be required in order to address such differences.”
Under certain circumstances, non-identical treatment of women and men will be required in order to address such differences.”
UN Committee on the Elimination of Discrimination against Women (CEDAW), General Recommendation No 25 - thirtieth session, 2004 Article 4 paragraph 1 - Temporary special measures.
UN Committee on the Elimination of Discrimination against Women (CEDAW), General Recommendation No 25 - thirtieth session, 2004 Article 4 paragraph 1 - Temporary special measures.
Direktivets regler skal forstås i denne socialpolitiske kontekst som regler, der beskytter kvinder, som er gravide, lige har født eller ammer.
It is in this context of social policy that the rules laid down by the directive have to be understood as protecting women who are pregnant, have just given birth or are breastfeeding.
Direktivet indeholder ganske vist regler, der ifølge sagens natur kun gælder for kvinder, men de pågældende regler opfylder et krav om ikke-forskelsbehandling på den ene side og om at opnå materiel ligestilling på den anden side, samtidig med at de bidrager til at beskytte de berørte kvindelige arbejdstageres sundhed og sikkerhed.
Admittedly, the directive contains rules which, by their nature, are applicable only to women, but those rules satisfy a imperative, on the one hand, of non-discrimination and, on the other, of achieving substantive equality, while also helping to protect the health and safety of the women workers concerned.
Holdepunkter fra direktivet
Evidence from the content of the directive
a) Fra betragtningerne
(a) From the recitals
Betragtningerne viser klart, at vedtagelsen af direktivet skal ses i sammenhæng med beskyttelsen af kvinder, som er gravide, som lige har født, eller som ammer, mod enhver form for forskelsbehandling, der har forbindelse med deres tilstand, og på den måde forsøger at bidrage til at opfylde princippet om ligestilling mellem mænd og kvinder inden for beskæftigelse og arbejde.
The recitals clearly indicate that the adoption of the directive is to be seen in the context of the protection of women who are pregnant, have just given birth or are breastfeeding against any discrimination linked to their condition and seeks in this way to help to achieve the principle of male and female equality in the sphere of employment and work.
Det anføres således i betragtning 3, at direktivet vedrører “spørgsmål vedrørende ligebehandling” .
In this way, recital 3 states that the directive addresses “inherently, issues of equal treatment” .
I betragtning 4 og 5 påpeges det, at ligestilling mellem mænd og kvinder er et grundlæggende princip, der skal være rettesnor for og trænge igennem i alle EU’s tiltag.
Recitals 4 and 5 point out that equality between men and women is a fundamental principle which has to guide and permeate the actions of the EU.
I betragtning 7 anses direktivet for at falde ind under lovgivningen om “ligestilling mellem kvinder og mænd” .
Recital 7 includes the directive in the category of legislation on “gender equality” .
I betragtning 11-17 henvises der til Domstolens praksis om beskyttelse af gravide kvinder mod forskelsbehandling i medfør af ligebehandlingsprincippet.
As for recitals 11 to 17, they refer to the case-law of the Court of Justice on the protection of pregnant women against discrimination pursuant to the principle of equality of treatment.
Samlet set viser betragtningernes indhold tydeligt, at direktivet har direkte forbindelse med fremme af ligestilling på arbejdspladsen.
Having regard to the recitals as a whole, it is certain from the point of view of their content that they demonstrate that the directive is directly connected with the promotion of sex equality at work.
b) Fra de dispositive bestemmelser
(b) From the enacting terms
Da det foreliggende direktivforslag skal ændre et gældende direktiv, bør denne analyse ikke kun tage hensyn til de tilføjede eller ændrede artikler, men også til de artikler i direktiv 92/85/EØF, der fortsat vil være gældende.
Since the proposal for a directive under consideration is intended to amend an existing directive, this analysis should take account not only of the articles added or amended but also of such articles of Directive 92/85/EEC as will remain in application.
Nogle af artiklerne har direkte forbindelse med arbejdstagernes sundhed og sikkerhed.
Some of the articles are directly connected to workers’ health and safety.
Dette gælder artikel 3-8.
This is the case of Articles 3 to 8.
De vedrører vurdering af farlige kemiske, fysiske og biologiske agenser (artikel 3), pligten til at bedømme risici og oplyse herom (artikel 4), opfølgning på vurderingen (artikel 5 og 6), forbud mod natarbejde (artikel 7) og barselsorlov (artikel 8).
These are concerned with the assessment of hazardous chemical, physical and biological agents (Art. 3), the obligation to assess risks and provide information about them (Art. 4), action further to assessment (Arts 5 and 6), the ban on night work (Art. 7) and maternity leave (Art. 8).
På den anden side relaterer følgende artikler direkte til beskyttelse af kvinder mod forskelsbehandling som følge af deres egenskab af kvinder, som er gravide, som lige har født, eller som ammer.
On the other hand, the following articles relate directly to the protection of women against discrimination resulting from their status as women who are pregnant, have recently given birth or are breastfeeding.
Artikel 9 beskytter således kvindelige arbejdstagere mod at blive trukket i løn, når de tager fri i forbindelse med graviditetsundersøgelser, artikel 10 forbyder afskedigelse under graviditeten og barselsorloven, artikel 11 sikrer arbejdstagerens rettigheder og fordele i henhold til hendes ansættelseskontrakt, og artikel 12 handler om forsvar af de ovenfor beskrevne rettigheder.
Accordingly, Article 9 protects women workers against loss of pay when they take time off for ante-natal examinations, Article 10 prohibits dismissal during pregnancy and maternity leave, Article 11 guarantees the worker her rights and advantages flowing from her contract of employment and Article 12 deals with the defence of the rights described above.
Denne specifikke analyse af de dispositive bestemmelsers indhold tyder på, at direktivet faktisk har et dobbelt formål, nemlig at beskytte kvindelige arbejdstageres sundhed og sikkerhed og at sikre ligebehandling.
This specific analysis of the content of the enacting terms suggests that the directive has in fact a dual aim, that of protecting the health and safety of women workers and of guaranteeing them equal treatment.
3) Holdepunkter fra de dokumenter, der ikke er en del af direktivet
(3) Evidence from the documents not forming part of the directive
I alle de dokumenter, der ledsager direktivforslaget, betragtes det uforbeholdent som en foranstaltning til fremme af ligestilling mellem mænd og kvinder på arbejdspladsen.
All the documents accompanying the proposal for a directive include it wholeheartedly amongst measures for promoting male/female equality at work.
I sin begrundelse for det nye direktiv minder Kommissionen om baggrunden herfor, nemlig EU’s bestræbelser på at forene arbejdsliv med privat- og familieliv, lige muligheder for mænd og kvinder på arbejdsmarkedet og bekæmpelse af diskriminering af gravide kvinder med hensyn til beskæftigelse og arbejde.
In order to justify the adoption of the new directive, the Commission takes care to call to mind its context, namely Union action designed to reconcile work and private and family life, equal opportunities of men and women on the employment market and combating discrimination suffered by pregnant women as regards employment and work.
Den opregner i den forbindelse de forskellige dokumenter, der findes på området, såsom køreplanen for ligestilling mellem mænd og kvinder 2006-2010 og en række beslutninger fra Europa-Parlamentet.
In this connection, it lists the various instruments existing in this area, such as the Roadmap for equality between women and men 2006-2010, and a number of resolutions of the European Parliament.
Det nævnes også, at Det Rådgivende Udvalg for Ligestilling mellem Mænd og Kvinder er blevet hørt.
Mention is also made of the fact that the Advisory Committee on Equal Opportunities for Women and Men was consulted.
I konsekvensanalysen gives der nogle interessante oplysninger om den form for ligestilling, der ønskes opnået med direktivforslagets forskellige foranstaltninger.
The impact assessment provides us with interesting details of the type of equality targeted by the range of measures contained in the proposal for a directive.
Det anføres, at:
It indicates that:
" the objectives of any action would be to achieve more gender equality in labour market participation rates and a better reconciliation of professional, private and family lives."
" the objectives of any action would be to achieve more gender equality in labour market participation rates and a better reconciliation of professional, private and family lives."
Denne udtalelse er i direkte modstrid med begrundelsen for de forskellige ændringsforslag, hvori det hedder: “ Dette direktiv har således ikke betydning for spørgsmålet om lige muligheder og ligebehandling i forbindelse med beskæftigelse og erhverv eller mulighederne for at for at sikre en bedre balance mellem arbejde og privatliv og familieliv.”
This statement conflicts directly with the justification for the various amendments tabled to the effect that “ This directive does not thus affect the issues of equal opportunities and equal treatment in matters of employment and occupation or of achieving a balance between work and private and family life.”
Foranstaltningerne med henblik på at beskytte kvinder, når de er gravide, lige har født eller ammer, drejer sig direkte om at forene arbejdsliv med familie- og privatliv.
The measures designed to protect women when they are pregnant, have recently given birth or are breastfeeding are directly concerned with reconciling work with family and private life.
Foranstaltningerne gør det muligt for en kvinde at vælge at beskæftige sig med sit familieliv, uden at hendes arbejdsliv lider herunder.
Those measures allow a woman to choose to occupy herself with her family life without her working life suffering.
Det kan rent logisk og formelt hævdes, at dette spørgsmål også vedrører mænd, men statistikkerne viser, at etableringen af et familieliv er forbundet med langt færre ulemper for mænd i deres arbejdsliv, da kvinderne påtager sig en væsentlig større del af ansvaret for familielivet.
Logically and formally, it may be said that this question also concerns men; however, statistics show that the development of a family life disadvantages men much less in their professional lives, since women assume a significantly greater part of the responsibility for family life.
Konsekvensanalysen indeholder i denne sammenhæng et citat fra en meddelelse fra Kommissionen om bekæmpelse af den kønsbestemte lønforskel:
The impact assessment quotes in this connection a Commission communication concerned with countering the pay gap between women and men:
" Forældrerollen nedbringer kvindernes erhvervsfrekvens på varig vis i modsætning til mændenes.
" Parenthood permanently reduces the employment rate of women but not that of men.
Deraf følger, at kvindernes karriereforløb hyppigere afbrydes, karrieren udvikler sig langsommere, er kortere og medfører derfor lavere aflønning ."
As a result women have careers which are more disjointed, slower and shorter and thus less financially regarding ."
Meddelelse fra Kommissionen af 18. juli 2007 til Europa-Parlamentet, Rådet, Det Europæiske Økonomiske og Sociale Udvalg og Regionsudvalget med titlen “Bekæmpelse af den kønsbestemte lønforskel” (
Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the Committee of the Regions of 18 July 2007 entitled “Tackling the pay gap between women and men” (
KOM(2007)0424 ), punkt 2.1.
COM(2007) 424 final), point 2-1.
Med henblik på at skabe ligestilling mellem mænd og kvinder på arbejdspladsen og lige karrieremuligheder er foranstaltninger til at gøre det lettere at forene arbejdsliv og familieliv således – selv om nogle af dem alene er rettet mod kvinder – direkte med til at skabe en materiel ligestilling, som endnu ikke er opnået.
Consequently, in order to establish male/female equality at work and equality of opportunities in careers, measures to promote reconciliation of professional and family life – even if some of them are addressed only to women – directly assist in creating a substantive equality, which has not yet been achieved.
Foranstaltningerne i direktivforslaget vil derfor ifølge konsekvensanalysen bidrage til at skabe ligestilling mellem kønnene med hensyn til deres deltagelse på arbejdsmarkedet.
The measures set out in the proposal for a directive will therefore help, according to the impact assessment, to produce equality of the sexes as regards their rate of participation in the employment market.
Det gøres således gældende, at en forlængelse af barselsorloven kan skabe større stabilitet for kvinder i det job, de havde, før de blev gravide
Indeed, it is argued that lengthening maternity leave may secure women greater stability in the job which they held before pregnancy
Det forudses således i konsekvensanalysen, at en udvidelse af barselsorloven med 4 uger kan føre til, at kvinder sjældnere bliver nødsaget til at forlænge deres fravær ved at tage forældreorlov.
Thus the impact assessment predicts that a four-week increase in maternity leave may result in women being obliged less often to prolong their absence by taking parental leave.
De ekstra uger vil gøre det muligt at skabe et stærkere bånd mellem mor og barn, ligesom mødrene lettere vil kunne få arrangeret børnepasning.
The grant of those additional weeks will enable mother and child to create a stronger bond while also enabling the mother more readily to make child-care arrangements.
Det anføres i denne forbindelse i konsekvensanalysen, at " a longer maternity leave period could be a helpful way to bridge the time before childcare is available "
The impact assessment states in this regard that " a longer maternity leave period could be a helpful way to bridge the time before childcare is available "
Impact assessment report - SEC(2008)2596 , s.35 .
Impact assessment report - SEC(2008) 2596, p.35 .
Endelig skulle direktivforslagets bestemmelse om, at arbejdstageren efter barselsorloven kan anmode arbejdsgiveren om ændringer i sin arbejdstid og arbejdsordning
Lastly, the provision of the proposal for a directive which will enable the worker to ask her employer to make changes to her working hours and patterns
Artikel 11, nr. 5 (indsat ved direktivforslaget). , gøre det muligt for kvinder at vende tilbage til at arbejde på fuld tid og undgå at være nødsaget til at arbejde på deltid
Article 11(5) (added by the proposal for a directive). following her maternity leave should enable women to go back to full-time work and avoid being obliged to work part time
De fleste deltidsansatte er kvinder. .
Most part-time workers are women. .
Arbejdsgiveren er ikke forpligtet til at imødekomme arbejdstagerens anmodning, men man har kunnet konstatere, at en bestemmelse af denne art – som i dag er gældende i Det Forenede Kongerige – har haft en positive virkning i retning af at bevare kvinder i det job, de havde, inden deres barn blev født.
The employer is not obliged to grant the worker’s request, but it has been found that this type of provision – currently in force in the United Kingdom – has had a positive impact on keeping women in the job which they had before their child was born.
Impact assessment report - SEC(2008)2596 , s. 33
Impact assessment report - SEC(2008) 2596, p.33
Konklusion på analysen
Conclusion of the analysis
Analysen af såvel direktivforslaget som de ledsagende dokumenter påviser klart, at der er en forbindelse mellem direktivforslaget og princippet om ligestilling mellem mænd og kvinder.
The analysis of both the proposal for a directive and the accompanying documents clearly identifies the link between the proposed directive and the principle of equality between men and women.
Selv om der er en sådan forbindelse, forekommer det dog stadig vanskeligt at kategorisere direktivet om beskyttelse af kvinder, som er gravide, som lige har født, eller som ammer.
Whilst that link exists, it remains nonetheless that it may seem hard to classify the directive on the protection of women who are pregnant, have recently given birth or are breastfeeding.
Grunden hertil er, at det indholdsmæssigt ikke fastlægger regler, der finder anvendelse på både mænd og kvinder, men kun på sidstnævnte.
This is because in substance it does not lay down measures applying both to men and women, but only to the latter.
Det har på den anden side ikke karakter af en positiv foranstaltning som dem, der er tilladt i henhold til artikel 157, stk. 4, i TEUF.
On the other hand, it is not in the nature of a positive measure of the kind authorised by Article 157(4) TFEU.
Positive foranstaltninger indebærer, at der kan træffes særlige foranstaltninger for at hjælpe det underrepræsenterede køn med at opnå reel ligestilling.
Positive measures enable specific measures to be taken to assist the under-represented sex in enjoying effective equality.
Sådanne foranstaltninger er imidlertid af midlertidig karakter og skal ophøre, når der er opnået ligestilling.
However, such measures are temporary in nature and must cease to be when equality is attained.
Men der vil aldrig blive opnået ligestilling mellem mænd og kvinder med hensyn til graviditet, da kvinders biologiske tilstand gør, at de er stillet anderledes end mænd.
But equality between men and women with regard to pregnancy will never be attained since the biological condition of women puts them in a different situation than men.