Anti-Discrimination Law

Original Language Title: antidiskriminační zákon

Read the untranslated law here: https://portal.gov.cz/app/zakony/download?idBiblio=68893&nr=198~2F2009~20Sb.&ft=txt

198/2009 Sb.



LAW



of 23 December 2003. April 2008



on equal treatment and the legal means of protection against discrimination

and on amendments to certain laws



(anti-discrimination Act)



Change: 89/2009 Sb.



Change: 332/2014 Sb.



Parliament has passed the following Act of the United States:



PART THE FIRST



ANTI-DISCRIMINATION LAW



TITLE I OF THE



GENERAL PROVISIONS



§ 1



The subject of the edit



(1) this Act incorporates the relevant provisions of the European

Community ^ 1) and following on from the Charter of fundamental rights and freedoms and

international agreements that are part of the legal order, amplifies

the right to equal treatment and non-discrimination in matters of



and the right to employment and) access to employment,



b) access to the profession, business and other self-employment,



(c)), business conditions and employment as other dependent activities, including

remuneration,



(d) membership of and activities) in trade unions, works councils

or employers ' organizations, including the benefits that these organisations

its members provide,



e) membership and activity in professional chambers, including the benefits that these

Public Corporation for their members by,



(f)) of social security,



g) returns and the provision of social benefits,



h) access to health care and its provision,



I) access to education and its supply,



j) access to goods and services, including housing, if they are offered

to the public or to deliver them.



(2) this Act does not apply to legal relationships associated with the adjustment of

the conditions of entry and residence of third-country nationals or stateless persons

stateless in the territory of the Czech Republic.



(3) a natural person has the right in legal relations, which is covered by

This law, equal treatment, and that has not been discriminated against.



Basic concepts



§ 2



(1) for the purposes of this Act, the right to equal treatment means the right

not to be discriminated against for the reasons provided by law.



(2) direct and indirect discrimination. For discrimination and

harassment, sexual harassment, harassment, instruction to discriminate and

incitement to discrimination.



(3) direct discrimination shall mean such action, including omissions, when

one person is treated less favourably than another is, has been

or would be with another person in a comparable situation, and it's from

grounds of race, ethnic origin, nationality, gender, sexual orientation,

age, disability, religion, belief or world

opinion.



(4) discrimination on grounds of gender and discrimination

because of pregnancy, maternity or paternity, and because of the sexual

identification.



(5) Discrimination is also dealing with a person is treated less

favourably on the basis of the alleged reason referred to in paragraph 3.



§ 3



(1) indirect discrimination shall mean such act or omission, when

on the basis of an apparently neutral provision, criterion or practice is from

one of the grounds provided for in § 2 (2). 3 the person suffers over

to the other. Indirect discrimination is not, unless that provision, criterion

or practice is objectively justified by a legitimate aim and the means

achieving it are appropriate and necessary.



(2) indirect discrimination because of disability includes

refusal or omission to take reasonable measures to ensure that the person is

a disabled person access to a particular job, for the performance of work

activities or functional or another promotion, to

make use of the consultancy work, or participate in other professional

education, or to benefit from public services, unless the

such measures constitute a disproportionate burden.



(3) when deciding whether a particular measure constitutes

a disproportionate burden, account should be taken of



and the benefit of that) the degree of the person with a disability on the realization of

measures,



(b) financial arrangements for load carrying capacity) a natural or legal person who

It has to implement,



(c)) availability of financial and other assistance to the implementation of the measures and



(d)) the capacity of alternative measures meet the needs of persons with

the disabled.



(4) unfair burden does not constitute a measure which is a natural

or legal person shall be carried out under a special legal

prescription.



§ 4



(1) Harassment means unwanted conduct related to the reasons for the

referred to in § 2 (2). 3,



and the intent or effect) is to reduce the dignity of a person and

create an intimidating, hostile, degrading, humiliating

or offensive environment, or



(b)) that can legitimately be seen as a condition for the decision

affect the performance of rights and obligations arising from legal relations.



(2) sexual harassment shall mean the conduct referred to in paragraph 1 which has

sexual in nature.



(3) Persecution means the adverse treatment, penalties or

handicap, which occurred as a result of exercise of the rights provided for in this

the law.



(4) Instruction to discriminate means the behavior of a person who misuses

the position of the second child to discrimination by third parties.



(5) Guidance to discrimination means the behavior of the person of the second

persuades, encourages or incites to discriminated against the third party.



§ 5



(1) Remuneration for the purposes of this Act means all transactions,

pecuniary or non-pecuniary, recurring or one-off, that are

directly or indirectly provided by the person when dependent activities.



(2) Ensuring equal treatment means the adoption of measures which

is a prerequisite for effective protection against discrimination, and that is possible with the

regard to the good manners require given the circumstances and the personal

circumstances of the person who has the obligation to ensure equal treatment; for

the provision of equal treatment is also considered to ensuring equal

opportunities.



(3) employers shall be obliged, in matters of the right to employment and

access to employment, access to the profession, business and other separate

employment, labour and other employment, including

remuneration, ensure equal treatment referred to in paragraph 2.



(4) a profession for the purposes of this Act, the activities of natural persons

carried out in return for payment in the dependent or independent status, whose proper

the performance of special legislation makes fulfilment of qualification

assumptions, in particular by achieving the prescribed education and, where appropriate, time

practice.



(5) a social advantage for the purposes of this Act, a discount,

exemption from fees or cash or in-kind transactions

provided by independently of the Trustees of the social security right or

indirectly, a certain group of individuals with typically lower-income or

the higher cost of living than the other.



(6) for the purposes of this Act, a disabled person means physical,

sensory, mental, intellectual or other disabilities that prevent or may

to defend the people in their right to equal treatment in the areas defined

This Act; It must be a long-term disability, which

It takes or has knowledge of medical science take at least one year.



§ 6



The permissible forms of differential treatment



(1) Discrimination is not a difference of treatment on grounds of age in access to

employment or occupation, if the



and the condition of the minimum required age), professional experience or the time of

employment, which is for the proper performance of the employment or occupation or for

access to certain rights and obligations linked to employment or

profession, or



(b)) for the proper performance of the employment or occupation professional

education, which is disproportionately long relative to the date on which

a person applying for employment or profession reaches retirement age

by a special Act ^ 2).



(2) the discrimination does not constitute a difference in treatment, which is related to the

by determining the different pensionable age ^ 2) for men and women; This does not apply in

occupational social security schemes under sections 8 and 9.



(3) it is not Discrimination different treatment in matters of employment, rights

access to employment or occupation, in matters of work, service

conditions or other dependent activities, if it is substantive reason

of the nature of the work or activity and applied

the requirements are that the nature of the reasonable. Discrimination because of gender

There is no different treatment in matters relating to access to, or training to

employment or occupation, if it is substantive reason of

the nature of the work or activity and requirements are applied to this

the nature of the reasonable.



(4) Discrimination is not a difference of treatment applied in matters of the right to

employment, access to employment or occupation, in the case of dependent

work performed in churches or religious societies, if from

due to the nature of these activities, or the context in which they are carried out,

represents the religion, faith or belief of the person,

a legitimate and justified requirement of employment with respect to the ethics of the

the Church or religious society.




(5) it is not Discrimination different treatment applied to protect

of women due to pregnancy and maternity, persons with disabilities and

in order to protect persons under the age of 18 years over the framework laid down by specific

the legislation, if the means of achieving these objectives are

appropriate and necessary.



(6) it is not Discrimination because of gender differences in treatment when

the provision of services, which are offered in the area of private and

family life and the transactions carried out in this context.



(7) for reasons of Gender Discrimination is not exclusive or preferential

the provision of publicly available goods and services, if the exclusive or

preferential provision of goods and services in a gender-specific

objectively justified by a legitimate aim and the means to achieve it

are appropriate and necessary.



§ 7



(1) it is not Discrimination different treatment because of gender, sexual

orientation, age, disability, religion, belief or

world opinion on the matters referred to in § 1 (1). 1 (b). f) to (j)),

If this difference in treatment is objectively justified by a legitimate aim

and the means of achieving it are appropriate and necessary. The provisions of § 6

This does not affect.



(2) the measures shall not be considered discrimination, whose aim is to prevent

or compensate for the disadvantages resulting from the jurisdiction of a person to a group of people

as defined by one of the grounds provided for in § 2 (2). 3 and to ensure her straight

treatment and equal opportunities.



(3) in matters relating to access to employment or occupation shall not measures under

paragraph 2 lead to the preference of the person whose quality are not higher for

employment or occupation, than the other at the same time, as assessed

of the person.



(4) other permissible forms of differential treatment contained in the Special

the laws are not the provisions of paragraph 1 and without prejudice to paragraph 6.



The principle of equal treatment for men and women in occupational social

personnel security



§ 8



(1) If an employer provides employees, former employees and

their family members



and financial transactions or transactions) cash values, whose purpose is to

to replace or to supplement the benefits provided by the basic social system

protection in case of



1. illness,



2. the invalidity,



3. old age, including early retirement,



4. accidents at work and occupational diseases,



5. unemployment,



(b)) other financial or non-monetary transactions which have the character of

social benefits, in particular family or survivors, if there are

paid by the employer to the employee by reason of his employment,



is obliged not to discriminate because of sex.



(2) men and women shall have, in particular,



and) the same access to the social security system for workers,



(b)) the same claim for the provision of implementation,



(c)) the conditions for the same, the duration and retention of entitlement to performance,



(d)) as mandatory or voluntary participation in the system,



(e)) the same rules for the provision of implementation, in particular the age limit,

period of employment or for participation in the system,



(f)) the same conditions for the suspension of or entitlement to benefits

paid during maternity leave or leave for family reasons



(g)) are entitled to the same range of transactions subject to the same conditions,



(h)) the same method calculating the amount of the employer's contribution, or

the employee,



and the same method of calculating the amount of) implementation including an increase which arises

a claim with regard to the spouse or dependants,



(j)) the same conditions for the reimbursement of contributions by employees, if

worker leaves a scheme without having fulfilled the conditions guaranteeing a

a deferred right to long-term benefits,



to the same destination) was established as the retirement age for the purposes of granting

income from social security schemes.



(3) the provisions of paragraphs 1 and 2 shall apply mutatis mutandis to persons

self-employed and professional organization to which they are

persons members, which are based on the principle of belonging to a particular

the profession.



(4) the provisions of paragraphs 1 to 3 shall apply also to the



and) persons whose activity is interrupted by reason of sickness, maternity or

accident,



(b)) a person applying for employment,



c) pensioners,



(d)) disability of the employee or former employee,



e) persons who apply qualify for persons referred to in points (a) to (d)).)



§ 9



(1) the obligation of the employer to comply with the principle of equal treatment for men

and women under section 8 shall not apply to



and for the individual contract) to self-employed persons,



(b)) occupational schemes for self-employed persons, specified by the

only one Member,



(c)) of the insurance contract, the employer is not a party, in

the case of salaried employees,



d) optional provisions of social protection of people who are

participants will be offered individually to guarantee them



1. supplementary benefit, or



2. the choice of the date on which the normal benefits will start for people

self-employed, or a choice between several benefits,



e) occupational schemes, if the benefits of these systems are

financed by contributions paid by workers on a voluntary basis.



(2) the obligation of the employer to comply with the principle of equal treatment for men

and women does not prevent an employer from making admitted persons

have reached the retirement age for pension purposes from the employment

system, but which have not yet reached the retirement age for the purposes of granting

pension under the statutory pension scheme, the add-in

the pension. The pension supplement is used to match or approach the total

the amount of the benefits paid to those persons in respect of the amount paid in the

the same situation of persons of the other sex already have reached the law

fixed retirement age, in the meantime, other than persons having benefited from this

for complete statutory retirement age.



(3) breach of the obligation to respect the principle of equal treatment between men and

women is not



and setting different levels of benefit) in the context of the application

the necessary measures to the watchers of actuarial calculation factors

which differ according to sex in the case of funded defined-benefit schemes; in

the case of the employment systems, for which they are paid benefits

financed by collecting capital, certain elements may be unequal,

If the inequality of the amounts due to the use of actuarial

the policy, which at the time of the introduction of the system of financing differs by gender,



(b)) setting different levels for employers ' contributions to the

the employment system



1. in the case of a defined benefit system and if it is to compensate for the

the amount of the final benefits or to align for both sexes,



2. in the case of the benefits system and the adequacy of capital

the employer's contributions are intended to ensure the base

necessary to cover the cost of the benefits defined,



c) laying down different rules or rules applicable only to the

persons of a particular gender in the case of the measures laid down in (a)), and

(b)), as regards the guarantee or retention of entitlement to deferred benefits when

the person leaves a scheme of social security for workers.



(4) as regards the benefit schemes financed by the capital collection

referred to in paragraph 3 (b). and, breach of the principle of equal) treatment

men and women is not



and part of the regular income) the conversion into capital,



(b)) the transfer of pension rights,



(c) survivors ' pensions paid) to the person entitled, if surrendered to the

the amount of income each year, part d) a reduced pension, if the person

opt for early retirement.



(5) the principle of equal treatment between men and women is not contrary to, where men and

women under the same conditions a claim a flexible pensionable age from the system

social security schemes.



(6) for the purposes of this Act, when the equal treatment of men and women in

occupational social security schemes, in respect of persons

self-employed, the employer shall also constitute

legal or natural person, which provides this security.



TITLE II



LEGAL MEANS OF PROTECTION AGAINST DISCRIMINATION



§ 10



(1) if the violation of the rights and obligations arising from the law on

equal treatment or discrimination, is the one who has been following the negotiations

without prejudice to the right of the Court, in particular, the claim to be dropped from the

discrimination, in order to remedy the consequences of the discriminatory action and to

He was given adequate compensation.



(2) if it was not considered sufficient to remedy the situation in accordance with paragraph

1, in particular because it was as a result of discrimination within the largely

reduced reputation or dignity of the person or its seriousness in

the company also has the right to compensation for non-material damage in cash.



(3) the amount of the refund referred to in paragraph 2, the Court shall determine, taking into account the seriousness of the

the injury resulting therefrom and the circumstances in which the breach occurred.



§ 11



(1) in matters of protection against discrimination may a legal person,



and) that was the protection of the rights of victims of discrimination is based, or



(b)) if the protection against discrimination the subject of its activities referred to in


the statutes or the statute or that arises from its activities

or by operation of law,



provide information about the possibilities of legal assistance and cooperation in the

drafting and submission of proposals or additions to persons seeking protection

against discrimination.



(2) a legal person referred to in paragraph 1 shall be entitled to submit administrative

authorities executing control over observance of the legislation, including

the right to equal treatment, incentives to conduct inspections, where appropriate,

incentives to begin the administrative procedure.



TITLE III



TRANSITIONAL PROVISION



§ 12



Legal relations in matters of the right to equal treatment arising from the

the facts that occurred before the date of entry into force of this Act,

are governed by existing laws.



PART TWO



Amendment of the Act on public defender of rights



section 13 of the



Act No. 349/1999 Coll., on public defender of rights, as amended by Act No.

265/2001 Coll., Act No. 309/2002 Coll., Act No. 320/2002 Coll., Act No.

626/2004 Coll., Act No. 381/2005 Coll., Act No. 342/2006 Coll. and act

No 129/2008 Coll., is amended as follows:



1. In article 1 (1). 4 (b). (c)), the words "the Constitution of social care" shall be replaced by

the words "social services".



2. In paragraph 1, the following paragraph 4 shall be inserted after paragraph 5, including notes

footnote 1:



"(5) the Guardian shall exercise competence in matters of the right to equal treatment and

protection against discrimination of ^ 1).



1) Act No. 198/2009 Coll., on equal treatment and remedies

protection against discrimination and on amendments to certain acts (the anti-discrimination

the law). ".



Paragraphs 5 and 6 shall be renumbered as paragraphs 6 and 7.



Former footnote No. 1 through 5 are referred to as comments below

line # 2 to 6, including references to footnotes.



3. In section 8 paragraph 2 reads as follows:



"(2) belongs to the protectors of the salary, transitional allowance, reimbursement of expenses and remuneration in fulfillment

as the President of the Supreme Audit Office. Representatives of the protector

belongs to the salary, transitional allowance, reimbursement of expenses and natural performance as a

Vice President of the Supreme Audit Office. ".



4. in article 15, paragraph 2. 1 (b). (c)), the words "pursuant to § 1 (1). 2 ' shall be deleted.



5. § 21a § 21b is inserted:



"§ 21b



The protector contributes to upholding the law on the equal treatment of all

persons irrespective of their racial or ethnic origin, nationality,

gender, sexual orientation, age, disability, religious

religion, faith or belief, and to this end



and provides methodological assistance) to victims of discrimination in the proposals

at the initiation of the proceedings for reasons of discrimination,



(b)) carries out research,



c) publishes reports and makes recommendations on issues related to the

discrimination,



(d)) provides the exchange of available information, with the relevant European

bodies. ".



PART THREE



To change the code of civil procedure



§ 14



In Act No 99/1963 Coll., the code of civil procedure as amended by Act No.

36/1967 Coll., Act No. 158/1969 Coll., Act No. 50/1973 Coll., Act No.

20/1975 Coll., Act No. 135/1982 Coll., Act No. 180/1990 Coll., Act No.

328/1991 Coll., Act No. 519/1991 Coll., Act No. 263/1992 Coll., Act No.

24/1993 Coll., Act No. 171/1993 Coll., Act No. 114/1994 Coll., Act No.

152/1994 Coll., Act No. 216/1994, Coll., Act No. 84/1995 Coll., Act No.

118/1995 Coll., Act No. 160/1995 Coll., Act No. 237/1995 Coll., Act No.

247/1995 Coll., Constitutional Court declared under no. 31/1996 Coll.,

Act No. 142/1996 Coll., the Constitutional Court declared under no.

269/1996 Coll., Act No. 202/1997 Coll., Act No. 227/1997 Coll., Act No.

15/1998 Coll., Act No. 91/1998 Coll., Act No. 167/1998 Coll., Act No.

326/1999 Coll., Act No. 360/1999 Coll., Constitutional Court

declared under the No 2/2000 Coll., Act No. 27/2000 Coll., Act No. 30/2000

Coll., Act No. 46/2000 Coll., Act No. 105/2000 Coll., Act No. 130/2000

Coll., Act No. 155/2000 Coll., Act No. 204/2000 Coll., Act No. 220/2000

Coll., Act No. 227/2000 Coll., Act No. 367/2000 Coll., Act No. 370/2000

Coll., Act No. 120/2001 Coll., Act No. 137/2001 Coll., Act No. 231/2001

Coll., Act No. 273/2001 Coll., the Constitutional Court declared under no.

276/2001 Coll., Act No. 311/2001 Coll., Act No. 451/2001 Coll., Act No.

491/2001 Coll., Act No. 501/2001 Coll., Act No. 151/2002 Coll., Act No.

202/2002 Coll., Act No. 227/2002 Coll., Act No. 309/2002 Coll., Act No.

320/2002 Coll., Constitutional Court declared under no. 476/2002 Coll.

Act No. 88/2003 Coll., Act No. 120/2004 Coll., Constitutional Court

the declared under no. 153/2004 Coll., Act No. 235/2004 Coll., Act No.

257/2004 Coll., Act No. 340/2004 Coll., Act No. 435/2004 Coll., Act No.

501/2004 Coll., Act No. 554/2004 Coll., Act No. 561/2004 Coll., Act No.

628/2004 Coll., Act No. 59/2005 Coll., Act No. 170/2005 Coll., Act No.

205/2005 Coll., Act No. 216/2005 Coll., Act No. 340/2005 Coll., Act No.

377/2005 Coll., Act No. 383/2005 Coll., Act No. 413/2005 Coll., Act No.

56/2006 Coll., Act No. 57/2006 Coll., Act No. 79/2006 Coll., Act No.

112/2006 Coll., Act No. 115/2006 Coll., Act No. 115/2006 Coll., Act No.

133/2006 Coll., Act No. 135/2006 Coll., Act No. 135/2006 Coll., Act No.

189/2006 Coll., Act No. 216/2006 Coll., Act No. 233/2006 Coll., Act No.

264/2006 Coll., Act No. 262/2006 Coll., Act No. 309/2006 Coll., Act No.

315/2006 Coll., Act No. 296/2007 Coll., Act No. 104/2008 Coll., Act No.

123/2008 Coll., Act No. 126/2008 Coll. and Act No. 129/2008 Coll., section 133a

including the footnotes # 56b 56 c 56 d, and reads as follows:



"section 133a



If the applicant shall indicate the facts before the Court, from which it can be inferred that the

on the part of the defendant there has been direct or indirect discrimination



and) based on sex, racial or ethnic origin, religion,

faith, belief, disability, age or sexual

orientation in the field of work or other dependent activities including access

to them, occupation, business or other self-employment

including access, membership in organizations of workers or

employers and membership and activities in professional chambers ^ 56b)



(b)) on the basis of racial or ethnic origin in the provision of health

and social care, in access to education and training, access to

public procurement, access to housing, membership in associations

and in the sale of goods or the provision of services in the shop ^ 56 c), or



(c)) on the basis of gender in access to goods and services ^ 56 d)

the defendant is obliged to prove that there was no breach of the principle of equal

treatment.



56B) Council Directive 2000/43/EC of 29 April 2004. June 2000 implementing the

the principle of equal treatment between persons irrespective of racial or

ethnic origin.



Council Directive 2000/78/EC of 27 June 2002. November 2000 establishing a

a general framework for equal treatment in employment and occupation.



Council Directive 2004/113/EC of 13 April 2004. December 2004, implementing the

the principle of equal treatment between men and women in the access to goods and services

and their provision.



Council Directive 97/80/EC of 15 December 1999. December 1997 on the burden of

cases of discrimination based on sex.



56 c) to Council Directive 2000/43/EC of 29 April 2004. June 2000 implementing the

the principle of equal treatment between persons irrespective of racial or

ethnic origin.



56 d) Council Directive 2004/113/EC of 13 April 2004. December 2004

implementing the principle of equal treatment between men and women in the access to goods and

services and their provision. ".



PART FOUR



cancelled



§ 15



cancelled



PART FIVE



cancelled



section 16 of the



cancelled



PART SIX



Amendment of the Act on insurance



§ 17



In section 13a of the Act No. 363/1999 Coll., on insurance and amending certain

related acts (the Insurance Act), as amended by Act No.

39/2004 Coll., the present text shall become paragraph 1 and the following

paragraphs 2 and 3 shall be added:



"(2) if the insurer uses the divergence of sex as a determining factor

in determining the amount of the premiums and raise a different calculation of premiums

implementation is required to ensure that these differences are



and based on accurate) actuarial and statistical data

and



(b)).



(3) in determining the amount of the premiums and raise a different calculation

the indemnification provided for in paragraph 2 of the insurance is based on the public

the available data and from data obtained from our own operated insurance

activity or from the statistics collaborative undertakings. If they are not

available publicly available data including statistics together

created by insurance companies, the insurance undertaking is required to publish and

regularly update their own statistical data, which is based on

in determining the amount of the premiums and raise a different calculation of premiums

the performance, in a manner allowing remote access. ".



section 18



Transitional provision



The Ministry of Finance on the basis of the information referred to in section 13a para. 3 of Act No.

363/1999 Coll., on insurance and amending certain related laws

(Insurance Act), as amended, obtained

First, on 1 January 1993. April 2012, examine the lawfulness of the use of

the diversity of sex as a determining factor in determining the amount of the difference


differences in the calculation of premiums and claims and the results of this

the review shall notify the Commission of the European communities not later than 21.

December 2012.



PART SEVEN



The EFFECTIVENESS of the



§ 19



This Act shall take effect on the first day of the third calendar month

following the date of its publication, with the exception of part two, which

shall take effect on the first day of the sixth calendar month following

After the date of its publication.



Vaidya in the r.



Fischer v. r.



1) Council Directive 76/207/EEC of 9 October. February 1976 on the implementation of the principle

equal treatment for men and women as regards access to employment,

vocational training and promotion, and working conditions.



European Parliament and Council Directive 2002/73/EC of 23 December 2003. September 2002,

amending Council Directive 76/207/EEC on the implementation of the principle of equal

treatment for men and women as regards access to employment, vocational

training and promotion, and working conditions.



Council Directive 2000/43/EC of 29 April 2004. June 2000 implementing the

the principle of equal treatment between persons irrespective of racial or

ethnic origin.



Council Directive 2000/78/EC of 27 June 2002. November 2000 establishing a

a general framework for equal treatment in employment and occupation.



Council Directive 75/117/EEC of 10 September 1984. February 1975 on the approximation of

laws of the Member States relating to the application of the principle of equal pay

for men and women.



Council Directive 79/7/EEC of 19 December. December 1978 on the progressive implementation of the

the principle of equal treatment for men and women in matters of social

Security.



Council Directive 86/378/EEC of 24 June 1993. July 1986 on the implementation of the principle

equal treatment for men and women in occupational social security schemes

workers.



Council Directive 96/97/EC of 20 May 1999. December 1996, amending

Directive 86/378/EEC on the implementation of the principle of equal treatment for men and women

in occupational social security schemes.



Council Directive 86/613/EEC of 11 December. December 1986 on the application of the principle of

equal treatment of men and women employed, including

the field of agriculture, and on the protection of maternity.



Council Directive 2004/113/EC of 13 April 2004. December 2004, implementing the

the principle of equal treatment between men and women in the access to goods and services

and their provision.



European Parliament and Council Directive 2006/54/EC of 5 July 2004. July

2006 on the implementation of the principle of equal opportunities and equal treatment for

men and women in matters of employment and occupation.



2) § 32 Act No. 155/1995 Coll., on pension insurance, as amended by

amended.