Promotion of gender equality through “flexible work formulas”. Reflections and proposals in light of Directive (EU) 2019/1158

Abstract

Despite policy advances, the balance between work and family is still not free of gender bias and the longed-for co-responsibility has not been achieved. Whereas the traditional measures of absence or reduction of working time to dedicate it to care tasks, which are mostly used by women, flexible working arrangements focus on the organisation, especially but not exclusively temporary, of benefits to adapt them to family needs, achieving a better balance. Its impact on the promotion of effective equality between men and women makes its effectiveness and its protection essential. The analysis of the provisions of Directive 2019/1158 makes it possible to advance certain proposals to guarantee the right to flexible work, progressing towards a certain degree of sovereignty, or at least a non-secondary role for workers in the management of the provision of services, especially in their temporary aspects.