natgillin/translations-raw huggingface dataset:
- Improve the EU level data collection on availability, affordability and quality of care services, particularly on formal long-term and out-of school care services, with the view to explore possibilities of developing benchmarks at EU level. 
- Izboljšala zbiranje podatkov o dosegljivosti, cenovni dostopnosti in kakovosti storitev oskrbe, zlasti o formalnih storitvah dolgotrajne oskrbe in zunajšolskega varstva, na ravni EU, da bi se preučile možnosti za oblikovanje referenčnih meril na ravni EU.
Non-legislative Actions 1. 
Nezakonodajni ukrepi 1.
Guidance and monitoring: - Continue to identify country-specific obstacles resulting from tax-benefit systems and monitor progress in addressing them in particular through EU economic policy coordination in the European Semester and provide Commission's guidance in the appropriate form. 
Usmerjanje in spremljanje: - Še naprej opredeljevala ovire za posamezno državo, ki izvirajo iz sistemov davkov in socialnih ugodnosti, ter spremljala napredek pri odpravljanju teh ovir, zlasti z usklajevanjem ekonomske politike EU v okviru evropskega semestra, ter zagotavljala smernice v ustrezni obliki.
The Commission will also raise political awareness on the critical importance of work-life balance policies for Europe's jobs and growth prospects and will continue to work with Member States to design the best work-life balance policies for their national context. 
Komisija bo tudi krepila politično zavedanje o izjemnem pomenu politik usklajevanja poklicnega in zasebnega življenja za zaposlitvene možnosti in rast v Evropi ter še naprej sodelovala z državami članicami pri oblikovanju najustreznejših politik usklajevanja poklicnega in zasebnega življenja v njihovem nacionalnem okviru.
The proposed Directive preserves the fundamental elements of the Parental Leave Directive and maintains existing rights, including the length of leave and the individual entitlement for each parent. 
Predlagana direktiva ohranja temeljne elemente direktive o starševskem dopustu in obstoječe pravice, vključno s trajanjem dopusta in individualno pravico za posameznega starša.
2.3 Addressing Economic Disincentives for Parents and Carers to Work 
2.3 Odprava ekonomskih dejavnikov, ki starše in oskrbovalce odvračajo od dela
[49: EUR 1.5 billion have been allocated to the investment priority 'equality between women and men' which is broader than work-life balance. 
[49: Prednostni naložbi „enakost žensk in moških", ki je širša od usklajevanja poklicnega in zasebnega življenja, je bilo dodeljene 1,5 milijarde EUR.
][52: EAFRD can support investment in basic services including childcare facilities and elderly care facilities. 
][52: EKSRP lahko podpira naložbe v osnovne storitve, vključno s storitvami otroškega varstva in oskrbe starejših.
Guidance and monitoring: - Continue guidance to Member States on employment friendly and accessible care services and monitor their provision in the European Semester and the annual report on gender equality. 
Usmerjanje in spremljanje: - Še naprej usmerjala države članice pri zaposlovanju prijaznih in dostopnih storitvah oskrbe ter spremljala njihovo izvajanje v okviru evropskega semestra in letnega poročila o enakosti spolov.
Protection against dismissal and unfavourable treatment is provided under EU law through the Maternity Leave Directive, the Part-time Work Directive, the Gender Equality Directive, the Directive on equal treatment between men and women engaged in an activity in a self-employed capacity and the Parental Leave Directive. 
Pravo EU zaščito pred odpuščanjem in manj ugodnim obravnavanjem zagotavlja z direktivo o materinskem dopustu, direktivo o delu s krajšim delovnim časom, direktivo o enakosti spolov, direktivo o enakem obravnavanju moških in žensk, ki opravljajo samostojno dejavnost in direktivo o starševskem dopustu.
The availability, accessibility and affordability of care infrastructure are crucial elements to allow parents and carers to stay on or join the labour market. 
Razpoložljivost, dosegljivost in cenovna dostopnost infrastrukture za varstvo otrok ali oskrbo so ključni elementi, ki staršem in oskrbovalcem omogočajo, da ostanejo na trgu dela ali vanj vstopijo.
ESF together with the European Regional Development Fund (ERDF) and the European Fund for Strategic Investments (EFSI) provide opportunities for Member States to improve their social and childcare infrastructures and address variable levels of provisions. 
ESS skupaj z Evropskim skladom za regionalni razvoj (ESRR) in Evropskim skladom za strateške naložbe (EFSI) državam članicam omogoča, da izboljšajo svojo socialno infrastrukturo in infrastrukturo za otroško varstvo ter obravnavajo različne ravni zagotavljanja storitev.
- Share best practices with social partners and Member States through a seminar under the Mutual Learning Programme on addressing economic dis/incentives that discourage second earners from working (more). 
- Izmenjevala dobre prakse s socialnimi partnerji in državami članicami prek seminarja v okviru programa vzajemnega učenja o obravnavanju ekonomskih spodbud in odvračilnih dejavnikov, ki prejemnike drugega dohodka v gospodinjstvu odvračajo od tega, da bi delali (več).
Non-legislative Actions 6. 
Nezakonodajni ukrepi 6.
The availability and use of such arrangements for fathers (second parents) also has a considerable impact on participation of women in the labour market as it alleviates some of the care responsibilities of mothers and thus allows for easier return of women to the labour market. 
Razpoložljivost in izraba takih ureditev pri očetih (drugih starših) prav tako precej vpliva na udeležbo žensk na trgu dela, saj matere razbremenjuje nekaterih obveznosti oskrbe ter s tem ženskam olajšuje vrnitev na trg dela.
https://www.ituc-csi.org/investing-in-the-care-economy-a ][46: European Social Policy Network (2016) Work-life balance measures for persons of working age with dependent relatives in Europe - Synthesis report.] 
https://www.ituc-csi.org/investing-in-the-care-economy-a.][46: Evropska mreža za socialno politiko (2016), Work-life balance measures for persons of working age with dependent relatives in Europe (Ukrepi za usklajevanje poklicnega in zasebnega življenja za delovno sposobne osebe z oskrbovanimi sorodniki v Evropi), zbirno poročilo.]
Regular reviewing of a set of work-life balance policy indicators will provide feedback and inform the preparations of the European Semester and gender equality policies at EU and national levels. 
Z rednim pregledovanjem sklopa kazalnikov politike usklajevanja poklicnega in zasebnega življenja se bodo zagotovile povratne informacije, na katerih bodo temeljile priprave evropskega semestra in politike enakosti spolov na ravni EU in nacionalni ravni.
The proposed work-life balance Directive introduces 10 days of paternity leave paid at sick level. 
Predlagana direktiva o usklajevanju poklicnega in zasebnega življenja uvaja deset dni očetovskega dopusta, plačanega na ravni nadomestila za odsotnost zaradi bolezni.
][35: Equinet (2016) Responses from Gender Equality Working Group on Gender-Related Discrimination; European Network of Legal Experts in the Field of Gender Equality (2012) Fighting Discrimination on the Grounds of Pregnancy, Maternity and Parenthood; UK Equality and Human Rights Commission (2016) Pregnancy and Maternity-Related Discrimination and Disadvantage. 
][35: Equinet (2016), Responses from Gender Equality Working Group on Gender-Related Discrimination (Odzivi delovne skupine za enakost spolov glede diskriminacije na podlagi spola); Evropska mreža pravnih strokovnjakov s področja enakosti spolov (2012), Fighting Discrimination on the Grounds of Pregnancy, Maternity and Parenthood (Boj proti diskriminaciji na podlagi nosečnosti, materinstva in starševstva); Komisija Združenega kraljestva za enakost in človekove pravice (2016), Pregnancy and Maternity-Related Discrimination and Disadvantage (Diskriminacija in prikrajšanost zaradi nosečnosti in materinstva).
The proposed directive introduces such an individual entitlement of 5 days per year paid at sick pay level to contribute to a better reconciliation of work and caring responsibilities and to improve talent retention, in particular of women, on the labour market. 
Predlagana direktiva uvaja tako individualno pravico do petih dni letno, plačanih na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov, da bi prispevala k lažjemu usklajevanju poklicnih obveznosti ter obveznosti oskrbe in povečala zadržanje nadarjenih kadrov, zlasti žensk, na trgu dela.
Across the European Union, women remain underrepresented in the labour market. 
Udeležba žensk na trgu dela v Evropski uniji je še vedno prenizka.
To modernise the existing legal framework, the Commission is proposing a directive on work-life balance which will preserve existing rights and build on them with improved and new rights for both women and men. 
Da bi se posodobil veljavni pravni okvir, Komisija predlaga direktivo o usklajevanju poklicnega in zasebnega življenja, ki bo ohranila obstoječe pravice in na njihovi podlagi zagotovila izboljšane in nove pravice žensk in moških.
][26: See for example: Castro-García, C. & Pazos-Moran, M. (2016) Parental leave policy and gender equality in Europe. 
][26: Glej na primer: Castro-García, C. in Pazos-Moran, M. (2016), Parental leave policy and gender equality in Europe (Politika starševskega dopusta in enakost spolov v Evropi).
There will be close Commission monitoring of work-life balance policies in Member States. 
Komisija bo skrbno spremljala politike usklajevanja poklicnega in zasebnega življenja v državah članicah.
Ensure better implementation of legislation and promote compliance, in particular through: - financial support, within the Rights, Equality and Citizenship Programme for (trans)national projects aiming at better enforcement of EU law on work-life balance, including information campaigns; - launch of a specific study on enforcement of dismissal protection and unfavourable treatment by the European network of legal experts in gender equality to assess the situation in Member States; - a seminar, in cooperation with the European Network of Equality Bodies (EQUINET), on capacity building activities for equality bodies and other respective labor market supervisory bodies (Network of Labor Inspectorates, SLIC) in Member States, with a focus on dismissal protection. 
Zagotovila boljše izvajanje zakonodaje in spodbujala skladnost, zlasti prek: - finančne podpore v okviru programa za pravice, enakost in državljanstvo za (nad)nacionalne projekte, namenjene boljšemu izvrševanju prava EU o usklajevanju poklicnega in zasebnega življenja, vključno s kampanjami obveščanja; - posebne študije o uveljavljanju zaščite pred odpuščanjem in manj ugodnim obravnavanjem, ki jo bo izvedla evropska mreža pravnih strokovnjakov s področja enakosti spolov, da se oceni stanje v državah članicah; - seminarja o dejavnostih za krepitev zmogljivosti, ki bo pripravljen v sodelovanju z evropsko mrežo organov za enakost (EQUINET) ter je namenjen organom za enakost in drugim nadzornim organom na trgu dela (mreža inšpektoratov za delo, SLIC) v državah članicah, s poudarkom na zaščiti pred odpuščanjem.
Increasing the availability of early childhood education and care, out-of-school care and provision of long-term care services (including home-based services) for dependant persons will create more possibilities for women to enter or stay in employment, have a positive impact on children's development and help to reduce the risk of poverty and social exclusion for children. 
Povečanje razpoložljivosti predšolske vzgoje in varstva, zunajšolskega varstva in storitev dolgotrajne oskrbe (vključno s storitvami na domu) za oskrbovane osebe bo ženskam zagotovilo več priložnosti, da vstopijo na trg dela ali ostanejo na njem, pozitivno vplivalo na razvoj otrok in pripomoglo k zmanjšanju tveganja revščine in socialne izključenosti pri otrocih.
The following new rights are proposed: possibility for flexible uptake (piecemeal and part-time) of the 4 months entitlement to parental leave paid at sick pay level; the 4 months entitlement can be taken up until the child reaches the age of 12 and cannot be transferred between parents; an entitlement to 10 working days of paternity leave when a child is born, paid at sick pay level; an entitlement to 5 days of leave paid at sick pay level per year per worker to take care of seriously ill or dependent relatives; a right to request flexible working arrangements for parents of children up to 12 years old and workers with caring responsibilities. 
Predlagajo se naslednje nove pravice: možnost prožne izrabe (po kosih in v obliki delne odsotnosti z dela) pravice do štirih mesecev starševskega dopusta, ki je plačan na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov; pravica do štirih mesecev starševskega dopusta se lahko uveljavlja do otrokovega dopolnjenega 12. leta in ni prenosljiva med staršema; pravica do desetih delovnih dni očetovskega dopusta ob rojstvu otroka, plačanega na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov; pravica do petih dni dopusta, plačanega na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov, na leto za posameznega delavca za oskrbo sorodnika z resno boleznijo ali potrebo po oskrbi; pravica do zahtevanja prožnih ureditev dela za starše otrok, starih do 12. let, ter delavce z obveznostmi oskrbe.
In particular, the social dialogue will have a key role to play in ensuring this initiative on work-life balance is successfully developed and implemented. 
Pri zagotavljanju, da se bo ta pobuda o usklajevanju poklicnega in zasebnega življenja uspešno pripravila in izvajala, bo imel ključno vlogo zlasti socialni dialog.
This can significantly help to improve workers' work-life balance with a positive impact on women's participation in the labour market. 
To lahko delavcem precej pomaga pri usklajevanju poklicnega in zasebnega življenja, saj pozitivno vpliva na udeležbo žensk na trgu dela.
It introduces payment at sick pay level and increased flexibility for taking parental leave, including by extending the age of the child from eight to twelve years where a parent may take parental leave. 
Uvaja plačilo na ravni nadomestila za odsotnost z dela iz zdravstvenih razlogov in večjo prožnost za izrabo starševskega dopusta, tudi s podaljšanjem starosti otroka, do katere lahko starš izkoristi starševski dopust, z osmih na dvanajst let.
[55: Bettio, F., Verashchagina, A. and EU Expert Group on Gender and Employment (2009) Fiscal system and female employment in Europe. 
[55: Bettio, F., Verashchagina, A. in skupina strokovnjakov EU za vidik spola in zaposlovanje (2009), Fiscal system and female employment in Europe (Davčni sistem in zaposlovanje žensk v Evropi).
Inadequate measures to reconcile work with care responsibilities tend to impact women disproportionately, with many men discouraged from taking up family-related leaves and flexible working arrangements and many women pushed to leave the labour market or to reduce their working hours. 
Nezadostni ukrepi za usklajevanje poklicnih obveznosti z obveznostmi oskrbe običajno nesorazmerno vplivajo na ženske, saj številni moški niso pripravljeni izrabiti dopustov iz družinskih razlogov in prožnih ureditev dela, številne ženske pa morajo zapustiti trg dela ali skrajšati svoj delovni čas.
The Parental Leave Directive provides for an individual right to four months of parental leave for each parent to take care of a child until he or she is eight years old. 
Direktiva o starševskem dopustu zagotavlja individualno pravico do štirimesečnega starševskega dopusta zaradi nege in varstva otroka do njegovega dopolnjenega osmega leta.
http://www.oecd.org/els/family/Who_uses_childcare-Backgrounder_inequalities_formal_ECEC.pdf ][48: To provide information to the parents on the benefits of good-quality early childhood education and care for children's overall development, cognitive skills and health is also needed.] 
][48: Staršem je treba tudi zagotoviti informacije o koristih kakovostne predšolske vzgoje in varstva za celostni razvoj otrok, kognitivne sposobnosti in zdravje.]
][34: Directive 2010/41/EU. 
][34: Direktiva 2010/41/EU.
The proposed Directive complements the current EU aquis in the Parental leave and Part-time work Directives by introducing a right to request flexible working arrangements for workers with children or other dependent relatives. 
Predlagana direktiva veljavni pravni red EU iz direktive o starševskem dopustu in direktive o delu s krajšim delovnim časom dopolnjuje z uvedbo pravice za delavce z otroki ali drugimi oskrbovanimi sorodniki, da zahtevajo prožne ureditve dela.
EU legislation requires Member States to provide for maternity leave and parental leave. 
Države članice morajo v skladu z zakonodajo EU zagotoviti materinski in starševski dopust.
With this initiative, the Commission presents an ambitious set of legislative and non-legislative actions to modernise the existing European Union legal and policy framework to support better work-life balance for men and women with caring responsibilities and a more equal use of leave and flexible work arrangements. 
Komisija s to pobudo predstavlja ambiciozen sklop zakonodajnih in nezakonodajnih ukrepov za posodobitev veljavnega pravnega in političnega okvira Evropske unije, da bi moške in ženske z obveznostmi oskrbe bolje podprla pri usklajevanju poklicnega in zasebnega življenja ter zagotovila bolj uravnoteženo izrabo dopusta in prožnih ureditev dela.
In many cases, early childhood education and care entitlement are limited to a part-time place. 
Pravica do predšolske vzgoje in varstva je pogosto omejena na skrajšano varstvo.
This encourages mostly second-earners in the household (most often women) to take parental leave and does not sufficiently provide incentives for men. 
Zato starševski dopust izrabijo večinoma prejemniki drugega dohodka v gospodinjstvu (najpogosteje so to ženske), moški pa zanj nimajo zadostne spodbude.
[25: Council Directive 2010/18/EU. 
[25: Direktiva Sveta 2010/18/EU.
Fathers' involvement in childcare gives higher life satisfaction, physical and mental health of caring fathers and higher cognitive and behavioural outcomes for children. 
Očetje, ki so vključeni v nego in varstvo otrok, so bolj zadovoljni z življenjem, izboljša se njihovo telesno in duševno zdravje, otroci pa dosegajo boljše kognitivne in vedenjske rezultate.
The Commission is proposing non-legislative measures to address lack of sufficient or adequate care services or to tackle economic disincentives to work for second earners. 
Komisija predlaga nezakonodajne ukrepe, da bi odpravila pomanjkanje zadostnih ali ustreznih storitev za varstvo otrok ali oskrbo ali ekonomske dejavnike, ki prejemnike drugega dohodka v gospodinjstvu odvračajo od dela.
Member States' tax and benefits systems vary in terms of the financial incentives or disincentives for second earners to enter employment or work more hours, for example through joint taxation systems, transferable tax credits or deductions for single earner households. 
Davčni sistemi in sistemi socialne varnosti držav članic se razlikujejo v finančnih dejavnikih, ki prejemnike drugega dohodka v gospodinjstvu spodbujajo k vstopu na trg dela ali opravljanju več delovnih ur oziroma jih od tega odvračajo, na primer s sistemi skupne obdavčitve, prenosljivim davčnim dobropisom ali olajšavami za gospodinjstva z enim dohodkom.
Lack of formal care services for children and other dependants can lead workers with dependants, in particular women, to reduce their working hours or drop out of the labour market. 
Zaradi pomanjkanja formalnega otroškega varstva in oskrbe za druge oskrbovane osebe se lahko zgodi, da morajo delavci z otroki ali oskrbovanimi osebami, zlasti ženske, skrajšati svoj delovni čas ali zapustiti trg dela.
A second-stage consultation was conducted from July to September 2016, in which social partners provided their views on a range of possible EU-level measures. 
Druga faza posvetovanja, v kateri so socialni partnerji predložili svoja mnenja o številnih morebitnih ukrepih na ravni EU, je potekala od julija do septembra 2016.
Among secondary earners, women with young children are at the highest risk of labour market exclusion. 
Med prejemniki drugega dohodka v gospodinjstvu izključenost iz trga dela najbolj grozi ženskam z majhnimi otroki.
][33: Directive 2006/54/EC. 
][33: Direktiva 2006/54/ES.
One of the key goals of this initiative is to enhance the existing parental leave scheme, by facilitating uptake by women and men with new measures on payment, flexibility and non-transferability. 
Eden ključnih ciljev te pobude je okrepiti obstoječo shemo starševskega dopusta z novimi ukrepi glede plačila, prožnosti in neprenosljivosti, ki bodo moškim in ženskam olajšali njeno izrabo.
][7: United Kingdom, Czech Republic, Estonia, Slovakia, Ireland, Hungary][8: The gender gap in the employment rate for the 55-64 age cohort exceeds 35% in Malta, Greece, Slovenia, Croatia, Romania and Luxemburg.] 
][8: Razlika v stopnji zaposlenosti med spoloma pri starostni skupini od 55 do 64 let je na Malti, v Grčiji, Sloveniji, na Hrvaškem, v Romuniji in Luksemburgu višja od 35 %.]
The gender employment gap widens substantially once families have children, reflecting the difficulty for women to reconcile child-raising and care responsibilities with their work. 
Vrzel stopnje zaposlenosti po spolu se precej poveča, ko imajo družine otroke, kar kaže na to, kako težko ženske obveznosti vzgoje ter nege in varstva otrok uskladijo s svojim delom.
[31: Council Directive 92/85/EEC. 
[31: Direktiva Sveta 92/85/EGS.
With a broad set of complementary legislative and policy actions, this ambitious package seeks to modernise the way in which work-life balance policies are designed and to deliver measures that will improve the daily lives of many parents and carers. 
Ta ambiciozen sveženj si z obsežnim sklopom zakonodajnih ukrepov in ukrepov politike, ki se med seboj dopolnjujejo, prizadeva za sodobno oblikovanje politik usklajevanja poklicnega in zasebnega življenja ter sprejetje ukrepov, ki bodo izboljšali vsakdanje življenje številnih staršev in oskrbovalcev.
While addressing women's underrepresentation in the labour market and supporting their career progression through modern work life balance policy, this initiative contributes to the Treaty-based objectives of equality between men and women with regard to labour market opportunities and equal treatment at work. 
Ta pobuda z obravnavanjem prenizke udeležbe žensk na trgu dela in podpiranjem njihovega kariernega napredovanja s sodobno politiko usklajevanja poklicnega in zasebnega življenja prispeva k ciljem, ki temeljijo na Pogodbi, in sicer k enakosti moških in žensk glede priložnosti na trgu dela in enaki obravnavi pri delu.
Provide funding: - Under the Programme for Employment and Social Innovation (EaSI) fund new pilot schemes addressed to employers for the development of innovative working arrangements such as family leaves and flexible working arrangements (through existing resources). 
Zagotovila sredstva: - Financirala nove pilotne sheme, namenjene delodajalcem, za razvoj inovativnih ureditev dela, kot so dopusti iz družinskih razlogov in prožne ureditve dela (z obstoječimi sredstvi), na podlagi programa za zaposlovanje in socialne inovacije (EaSI).
The availability of flexible working arrangements can prevent workers from taking on jobs below their full professional potential and skills level or dropping out of the labour market when taking on caring responsibilities. 
Razpoložljivost prožnih ureditev dela lahko delavce odvrne od tega, da bi zaradi obveznosti oskrbe sprejeli delovna mesta, ki ne dosegajo njihovega poklicnega potenciala in ravni usposobljenosti, ali zapustili trg dela.
Leaves, flexible working arrangements, care facilities and economic disincentives 
1.2 Dopusti, prožne ureditve dela, možnosti za varstvo in oskrbo ter odvračilni ekonomski dejavniki