Directive 2006/54 / EC (Equal Treatment Directive)
Directive 2006/54 / EC
|Title:||Directive 2006/54 / EC of the European Parliament and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment for men and women in matters of employment and occupation|
|Equal Treatment Directive|
|Legal matter:||Employment Law|
|Basis:||EC Treaty , in particular Article 141 paragraph 3|
implemented in national law by:
|August 15, 2008|
|Implemented by:||in Germany a. a .:
General Equal Treatment Act ,
Soldiers Equal Treatment Act
|Reference:||OJ L 204 of July 26, 2006, pp. 23-36|
Consolidated version (not official)
|The regulation must have been implemented in national law.|
|Please note the information on the current version of legal acts of the European Union !|
The European Directive 2006/54 / EC of the European Parliament and of the Council on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation is a regulation of the European Community , on gender equality within the European Union .
Like all European directives, Directive 2006/54 / EC is addressed to the member states and must therefore be transposed into national law by the individual member states.
Directive 2006/54 / EC combines the following directives or their subsequent amendment directives (2002/73 / EC, 96/97 / EC, 98/52 / EC) in a single directive, taking into account the relevant case law of the ECJ cancels those as of August 15, 2009:
- 75/117 / EEC on the approximation of the laws of the Member States on the application of the principle of equal pay for men and women,
- 76/207 / EEC on the implementation of the principle of equal treatment of men and women with regard to access to employment, vocational training and career advancement, and with regard to working conditions,
- 86/378 / EEC on the implementation of the principle of equal treatment for men and women in occupational social security systems and
- 97/80 / EC on the burden of proof in the event of gender discrimination.