Since employment is a key element in guaranteeing equal opportunities, it was important to indicate in EU law the ways in which discrimination on the relevant grounds should be avoided, prohibited or counterbalanced. In 2000, the Employment Equality Directive (EED) was adopted a few months after the Racial Equality Directive, the EED setting out the minimum rules on discrimination based on religion and belief, disability, age and sexual orientation. Contrary to the Racial Equality Directive, the EED only covers access to employment and occupation, vocational training, promotion, employment conditions and membership of certain bodies. Because of the minimum harmonisation rule, some Member States apply the rules set by the EED also to other areas. A new directive was proposed by the European Commission in 2008 to ensure equal treatment outside employment, but work on this has not yet been completed, especially in the Council.
Read the study on which this video is based:
The Employment Equality Directive – European Implementation Assessment