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
A-10-2026-0021
Committee on Employment and Social Affairs Committee on Women’s Rights and Gender Equality · Rapporteur: Irena Joveva, Mirosława Nykiel
- Voted on · Adopted 458–72–98 · See the decision →
- Full procedure 2025/2038
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This resolution addresses the gender pay and pension gaps in the EU, analyzing causes and proposing measures to close them, including better valuation of women-dominated work.¶¶¶ It calls for action plans, guidelines for gender-neutral job evaluation, a European care deal, and stronger enforcement of existing directives.¶¶¶ It urges member states to improve care services, support women's entrepreneurship, and ensure pension systems recognize caregiving.¶¶¶
Committee position. The committee report proposes a resolution calling for comprehensive measures to close the gender pay and pension gaps, including action plans, guidelines for job evaluation, and a European care deal.¶¶¶
Key points
- Recalls that equal pay for equal work is a founding EU principle and that full implementation of the Pay Transparency Directive will help eliminate gender-based discrimination.¶
- Regrets persistent gender pay and pension gaps and notes that current pace of change is insufficient to close them before 2100.¶
- Calls on member states to take targeted measures to prevent and combat gender-based violence, including ratification of ILO Convention 190.¶
- Emphasizes that insufficient investment in childcare and long-term care services hinders women's full participation in the labour market.¶
- Calls for gender-responsive strategies in the digital sector and for integrating women more effectively into the labour market.¶
- Highlights that gender segmentation across sectors and occupations is a structural driver of the gender pay gap.¶
- Calls on member states to promote non-transferable, adequately paid paternity leave and to increase men's uptake of parental leave.¶
- Calls for the full implementation of the European care strategy and for setting national targets for childcare and long-term care coverage.¶
- Calls on the Commission to develop guidelines and a pilot project for gender-neutral job evaluation systems.¶
- Calls for a European care deal with a specific care investment package and a dedicated funding stream under the 2028-2034 multiannual financial framework.¶
- Calls on member states to ensure gender-sensitive social protection systems, including care credits for pension entitlements.¶
- Calls for swift transposition and implementation of the Pay Transparency Directive and the Gender Balance on Corporate Boards Directive.¶
Who is affected
- Women in the EU, particularly those in female-dominated sectors, face lower pay and pensions.¶¶
- Member states are called on to implement measures on care, pay transparency, and pension credits.¶¶
- Employers, including SMEs, are encouraged to adopt gender equality plans and best practices.¶¶
- Social partners are involved in designing and monitoring equality strategies.¶
- Third-country migrant women in low-paid sectors are targeted for protection.¶
Figures and deadlines
- In 2023, the EU gender gap in hourly pay was 12 %, with variations across member states.¶
- In 2024, 27.9 % of women worked part-time compared to 7.7 % of men.
- In 2021, 74 % of women did housework daily, compared with 42 % of men.¶
- The gender pension gap stood at 25 % in 2025.¶
- In 2024, 16.9 % of retired women were at risk of poverty.
- Care responsibilities keep approximately 7.7 million women out of the labour market.¶
- In 2023, gender gaps in pay and employment cost the EU EUR 390 billion.¶
- Only 30 % of corporate board members are women.¶
Legal basis: Articles 2 and 3(3) TEU, Articles 8, 10, 19, 151, 153 and 157 TFEU¶¶