The article is devoted to gender inequality in the world of work, which is not the least important issue. It examines the problems of developing measures to prevent gender discrimination. Recently, there has been considerable activity in the development of provisions in legislation to prevent such inequality and to address the above-mentioned problems. However, the question remains as to how to realize these declared opportunities and rights in labour relations. In practice, a different situation can be observed. Women are less likely than men to be employed in high-paying jobs and to be promoted. Most employers continue to give preference to men because of the risk of women interrupting their working and losing their qualifications due to childbirth or caring for them in the event of illness. Women are the first to be fired when redundancies occur and are forced to seek employment in the informal sector of the economy, to perform low-status, low-paid jobs without the social guarantees laid down by the State or to seek employment abroad, exposed and humiliated while neglecting and educating their children [1]. Gender equality is a central indicator of the development of each country. In order to deal with some of the issuesrelated to gender inequality in employment in this article, taking into account international experience and recommendations, the following possible ways to address this issue were identified, such as the specification and increase of offences, imposition of forced measures in case of violation of the principle of non-discrimination based on gender. Gender inequality has also been recognized at the international level. The article analyses international standards and recommendations and identifies ways to address this issue in selected European countries. Changes in the regulation of gender relations are taking place through the introduction of state programmes to cope with gender inequality. Unfortunately, most of the provisions of these programmes are declarative. Gender inequality and socio-economic and political discrimination against women cannot be addressed by State reforms alone. A change in social attitude and the achievement of a balance between guaranteeing, and ensuring benefits may lead to the elimination of discrimination in the labour market.
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