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The European Women Lawyers Association

EWLA

EWLA's aim and goals are: •to improve the understanding of European legislation in relation to equal opportunities, with particular reference to women, and its effects; •to bring together women lawyers across the European Union, e.g. by the closest possible contacts with bars, law societies, associations of women lawyers, faculties and schools of legal education and research, both on a national and international level and with European or other public authorities; •to undertake studies, research and conferences of European women lawyers also with organizations and institutions inside and outside of Europe with view to achieving equality of rights and opportunities; •to strengthen links between EU women lawyers and to encourage meetings, cooperation and unterstanding between women lawyers.

Lobbying Activity

Response to Gender Equality Strategy 2026-2030

11 Aug 2025

The European Women Lawyers Association (EWLA) works for promoting greater gender equality, for example, through European legislation on equal opportunities, particularly for women, and to represent and defend women's interests before European Union institutions in legal areas. In response to the European Commission's call for evidence for its Gender Equality Strategy 2026-2030, EWLA would like to raise the issue of access to justice. There is a need for greater access to justice in order for those protected to actually be able to successfully invoke their rights. The Pay Transparency Directives provisions on access to justice are concrete steps in this direction, but additional steps need to be taken, such as the allocation of legal costs and fees, moving away from the loser pays rule. This aligns EWLA in its feedback with the concerns of civil society organizations, emphasizing that effective gender equality requires robust supportive frameworks in addition to strong legal provisions. EWLA would prioritize the following areas, systematically integrating the dimension of intersectional discrimination: Combating Violence Against Women and Girls (EVAWG):The Directive on combating violence against women and domestic violence (entered into force in June 2024, to be transposed by June 2027) is a crucial step, criminalizing various forms of cyberviolence and requiring victim-centered support and access to justice. Women, particularly those facing multiple forms of discrimination, including in public life, are disproportionately targeted by cyberviolence. EWLA would emphasize the need for comprehensive legislative and practical measures, coupled with adequate and dedicated funding for prevention and support programs, while recognizing that specific groups of women, such as women with disabilities or from ethnic minorities, face increased risks of violence. Continued effective monitoring is also a must. Ensuring Equal Pay: Women earn, on average, 88 cents for every Euro men earn, time-wise resulting in women working almost six weeks a year without pay compared to men. The Pay Transparency Directive (adopted in May 2023) aims to strengthen the application of the equal pay principle through transparency and enforcement mechanisms. EWLA would insist on the need for Member States to ensure effective, proportionate, and dissuasive penalties for non-compliance and to strengthen equality bodies with sufficient resources and powers for effective enforcement. Equal Representation: EWLA supports the rigorous enforcement of the quotas in the EU Directive on gender balance on corporate boards and the promotion of women at all levels of decision-making, ensuring that initiatives consider intersectional barriers to participation, including raising awareness as to career paths as well as job openings for women. Care and Work-Life Balance:It is crucial to ensure that periods of absence due to childcare are accounted for in pension calculations to reduce the gender pension gap. Not only must there be sufficient places for children in childcare that are geographically close to either home or work, but some type of social insurance should also be in place to at least partially make-up for time spent by parents taking care of children up to the age where childcare is available. EWLA stresses the need to address the root causes of the gender care gap, including gender stereotypes, and to promote family-friendly practices that benefit both women and men. Integrating Intersectional Discrimination as a Guiding Principle: EWLA would emphasize the need to collect data systematically disaggregated by sex and other factors of discrimination to effectively identify and address disparities.The effectiveness of equality bodies must be strengthened so they can handle cases of intersectional discrimination and those applying the law, whether judges or governmental workers, must have a better understanding of intersectional discrimination.
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Meeting with Simona Constantin (Cabinet of Vice-President Věra Jourová)

22 Jan 2024 · Access to Justice

Response to Binding standards for equality bodies

26 Jan 2023

Feedback: European Womens Lawyers Association, Laura Carlson The European Womens Lawyers Association (EWLA) applauds the proposal by the Commission with respect to creating binding standards for member states equality bodies, consequently fostering greater access to justice for individuals affected by discrimination. However, EWLA would like to note that one of the provisions in the proposed directive will greatly hamper any increase in access to justice, and that is Article 9 (4): Member States shall ensure that, except in cases referred to in paragraphs 2(a) and (b), the equality body does not submit in court proceedings evidence that it has obtained through the exercise of powers pursuant to Article 8(3). Article 8(3) states that Member States may also provide that the alleged perpetrator and any third party is legally bound to provide any information and documents requested by equality bodies. The motivation in the proposed directive for this limitation as to the introduction of evidence in cases where the equality body is acting on behalf of an individual is that: This provision also ensures that equality bodies rights to act in court respect the principles of fair trial and equality of arms. The equality body will not be allowed to submit in proceedings evidence which the alleged perpetrator or any third party was legally bound to provide in previous investigations on the same case. This will not apply where the equality body acts as a party in proceedings on the enforcement or judicial review of an own decision or acts as amicus curiae. Several points need to be raised with respect to this limitation as to the introduction of evidence. First, is that equality of arms is to be between the employer and the employee, and having access to an equality body is a way of equalizing the power between the employee and employer. Second, such a rationalization as well as limitation on a government agency cannot be found in any other field, for example with respect to tax laws. Of course, tax agencies can use the information provided by the taxpayer. The same is true of the police. Third, information and evidence is not defined, so does this include all information submitted to the equality body, even that as required by law to be available. As it reads, it is all such information. A tactical employer could provide all information concerning the situation then argue to the court that everything had to be suppressed due to this rule. The next question is how does repressing evidence create an equality of arms in general as the individual, represented by the equality body, is in actuality greatly at a disadvantage when such evidence cannot be submitted? Last, many of the EU member states have, as a rule, free evidence, i.e. that any evidence can be submitted. How can this be seen as consistent with the procedural rules of the member states? Particularly as it disadvantages individuals instead of empowering them.
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Meeting with Gabriele Bischoff (Member of the European Parliament)

20 Jun 2022 · Sommerempfang der EWLA

Response to Strengthening the principle of equal pay between men and women through pay transparency

6 Oct 2021

Dear Sir/Madam, EWLA welcomes the European Commission's Proposal. For our detailed comment, please, see the attached statement of today. Regarding our size we have indicated our membership (not employees) as we are an umbrella organisation of women lawyers and women lawyers associations throughout Europe. Yours sincerely, Dace L. Luters-Thümmel M.E.L.S. Attorney-at-law European Women Lawyers Association
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Meeting with Andrea Almeida Cordero (Cabinet of Commissioner Mariya Gabriel)

17 Jun 2019 · Women in Digital

Meeting with Tiina Astola (Director-General Justice and Consumers)

10 Jul 2017 · Speech at EWLA's spring reception