Self-employed new mothers and EU free movement law: the CJEU delivers the obvious conclusion

Professor Steve Peers, University of Essex

* For more on EU free movement law issues, see the forthcoming second edition of the commentary on the EU Citizenship Directive, by Elspeth Guild, Steve Peers and Jonathan Tomkin – published soon

What happens when an EU citizen moves to another Member State, and has a baby? New parents likely face some sleepless nights in any event; but should new mothers in particular lose further sleep at the prospect of losing their status under EU free movement law? The CJEU, having ruled on this issues as regards employed new mothers in 2014 (the Saint-Prix judgment, discussed here), has now extended its case law to cover self-employed women who take a maternity break, in its recent judgment in Dakneviciute.

Background

The main EU law on EU citizens’ right to move and reside in another country – often known as the ‘citizens’ Directive’, does not provide for unlimited rights for EU citizens to go and live in another Member States. To exercise free movement rights, EU citizens must be employed, self-employed, students, have sufficient resources, or be a family member of someone in one of those categories (as further defined by the Directive, the EU Treaties, and relevant case law). After five years’ residence in accordance with this EU law, they obtain the right to permanent residence, at which point such conditions no longer apply.

Mothers-to-be who are in paid work as as the baby’s birth approaches often simply take maternity leave from their current employer, and then return to work for that employer some time after the baby is born. This is underpinned by a separate EU law on pregnant workers, which prohibits dismissal of women who are pregnant or on maternity leave save for ‘exceptional cases’ (on these exceptions, see the CJEU judgment in Porras Guisado). Equally, the same law guarantees continuation of an employment contract (except for a possible one-year waiting period to qualify for maternity pay).  In principle this should mean that the women concerned remain workers under free movement law, so they should be at no risk of losing status under that law.

The difficulty is for women who were employed but who gave up their current work before the birth (as in Saint Prix) or who are self-employed (as in Dakneviciute). Do they retain status as workers or self-employed persons under free movement law despite this? The citizens’ Directive says that status is retained in the event of: temporary inability to work ‘as the result of an illness or accident’; involuntary unemployment after being employed more than one year, if registered as a job-seeker; involuntary unemployment after being employed for less than one year, or if a fixed-term contract period of less than a year has ended, if registered as a job-seeker, although retention of status might in these cases only last for six months; or taking up vocational training, which must be linked to the prior employment unless the EU citizen is involuntarily unemployed.

In the Saint Prix case, the EU citizen dropped her teacher training course when she became pregnant, did some short-term work, and then gave up looking for work as the due date for her baby became closer. So she did not qualify under the citizens’ Directive’s rules for retaining worker status. However, the CJEU ruled that those rules were not exhaustive. In the Court’s view, the notion of ‘worker’ came first and foremost from the primary law of the EU Treaties, and covered someone who had previously worked in that State, given up work due to the physical impact of late pregnancy, and returned to work within a ‘reasonable period’ afterward. That period was to be defined taking account of the ‘specific circumstances of the case’, as well as national law on maternity leave, which must be at least 14 weeks in order to comply with the EU law on pregnant workers, although Member States can set longer periods. In fact a later judgment in the UK applied a one-year period in principle to such cases.

Subsequently, in its 2017 judgment in Gusa (which did not concern pregnancy), the CJEU ruled that self-employed EU citizens who became involuntarily no longer self-employed after one year should be treated the same as having retained their self-employed status, on the same basis that workers retain it under the citizens’ Directive in the event of involuntary unemployment.

Facts and judgment

Ms Dakneviciute was employed in the UK, then became a self-employed beauty therapist when she became pregnant. After her baby was born, she briefly returned to self-employment, then briefly claimed benefits, then became employed again. This dispute concerned her eligibility for child benefit: the UK authorities claimed that she did not qualify for it, because she did not have a sufficient right to reside. Uncertain as to whether the Saint Prix judgment applied to the self-employed, even despite the Gusa judgment in the meantime, a UK tribunal asked the CJEU to clarify whether previously self-employed new mothers retained status under free movement by analogy with previously employed new mothers.

The Court ruled that Ms Dakneviciute did retain her status, which meant that she was eligible for child benefit. Previously case law had treated employed and self-employed EU citizens in a unified way; the Saint Prix case applied by analogy; applying Gusa (which had referred to the vulnerability of unemployed EU citizens), pregnant women are vulnerable, whether they are employed or self-employed; and the EU had adopted a law on self-employed pregnant women, which refers to maternity leave on a similar basis as the EU law on pregnant workers.

Furthermore, the Court rejected the UK government’s argument that self-employed women could easily send someone to replace them during a maternity break. This was apparently an interpretation of the Gusa judgment (see paras 21 and 38 of the Dakneviciute judgment), although the Gusa judgment made no point about replacing individual self-employed persons. Finally, as in the Saint Prix judgment, the Court referred to the rules in the citizens’ Directive on obtaining permanent residence, which provide that a single absence of up to one year for pregnancy or childbirth (or other ‘important’ reasons) does not stop the clock as regards obtaining the five years’ residence necessary to qualify for permanent residence.

It followed that a previously self-employed EU citizen new mother retains her status of being self-employed, provided that she returns ‘to the same or another self-employed activity or employment within a reasonable period after the birth of her child’.

Comments

In light of the Saint Prix and Gusa judgments, the Court’s ruling that previously self-employed EU citizen new mothers retain their status is unsurprising.  A non-lawyer might even describe it as a statement of the bleeding obvious. It is striking that the UK government continued to fight the case, including by an interpretation of the Gusa judgment that has no basis in that judgment. Nor does that argument have any basis in the Advocate-General’s opinion in Gusa, which actually conversely said (in paras 72 and 73) that Saint Prix applied by analogy to self-employed persons. With great respect, the UK tribunal should not have given the government's argument the time of day.  

The most pressing practical question for previously self-employed EU citizen new mothers is how to determine the ‘reasonable length of time’ which they have to take up employment or self-employment in order to retain their status. The Court makes no suggestion about how long that might be, perhaps because it was conceded in the national courts that if Ms Dakneviciute retained her free movement status, she had obtained new work within a reasonable period of time (see para 19 of the judgment: perhaps this concession was in light of national case law referred to above). In practice, the EU law on self-employed pregnant women, like the EU law on pregnant workers, refers to a minimum period of 14 weeks, with Member States free to exceed that minimum (as the UK has done). Unlike in Saint Prix the Court does not refer again to also taking account of specific circumstances of the new mother’s case; but since the Court was applying that earlier judgment by analogy, this omission may well be accidental.

What is the impact of Brexit? In the event that the withdrawal agreement is ratified, the citizens’ rights provisions (discussed here) retain existing law (including case law) for UK citizens who move to the EU27, and EU27 citizens who move to the UK, before the end of the transitional period in the agreement (which is end 2020, with a possible extension of one or two years). In the event of leaving the EU without an agreement, the UK could chip away at these rights for EU27 citizens, even if they were already resident before Brexit Day – and EU27 States could do likewise for UK citizens. However, although both of these cases came from the UK courts, they will still be relevant to the remaining Member States (ie Irish citizens moving to Germany) in any event.

Finally, there’s a broader social and historical context to this judgment. The Court expressly mentions the vulnerability of pregnant workers. But new mums in Ms Dakneviciute’s position are also vulnerable as people who are migrant EU citizens, unemployed, and previously lower paid.  The Court’s judgment cuts through this intersectionality of sex, nationality and social class to guarantee access to child benefit regardless. Yet there’s a fin de siècle feeling to this ruling: in six weeks’ time, the UK might be able to disapply it to EU citizens in future. Benefits and unemployed people are obvious targets of the xenophobia that cynical politicians stoke.

Barnard & Peers: chapter 13; chapter 20

Photo credit: Coraims

Is it different this time? The Commission’s 2015 work programme

 

Steve Peers

Today the new European Commission announced its first annual work programme. Quite apart from the usual restructuring and renaming of policies, it promises to take a different approach to prior Commissions. In particular, this Commission apparently plans to propose fewer new EU measures and to withdraw many more pending proposals than usual.

But is the Juncker Commission’s approach actually different from the approach of previous Commissions? The best way to test that is to compare today’s work programme to the first work programme of previous Commissions.

The incoming Barroso Commission of 2005 suggested 32 pages of proposals, with no reference to withdrawal of pending measures. In 2010, the incoming ‘Barroso II’ Commission listed 25 pages of proposals, although only five pages concerned proposals that the Commission was definitely planning to make in 2010. The other 20 pages listed those proposals which were planned for the rest of the five-year mandate, although in the end some of those proposals – like two Directives on labour migration – were tabled in 2010 after all. And the 2010 work programme listed 58 proposed measures which were going to be withdrawn, although in all but one case the withdrawals were due to obsolescence.

How does that compare to the 2015 work programme? First of all, the list of planned proposals is similar to that in 2010: four pages, 23 proposals, compared to five pages and 34 proposals five years ago. Admittedly, the 2010 list comprised only the Commission’s biggest priorities, while the 2015 list is supposedly exhaustive, according to press reports. So is the Commission really planning to propose less than one new measure per Commissioner next year?

Of course not. A close look at the fine print reveals that some of the 23 items on the list will actually comprise more than one proposal. For instance, the review of immigration policy mentions both smuggling of migrants and the ‘Blue Card’ Directive on highly-skilled migrants. It would be technically possible to table one legislative proposal addressing both issues – indeed, that would be unremarkable compared to how immigration legislation is drafted in many countries. However, the EU’s tradition is to propose and adopt different legal acts in such cases. Similarly, the plans concerning labour mobility, the internal market, energy and the digital single market will necessarily entail proposing more than one item of legislation. This is particularly obvious as regards the digital single market, where the work programme refers to a ‘package’ of laws.

Secondly, the list of withdrawn proposals for 2015 – already nicknamed the ‘kill list’ – is somewhat longer, totalling 80 items. Two-thirds of these are obsolete, but around 25 of them are withdrawn for more political reasons: either there is no reasonable prospect of agreement, or the Commission wants to redraft them itself in light of changed priorities.

The first reason for withdrawal is hardly unheard of; in most years, the Commission withdraws a couple of proposals which have met with implacable opposition in the European Parliament or (more often) the Council. The second reason for removal is very rare indeed. The Commission justifies it in light of the principle of ‘discontinuity’ – the practice, quite common (perhaps even ubiquitous) in democratic systems, of retiring all legislative proposals when a new legislature is elected.

To be frank, the Commission has rather botched its application of this principle. It’s usually known simply as the principle of legislative discontinuity, and entails the automatic withdrawal of all legislative proposals on the table when a parliamentary chamber is dissolved before an election. The Commission is applying the rule only partially, withdrawing only certain proposals that it disagrees with. In any event, the principle is firmly rooted in the electoral process that leads to a change of (at least some) parliamentarians.

This distinction isn’t simply pedantic, since it goes to the heart of the Commission’s legal and political legitimacy to withdraw these proposals. Legally speaking, the Treaties refer to the Commission’s powers to make and amend proposals, but say nothing about any power to withdraw them. Should that power not rest instead with the EU’s two legislative chambers, which have been respectively directly (the Parliament) and indirectly (the Council) elected? For many years, this has been a theoretical point, since the Commission’s assumption that it has untrammelled powers to withdraw its proposals has gone unchallenged. But this Thursday, a CJEU Advocate-General is due to give his view on whether the Commission indeed has an unlimited power to withdraw its proposals, in a case brought by the Council. (Remember that like any such opinion, it won’t be binding; it will be up to the judges of the CJEU to give a final ruling, sometime next year).

Politically speaking, the Commission could try to claim some legitimacy to withdraw these proposals if they had mentioned during Jean-Claude Juncker’s campaign for the Commission Presidency, either during the European Parliament elections or when he was asking for a majority of the Parliament (and a qualified majority in the European Council) to approve him. Alternatively, these withdrawals might be legitimate if the other Commissioners had stated their intention to withdraw them in their hearings before the European Parliament. But it can hardly be claimed that withdrawal of proposals on waste or air pollution were a central feature of Juncker’s, or the Commission’s, campaign to be appointed.

Some of today’s withdrawals are supposedly not permanent, because the Commission has announced its intention to propose replacement measures next year. But it’s not absolutely certain that the Commission will keep this promise. Others are contingent, because the Commission has given the legislators a deadline to discuss a possible deal, failing which it will withdraw its proposal. It’s an interesting strategy, which will empower the half of the legislature that is reluctant to consider these proposals (usually the Council), at the cost of the other half (usually the European Parliament).

In the case of the maternity leave Directive, it raises the interesting question of how many feminists are also pragmatists. It’s politically impossible to obtain the lengthened maternity leave on full pay that a majority in the European Parliament desire: so should they settle for anything, as long as it’s an improvement on the status quo? Unlike an actual baby (cf the judgment of Solomon), it is possible to obtain only half of one’s legislative objectives – or probably significantly less than that in this case. This particular legislative proposal has been gestating now for six years; it might yet be born next year, but there’ll probably be a lot of shouting first.

 

Barnard & Peers: chapter 3

Pregnant workers and EU citizens’ free movement rights

Steve Peers

Jessy Saint Prix, a young French woman, came to live in Britain in 2006, in order to embark on a career as a school teacher. In the event, she has learned rather more than she probably anticipated about EU law and the English legal system.

Having worked for a year in the UK as a teaching assistant, she started a PGCE course, which would qualify her to be a teacher. In the midst of that course, she became pregnant.  So she dropped her course and registered with an agency. She had a few stints working in nurseries, but she found that work too difficult, now that she was nearly six months pregnant. Then she looked for other work, but didn’t find any, and so she gave up work about 12 weeks before the expected date of confinement.

In the meantime, her baby arrived. But despite her previous work as a teaching assistant and her later agency work, the UK government refused her claim for income support, as she was defined not as a worker, but as a  ‘person from abroad’. She challenged this in court, winning at first instance. But the government won at two further levels, and then the Supreme Court referred questions on the case to the Court of Justice of the European Union (CJEU). The CJEU finally ruled in her favour today. 

The main thrust of the Court’s analysis was the circumstances in which EU citizens retain the status of worker, and therefore access to benefits, having previously been employed in the host Member State (like Ms. Saint Prix). The EU’s citizens’ Directive states that a person retains the status of worker if they are ‘temporarily unable to work as a result of an illness or accident’, or in ‘involuntary unemployment’ (subject to certain conditions) or undertaking vocational training, which must be linked to their prior employment (as in Ms. Saint Prix’s case, before she quit her course) unless they are unemployed involuntarily. The relevant provision (Article 7(3) of the Directive) does not state whether this list is exhaustive or not.

But for the Court, that didn’t really matter. It reiterated its established case law that the concept of ‘worker’, referred to in Article 45 TFEU, is a matter of primary law. So the concept couldn’t be narrowed down by secondary law, although the Court confirmed that, in accordance with its sex discrimination case law, pregnancy could not be equated to an ‘illness’ under the Directive.

In this case, the definition of a worker could encompass someone in Ms. Saint Prix’s situation, who had previously been working in the host State, who gave up work less than three months before the birth due to the physical constraints of late pregnancy, and who began work again three months after childbirth, without leaving the Member State in question. Bizarrely, the Court compares her situation to an earlier judgment concerning prisoners who retained ‘worker’ status during their jail time.

However, retaining worker status in such a case is not unlimited. It is conditional upon returning to work or finding another job ‘within a reasonable period after confinement’. But what is a ‘reasonable period’? The CJEU said that this concept must take account of the ‘specific circumstances of the case’ as well as national law on the duration of maternity leave, in accordance with the EU Directive on pregnant workers.

That Directive provides for a minimum period of 14 weeks’ leave, at least two weeks of which must come before confinement. However, national law can set longer periods, and most Member States do. Although the Commission proposed back in 2008 that the Directive should be amended, in order to extend maternity leave to a minimum of 18 months, this proposal has not been agreed, and the Commission is now contemplating withdrawing it.

It should be emphasised that the CJEU made no reference to compliance with national law on the period of leave taken before confinement. Also, while the pregnant worker’s Directive allows Member States to set a qualifying period of work of up to a year before obtaining the right to maternity pay, there is no such condition as regards the right to maternity leave. So for the purposes of free movement law, the only qualification is that the person concerned can be defined as a worker.

The Court’s final point was to note that in order to obtain permanent residence status under the citizens’ Directive, which requires five years’ stay on the territory, a period of up to one year’s interruption of residence due to pregnancy or childbirth does not break continuity of residence. So a fortiori this should mean that worker status is retained during breaks due to pregnancy. However, the Court clearly does not mean by this that worker status would be retained during breaks lasting up to one year, in light of its earlier reference to the limits on the rule.   

Unlike the Advocate-General’s opinion, the Court of Justice made no mention of the Charter of Fundamental Rights or to sex discrimination issues more generally. Nevertheless, its judgment is obviously of great importance to migrant women who are EU citizens. It could also have a knock-on effect on the interpretation of EU law apply to third-country nationals. For instance, the meaning of ‘worker’ under the EU/Turkey association agreement is the same as under EU free movement law.

What are the limits and possibilities of this judgment for migrant women? One limit is that they have to qualify as a worker in the host State in the first place.  The Court’s insistence that it will define the concept of ‘worker’, despite the possible constraints of secondary law, leaves open the possibility that it will also override the limits in the citizens’ Directive relating to job-seekers’ access to benefits. However, the Court will be ruling on this issue separately in the near future (see the opinion in the pending Dano case).

Another limit is that they have to return to work (ie with their employer), or to find fresh work if they were temporarily unemployed at the time of childbirth, as in Ms. Saint Prix’s case. In fact, EU law makes it easy for a pregnant worker to retain her employment, since dismissal on grounds of pregnancy is banned by the pregnant workers’ Directive, except as regards ‘exceptional cases’ not linked to the pregnant worker’s condition. Anyway, pregnant workers would not normally need to apply for income support in such cases, since they can claim maternity pay or allowances under the pregnant workers’ Directive instead. But access to income support might still be relevant for those pregnant workers who have not yet satisfied the qualifying period for maternity pay under that Directive, as discussed above.

It’s obviously more problematic for a new mother who was unemployed by the end of her pregnancy to find work by the end of the national maternity leave period. Although Ms. Saint Prix was fortunately able to do so, not everyone will be able to. This could raise the awkward question of whether income support would have to be repaid in such cases.

There will likely be some unfortunate cases where ongoing medical problems arising from pregnancy and/or childbirth make seeking work impractical, even after the end of the maternity leave period. This issue has led to a mass of complicated and controversial case-law in the context of sex discrimination law. However, it should be recalled that under the citizens’ Directive, ‘worker’ status is retained by those former workers who are too ill to work. So because the CJEU’s sex discrimination case law treats medical problems which initially arose from pregnancy or childbirth as an ordinary illness, once the period of maternity leave is over, any women with such problems will still retain their ‘worker’ status (and therefore access to any relevant benefits) for the purposes of free movement law.  

Also, there will be some cases where the new mother does not find new work by the end of the maternity leave period despite her best efforts, or (more rarely) where her initial employer has become insolvent. For these difficult issues, it should be recalled that the Court refers to an obligation to consider the ‘specific circumstances of the case’, without further explanation. Arguably, this adds to, rather than qualifies, the reference to national law on maternity leave periods. In any event, the more general limits on expelling unemployed EU citizens would apply in such circumstances.  

It should be noted that the judgment logically applies also to those women who have previously worked in the host State, and then stopped work due to accident, involuntary unemployment, or vocational training, subject to the conditions in the Directive, since they all retain the status of ‘worker’. For Ms. Saint Prix, it wasn’t feasible to complete her course at the time she had initially planned, given the timing of her baby’s arrival. But for other women, whose baby is due after the end of their course, this could be of great practical importance.

Finally, today’s judgment should be seen in its broader context. EU law has long encouraged and facilitated the equal treatment of women on the labour market, including those women who are pregnant or who are mothers. It has also long encouraged and facilitated the free movement of workers. This judgment is the first opportunity for the CJEU to bring these two aspects of EU law together, and to confirm that migrant pregnant women also benefit fully from EU free movement law. Indeed, it is self-evident from the facts of this case that Ms. Saint Prix – like migrant workers generally – paid far more into the UK’s tax and benefits system than the benefits which she received from it.

Barnard & Peers: chapter 13, chapter 20

Surrogate Mothers' Day in the Court of Justice: Reflections on EU sex equality law

Steve Peers

Women who would love to give birth to children, but who are unable to do so for medical reasons, have always understandably attracted great public sympathy. Historically, the only option for them was adoption. But in the last few decades, other options have become available, in particular IVF and surrogacy. 

While EU law does not regulate any of these issues as such, it does regulate maternity leave, by means of the pregnant workers' Directive. Moreover, some other aspects of the employment implications of pregnancy are addressed by the Directive on sex discrimination in employment. For instance, the latter Directive bans discrimination against a woman who is undergoing IVF treatment but is not yet carrying an unborn child, according to the judgment of the Court of Justice of the European Union (CJEU) in Mayr.

But what is the position of surrogate mothers as regards maternity leave? Today the CJEU addressed that issue for the first time, in the judgments in CD and Z. The CD case concerns a British woman who is the commissioning mother of a child who was genetically fathered by her partner, while the Z case concerns an Irish woman who is the commissioning mother of a child who is genetically hers and her husband's. In both cases, a surrogate mother carried and gave birth to the child.

The Court took the view that the pregnant workers' Directive, which sets out the right to maternity leave, can only apply where the same woman becomes pregnant, gives birth and then takes maternity leave as regards a newborn baby (or babies), applying the Mayr judgment, which stated that the Directive only applied once a person was pregnant. The sex discrimination directive could not apply either, because a commissioning father would be treated the same as a commissioning mother; there was no evidence of indirect discrimination; and its ban on discrimination against women who have been pregnant or gone on maternity leave could not apply, since the pregnant workers' Directive did not apply. Since the issue fell outside the scope of EU law, the EU Charter could not apply as regards assessing the validity of the sex discrimination Directive.

In the Z judgment, the CJEU reiterated its reasoning, and also added some further points. It noted that the sex discrimination Directive expressly states that adoption leave is an optional matter for Member States. It then answered questions about the framework equality Directive, notably about the ban on discrimination on grounds of disability in that Directive. In the Court's view, since the EU Directive only applied to discrimination relating to employment, the disability in question has to hinder the worker's participation in professional life. But Ms. Z's condition did not affect her access to employment. Finally, the Court ruled that the validity of the framework equality directive could not be reviewed due to incompatibility with the UN Convention on the Rights of Disabled Persons (which the EU has ratified), because that Convention was only 'programmatic'.

These two different cases were the subject of opinions by two different Advocates-General, who expressed two radically opposed viewpoints. The CJEU essentially followed the opinion of Advocate-General Wahl in the Z case. On the other hand, Advocate-General Kokott, giving the opinion in the CD case, took the view that in light of social developments and the EU Charter of Fundamental Rights, the pregnant workers' Directive was capable of applying to cases where one woman carried and gave birth to a child, while another woman then took care of the newborn baby. Inspired perhaps by the judgment of Solomon, she then suggested that the maternity leave should be split between the two women concerned.

Comments

It seems odd that women who undoubtedly consider themselves as being new mothers and who are indisputably looking after a baby who is genetically theirs (or their partner's) fall outside the scope of EU law, given its detailed regulation of maternity leave. Certainly, the key feature of these judgments - the intention that the pregnant workers' Directive apply to the same woman who got pregnant, gave birth and looks after a child - is surely a correct assessment of the legislature's intention. Having said that, the application of the Mayr judgment is a little unconvincing, since it concerned the question of whether the woman concerned had ever got pregnant at all, long before she had a baby to look after.

The EU legislature's decision to treat adoption leave differently from maternity leave and pregnancy in the sex discrimination Directive is undoubtedly clear too. And logically, since the framework equality Directive only applies to employment, it can only be applied to a disability linked to employment. But the CJEU's application of this principle is not fully convincing. In fact, the Z case is difficult to distinguish on this point from the Coleman judgment, where the disablity of the worker's child was in principle connected to her loss of employment, so the Directive applied. If the Directive applies where there is a link between the worker's employment and another person's disability, why does it not apply where there is a link between the worker's employment and the worker's own disability, as long as that disability has an impact, however indirect, upon her employment - in this case, her maternity leave?

As for the UN disability rights Convention, the Court's ruling that it cannot be relied upon to challenge the validity of EU law is, with great respect, clearly wrong. The Convention includes a ban on disability discrimination in its Article 5(2): this is exactly the sort of equality clause that the Court usually accepts can be directly effective, and which therefore provides for a ground for challenging the validity of EU acts. A better approach, leading to the same result, would have been to rule that the application of the Convention to the issues of the Z case falls within the competence of the Member States, not the EU (the Convention is a 'mixed agreement'), given the Court's ruling that EU legislation was not applicable to this case anyway.

There is, of course, direct discrimination in these cases: not between men and women (since men can also be infertile), but between different categories of mothers: those who are looking after a child whom they have given birth to, and those who are looking after a child whom they have not given birth to. The two groups are not similarly situated as regards pregnancy and childbirth, but they are in an identical position as regards childcare. Surely the general obligation to ensure equal treatment set out in Article 21 of the Charter could have been relevant here.

Furthermore, the Court's assertions as regards indirect discrimination are not convincing, as it is surely more likely in practice that women, rather than men, will want to take time off work to look after a newborn. Moreover, in a case involving same-sex couples, it could be arguable that a failure to give them equal treatment with opposite-sex couples as regards maternity or adoption leave would be discriminatory on grounds of sexual orientation, given that it is not possible for same-sex couples to have a child who is genetically the child of both of them.  

The Court's literal approach to the EU legislation has also lost sight of its underlying purpose in two respects. First of all, a woman who wishes to take time off work following the adoption of a child (whether there has been a surrogate mother involved or not) faces the same work/life balance issues as a woman who has given birth to a child. The underlying goal of EU law on sex equality as regards employment is to ensure that women have equal access in practice to the workforce. Women who have adopted a child are bound to face problems in that regard, similar to those facing women who have given birth. Secondly, from the perspective of the best interests of the child (an issue addressed by Advocate-General Kokott), and the objective of ensuring that a mother can bond with her child (referred to expressly by the Court), it should not matter whether that child has been adopted or not.

These points lead us to a more radical question: why should the EU legislature itself facilitate massive inequality as regards the care of newborn children? Advocate-General Kokott, noting that the Charter requires the child to have contact with both its parents, then applies that to the rights of the mother. But if we are going (as she suggests) to sever the link between pregnancy and childbirth, on the one hand, and childcare on the other, then why should we assume that the childcare has to be provided by the mother, by means of granting women maternity leave, but not granting parallel (or transferable) paternity leave to men? Indeed, from this perspective, the more generous the maternity leave, the greater the distinction between the roles of men and women as regards childcare, with a corresponding greater impact upon engagement in the workplace. Simply put, maternity leave is the gilded cage of sex discrimination.

Barnard & Peers: chapter 20