UPR 4th Cycle: Women’s Economic Empowerment- Childcare services and pay gap

Relevant 3^rd Cycle Recommendations: 127.158; 127.160-163; 127.165

Context

The 2022 adoption of Law No. 367/2022 on alternative childcare services ensured a legal environment conducive to expanding childcare and supporting women’s labor market participation by introducing alternative childcare services for children under the age of three.

Yet, comprehensive national data on the number of services established remain unavailable since implementation has largely been supported by initiatives from civil society organizations, development partners, universities, and private employers. Such services include family-based and workplace childcare facilities, child friendly spaces, and training programs to professionalize home-based childcare providers. However, the lack of national data on alternative childcare services makes it difficult to assess their implementation and impact.

When it comes to the gender pay gap, the most recent data show it has reached its highest level in recent years. This might be because, within the last two years, the number of employed women has increased significantly, especially those with young children. These women often take part-time or flexible jobs to balance care responsibilities, affecting their earnings. Gender inequality is further driven by occupational segregation, lower-paid sectors, limited leadership opportunities, and discrimination. This ultimately also translates to the gender pension gap (16.3%).

Key Questions

• What actions will the Government take to reduce the persistent gender pay gap and address its structural causes, including occupational segregation, unequal care responsibilities, and women’s limited access to leadership positions?

Recommendations:

1. Promote employer-supported, family-friendly policies by introducing incentives for employers to establish workplace childcare services and adopt flexible working arrangements, parental support measures, and other family-friendly policies.
2. Address the structural causes of the gender pension gap by recognizing and mitigating the impact of unpaid care responsibilities on women’s lifetime earnings and pension entitlements.