ABSTRACT
The principle of equal treatment has become an inevitable part of the European Union's law and in the field of labour law it constitutes not only of equality of opportunities of access to employment but also of equal treatment throughout the duration of employment, even after its termination. The efficient compliance with the principle of equal treatment requires the implementation of appropriate measures and procedures, including guaranteeing appropriate redress in cases where discriminatory conduct has been evidenced.
This chapter focuses on an analysis of the anti-discrimination legislation in employment relationships in the Slovak Republic and offers a transversal overview of substantial regulation with an emphasis on anti-discrimination law. It draws attention to the possibility of temporary countervailing measures. Subsequently, the chapter analyses the quality of legislation, in particular, if it complies with the requirements of the European Union's case law practice. A significant part is targeted on claims coming from discriminatory actions and in particular on decision-making practice relating to non-pecuniary damage, which is conferred in cases of discrimination in employment relationships.
