What changed

MOTION FOR A EUROPEAN PARLIAMENT RESOLUTION

P10_TA(2026)0074

on the genderGender pay and pension gap in the EU: state of play, challenges and the way forward, and developing guidelines for the better evaluation and fairer remuneration of work in female-dominated sectors

(2025/2038(INI))

Committee on Employment and Social Affairs, Committee on Women’s Rights and Gender Equality

PE778.042

European Parliament resolution of 11 March 2026 on the gender pay and pension gap in the EU: state of play, challenges and the way forward, and developing guidelines for the better evaluation and fairer remuneration of work in female-dominated sectors (2025/2038(INI))

– having regard to the Treaty on European Union (TEU), in particular Articles 2 and 3(3) thereof,

D. whereas the gender pay gap is defined as the difference between the average gross hourly earnings of men and women, expressed as a percentage of the average gross hourly earnings of men; whereas a significant share of the gender pay gap cannot be explained by objective, observable labour market attributes such as age, experience and education, occupation, working time or other measurable characteristics, pointing to persistent discrimination; whereas tackling the pay gap requires a balanced approach that combines equal opportunities, equal distribution of care responsibilities, the fight against gender stereotypes, pay transparency and effective enforcement, with policies that support skills, participation and career progression, while recognising that disadvantages are compounded for women facing multiple and intersecting forms of discrimination based on factors such as sex, racial or ethnic origin, religion or belief, disability, age or sexual orientation;

E. whereas across the EU, women’s earnings are disproportionately lower than men’s, and women are over-represented among minimum wage earners; whereas in 2023, the EU gender gap in hourly pay was 12 %, with significant variations across the Member States, with the gap exceeding 18 % in some Member States; whereas this means that women are effectively working without being paid for an average of 54 to 67 days per year when compared to men; whereas despite the fact that the employment rate for women continues to increase, the EU is not on track to halve its gender employment gap of 10 % by 2030, and the gap for women with children is higher, at 16.516,5 %; whereas according to Eurostat, the gap also differs by industry and is higher in the private sector than in the public sector in a majority of Member States; whereas in 2024, only 7.77,7 % of men in the EU worked part-time compared to 27.927,9 % of women, whose main reason for working part-time was care responsibilities; whereas there is a specific correlation between women-dominated sectors and low levels of wages; whereas pay can reflect the value and recognition that society places on particular kinds of work;

F. whereas pay inequalities do not always reflect the value of, demand for or skills required for the work, but are rather the result of persistent gender inequality; whereas undervaluation of women’s work, occupational and sectoral segmentation, the gender gap in leadership, and the unequal division of unpaid care are structural factors in gender pay and pension gaps and require systematic job valuation and sectoral revalorisation exercises at EU and national levels; whereas the gender pay gap is not only a matter of lower earnings, but also reflects broader social, political and cultural inequalities which influence women’s economic independence, career opportunities and overall well-being;

L. whereas women are disproportionately affected by the increasing fragmentation of the labour market, including the rise in non-standard forms of employment such as temporary work, part-time work, platform work and self-employment; whereas women often play essential roles in family farming, agri-business and community life, yet their work is frequently undervalued or informal, leading to lower lifetime earnings and inadequate pension contributions; whereas this disadvantage is further compounded for women facing multiple and intersecting forms of discrimination based on factors such as race, gender, gender identity, sexual orientation or disability;

M. whereas the impact of the gender pay, care and employment gaps are compounded for women in later life, as evidenced by the gender pension gap, which stood at 25 % in 2025; whereas this stems from accumulated inequalities throughout the course of women’s working lives and from periods of absence from the labour market and lower pay; whereas older women continue to be more exposed to poverty risks than older men in all the Member States; whereas in 2024, 16.916,9 % of retired women were at risk of poverty, nearly double the number of retired men at risk of poverty; whereas women generally have a longer life expectancy and are more likely to require long-term care in old age; whereas it is imperative to ensure that public social security and social protection systems remain robust and adequately and sustainably funded, so that they can continue to provide reliable support;

N. whereas women-dominated work, which ensures economic empowerment and increases women’s participation in politics and public life, must be grounded in freedom of choice and a wealth of possibilities;

P. whereas both the Draghi and Letta reports underline that the availability, affordability and quality of care services – including early childhood education and care, long-term care and support for persons with disabilities – are a structural barrier to labour market participation, particularly for women, and reduce the EU’s overall productivity potential; whereas investment in care infrastructure and quality jobs is productive social investment that strengthens competitiveness and resilience and fosters the equal participation of women in all areas of society, including employment; whereas the Work-Life-Balance Directive should be thoroughly enforced and its effect evaluated; whereas a more balanced sharing between both parents of parental leave and care responsibilities, including through well-designed non-transferable leave entitlements, is essential to promote equal opportunities for women and men and to contribute to a more gender-equal society and a modern, resilient labour market;

Q. whereas care is an important pillar of our society; whereas unpaid and underpaid care work for children, the elderly, the sick, people with disabilities, family members or other dependants is disproportionately carried out by women, even after they enter the labour market, and remains a major driver of gender inequalities in income, career progression and pensions; whereas care responsibilities keep approximately 7.77,7 million women out of the labour market, compared to just 450 000 men; whereas some countries have introduced pension credits for carers, meaning that the time spent caregiving is recognised in pension calculations;

R. whereas the rate of poverty or social exclusion is higher for women than for men (21.9(21,9 % compared to 20 %); whereas time poverty limits women’s opportunities to engage in long-term, full-time employment, restricting their earning potential and increasing their reliance on low-wage or part-time jobs, reducing their pension contributions and heightening their financial dependence also in old age, and further exposing them to gender-based violence, in particular domestic violence;

S. whereas Spain has incorporated several regulations establishing a comprehensive legal system aimed at reducing the gender gap, such as the temporary gender gap supplement granted to women who are entitled to a contributory pension and have been mothers (biological or adoptive), and for which men could be eligible if they can prove that their professional career has been interrupted or affected by the birth or adoption of a child;

X. whereas in a dynamic, innovation-driven social market economy, skills, productivity and performance should be rewarded, creating more opportunities for women to advance in high-value sectors such as technology, agriculture, industry, defence, medicine, law and finance; whereas this would encourage and support girls and young women to pursue education and careers in these high-value sectors from an early age, helping to dismantle gender stereotypes and widen future career choices;

Y. whereas the rate of people at risk of poverty or social exclusion (AROPE) is higher among older people (aged 75 and above), pensioners with disabilities and those who have been out of work for long periods; whereas in 2020, the AROPE rate among retired people in the EU was 15.615,6 %; whereas this group’s gender pay gap, at 13 % in 2020, and its gender pension gap, at 29 % in 2019, is still significant today; whereas many older women have not built up sufficient pension entitlements and often rely on family support or survivors’ pensions; whereas women’s greater longevity increases the likelihood that they will be living alone on a single income; whereas pensions must remain adequate and be adjusted to the cost of living, while incentives for longer participation in the labour market must be improved, to reduce old-age poverty and dependency;

Z. whereas labour market imbalances can be reduced by upholding the principle of equal pay for equal work or work of equal value, addressing the undervaluation of women-dominated sectors and removing barriers so that more women can enter high-paying, men-dominated sectors; whereas the gender pay gap is highest in such sectors; whereas society also depends on essential services such as care, which are often underpaid and predominantly carried out by women; whereas pay in these sectors should be fair and sustainable to support women and their families, strengthen workforce participation and improve the status of these professions; whereas the risk of poverty and, to a lesser degree, the risk to women’s financial autonomy induced by the gender pay and pension gaps further exposes women to gender-based violence, in particular domestic violence, making it more difficult for them to leave an abusive relationship; whereas according to the UN, almost 35 % of women worldwide experience psychological or sexual harassment in the workplace or harassment with serious consequences in terms of personal and professional aspirations; whereas this damages women’s self-esteem and weakens their position for negotiating fairer remuneration; whereas high unemployment, weak pay growth and insecure work can affect women disproportionately; whereas this has an adverse impact on the economic empowerment of women and on achieving equality between women and men; whereas well-designed labour market reforms, a competitive economy and sustainable public finances can support job creation and opportunity; whereas public services and social support should be targeted and effective, ensuring value for money while protecting the most vulnerable people;

Benefits of gender equality for society, economic growth, competitiveness and combating discrimination

7. Stresses that closing gender pay and pension gaps is essential for equality and competitiveness, and should be achieved through evidence-based measures, respecting the prerogatives of the Member States and the social partners; recalls that gender gaps in pay and employment cost the EU EUR 390 billion in 2023 through lost earnings, welfare contributions and the public finance costs of social welfare benefits received by non-working women; notes that closing the gender employment gap could increase productivity, resulting in a 3.23,2 % to 5.55,5 % increase in GDP per capita by 2050, while more flexible working conditions, better work-life balance and higher wages encourage more women to enter the labour market, leading to an increase in the productive capacity of the economy; recognises that the cost-of-living crisis disproportionately affects women, including mothers; calls for measures that ensure that wages reflect the cost of living and incentivise workforce participation, while continuing to respect national labour market frameworks and social partner agreements; stresses that equal participation of women and men in quality employment strengthens the EU’s labour supply and its overall economic resilience and aligns with the European competitiveness agenda; encourages the Commission and the Member States to include quantified gains from increased gender equality in economic forecasting and policy impact assessments where relevant;

8. Highlights the fact that in 2023, the pay gap was higher in the private sector than in the public sector in the majority of EU countries and that specific efforts are needed to ensure that companies actively encourage non-discriminatory practices and promote equal opportunities and equal pay for work of equal value;

24. Notes that women-led firms often operate in lower-paying sectors and face additional obstacles such as limited access to finance, gender bias and regulatory hurdles;

25. Points out that in the EU, around 6.86,8 million people work as undeclared paid care workers in the personal and household services sector, of whom 90 % are women, and the majority of whom are middle-aged and migrants and therefore not encompassed by labour rights or social security;

26. Stresses that financial insecurity and inequality are closely linked to psychological well-being and that the mental health impact of pay inequality should not be overlooked; notes that women are more likely than men to experience mental health problems, such as burnout and chronic depression, especially in sectors characterised by low-paid and emotionally demanding work;

57. Instructs its President to forward this resolution to the Council and the Commission.

EXPLANATORY STATEMENT

With this report we aim to provide a comprehensive assessment of the gender pay and pension gap across the European Union by analysing the underlying causes that remain despite the EU’s long-standing commitment to tackle gender inequalities. Persistent gaps stem from a number of factors, such as the concentration of women in lower-paid and undervalued occupations, motherhood penalty, unequal distribution of care and household responsibilities, the higher prevalence of part-time and atypical work among women, and discrimination in pay and career progression. The report highlights the intricate correlation between pay gaps, labour-market participation and pension outcomes, which illustrate that low pay levels or career interruptions translate into lower pension entitlements, which can disproportionately expose women to poverty and social exclusion in old age. We draw attention to the specific challenges faced by women working in female-dominated sectors and the importance of ensuring women’s entrepreneurship and achieving financial independence. Moreover, we highlight that beyond the individual benefits for women, closing the gender pay and pension gaps have broad benefits for our societies and economies and can be a driver for growth and competitiveness.

The report outlines several measures to be taken, starting with providing more effective tools to assess the value of work and to ensure simplified tax arrangements and transparent remuneration systems. We further call for stronger enforcement of existing equal pay and equal treatment legislation, the development and implementation of pay-transparency measures, improved access to affordable and high-quality care services, and better work-life balance arrangements for all. It also underlines the importance of integrating a gender perspective into employment, social and economic policies, and of supporting Member States in addressing inequalities through coordinated and evidence-based action. By setting out concrete policy orientations and recommendations, this report seeks to contribute to a more coherent, competitive and effective Union approach to closing both the gender pay gap and the gender pension gap, and to promoting fairer remuneration and greater economic independence for women throughout their lives. The Commission should ensure that the issues raised in the report are addressed in the forthcoming proposal of the next Gender Equality Strategy.

ANNEX: DECLARATIONS OF INPUT

The rapporteurs declare under their exclusive responsibility that they did not include in their report input from interest representatives falling within the scope of the Interinstitutional Agreement on a mandatory transparency register, or from representatives of public authorities of third countries, including their diplomatic missions and embassies, to be listed in this Annex pursuant to Article 8 of Annex I to the Rules of Procedure.

INFORMATION ON ADOPTION BY THE COMMITTEE RESPONSIBLE

Date adopted

28.1.2026

Result of final vote

+:

–:

0:

58

6

15

FINAL VOTE BY ROLL CALL BY THE COMMITTEE RESPONSIBLE

Key to symbols: