Public Hearing on Maternity Leave, Paternity Leave and Parental Leave 19th January 2009 Committee of Women’s Rights and Gender Equality European Parliament

CITE was created in CITE is of a tripartite composition, with representatives of the Portuguese Public Administration and of the Social Partners – Workers and Employers Confederations. CITE comes under the authority of the Minister of Labour and Social Solidarity, in articulation with the government member in charge with gender equality. Organisational Status

Ministry of Labour and Social Solidarity; Minister of State and Finance as responsible for the Public Administration; Representative of the Prime Minister as responsible for the Local Administration; Commission for Citizenship and Gender Equality; General Confederation of the Portuguese Workers; Workers General Union; Confederation of the Portuguese Industry; Confederation of Commerce and Services of Portugal. Note: one representative of each body, with the exception of the Ministry of Labour that has two representatives, being one of them the President of the Commission. The Institutional Members of CITE

To fight discrimination and promote equal opportunities and equal treatment to women and men at the workplace, in employment and training, to protect maternity and paternity, and generally to promote work life balance, both at public and private sectors, in compliance with the Portuguese Constitution and Law. The Mission of CITE

Main Tasks To issue opinions with regard to equality at work and in employment, whenever it so requested by the General- Inspectorate of Labour, the courts, ministries, trade unions and employers associations or by any interested party ; To issue an opinion prior to the dismissal of pregnant workers, workers who have recently given birth and who are breastfeeding; To issue a prior opinion in the event that the employer intends to refuse to authorise part-time or flexitime working by workers with children less than 12 years of age;

Main Tasks Immediately to communicate opinions of the Commission, which confirm or indicate the existence of discriminatory labour practices to the General-Inspectorate of Labour, with a view to inspection action, which may involve Commission staff; To visit workplaces or to request the General-Inspectorate of Labour to visit workplaces with a view to proving the existence of discriminatory practices; To organise a register of the court decisions sent to it by the courts, with regard to equality and non-discrimination between men and women at work, in employment and vocational training, and to provide information regarding any final decision; To review notices given by employers of the non-renewal of fixed-term employment contracts whenever a pregnant worker, a worker who has recently given birth or who is breastfeeding is involved.

PROTECTION OF PREGNANT WORKER, RECENT MOTHER, AND STILL BREASTFEEDING Principle of equal opportunities and equal treatment of men and women in employment and work Increased reconciliation of professional, private and family life

ENLARGEMENT OF MATERNITY LEAVE What risks? -Prolonged removal of women from labour market -Greater difficulties of reintegration into the labour market

ENLARGEMENT OF MATERNITY LEAVE How to minimize the risks? -Protection in dismissal -Ensuring regain of an equivalent working post -Possibility of sharing the maternity leave with the father

ENLARGEMENT OF MATERNITY LEAVE How to minimize the risks? (cont.) -Possibility of sharing the maternity leave with the father Change of paradigm: Working mother Working father and working mother

USE OF THE MATERNITY LEAVE WITHIN 12 WEEKS BEFORE THE BIRTH What reconciliation of work and family life?

CHILDREN WITH DISABILITIES – Is it the enlargement of maternity leave enough? Specific needs of reconciliation that require appropriate solutions that go beyond the moment of birth

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