UPR Sexual Rights Database

National Report:
Para 5) On 20 November 2014, the Government adopted the National Strategy for Gender Equality 2014-2019 and the Action Plan for Gender Equality 2014-2019.
Para 41) The right to access to employment is provided for in the Act on Employment Services. A citizen has the right to choose employment freely and work anywhere in the SR, or can choose to work abroad. In accordance with the Labour Code women and men are entitled to the same pay for the same work or for work of the same value. Under the Act on Equal Treatment in Certain Areas and Protection against Discrimination (Anti-Discrimination Act), sexual harassment at workplaces is prohibited.
Para 43) The MLSAF SR continuously adopts measures to reduce the salary gap between men and women. One of the most significant ones is an outreach campaign highlighting the ever-shrinking salaries paid to women, in addition to offering advice on the www.kedvyrastiem.sk (when I grow up) website on how to protect against discrimination on the labour market. Another significant measure to reduce the gender pay gap is a gradual minimum wage increase, as women find themselves in low-income jobs more often than men. Another important instrument for increasing employment and income levels for women was the national project “Family and Work” focused on balancing family and work life and on work opportunities for mothers with small children.
Para 44) As for the fight against discrimination, an important and indispensable role is played by social partners by promoting equal treatment, for example through monitoring workplace practices, access to employment, professional training and career progression, as well as through monitoring collective agreements, codes of conduct, research, or through sharing experience and best practice. In line with the principle of equal treatment, discrimination on the grounds of marital or family status, … gender … is prohibited.

National Report Annex 1:
On 20 November 2014, the Government of the Slovak Republic adopted the National Strategy for Gender Equality for the 2014-2019 period and the related Action Plan for Gender Equality for the 2014-2019 period. The individual activities and measures it specifies were prepared in cooperation with non-governmental organisations and the Council of the Government of the Slovak Republic for Human Rights and Gender Equality. The Strategy and the Action Plan are closely linked and represent a comprehensive conceptual framework for promoting equality of men and women.
The Strategy specifies six strategic areas and priorities. Within strategic area 2, Participation in decision-making in public and economic life, it sets the following objective: Reduction of gender gap in participation between women and men in decision-making positions, and within this objective, it sets the following targets: 2.1 To increase representation of women in decision-making processes in political life, including their motivation and possibilities to be election candidates and to participate; 2.2 To promote women’s entrepreneurship by creating systemic measures, including balancing family and work life; 2.3 To increase representation of women in economic decision-making positions.
UN Compilation:
Para 47) CEDAW noted with concern that discriminatory stereotypes regarding the roles and responsibilities of women and men in society and family were deeply rooted in Slovakia, and that there had been campaigns by non-State actors advocating for traditional family values, overemphasizing the roles of women as mothers and caretakers, and criticizing gender equality as “gender ideology”.
Para 49) [CEDAW] was concerned that many public and private actors had not adopted temporary special measures to facilitate the participation of women in the labour market, and that the lack of effective measures to promote the reconciliation of work and family life constituted a barrier to women’s access to employment. It was also concerned that significant horizontal and vertical gender segregation existed in the labour market, and that the gender pay gap remained wide.
Para 51) CEDAW noted the high level of representation of women in the judiciary, but was concerned at the low level of representation of women in Parliament and in the Government, and the underrepresentation of women in high-ranking positions in the diplomatic service.

Stakeholder Summary:
Para 10) The SNCHR welcomed the adoption of a national strategies … on gender equality … .
Para 48) The SNCHR stated that discriminatory stereotypes concerning social and family roles of women and men were deeply rooted in Slovakia. Women continued to bear a disproportionate share of family and household responsibilities. The SNCHR explained that, in terms of gender stereotyping, a fundamental problem laid on misinterpretation of the term “gender equality”. Some groups of society considered gender equality as a threat to traditionalism.
Para 49) JS1 reported that gender inequality remained evident in many areas of private and public life.

National Report Annex 1:
Constitutional Act no. 161/2014 Coll., effective from 1 September 2014, strengthened the status of marriage between a man and a woman. It added the definition of marriage as “a unique union between a man and a woman” to the text of the constitution. Along with this definition, it added the Slovak Republic’s commitment to the statement that marriage comprehensively protects it and serves its best interest.
However, it is important to point out that under the applicable and effective Act on the Family, and under provision No. 41 (1) of the Constitution of the Slovak Republic, marriage, parenthood and family are protected by law. Article 2 of the Act on the Family explicitly states that “the society comprehensively protects all forms of family”.
The recommendation has been implemented.