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The purpose of this paper is to deal with an issue of female labour inactivity in the Grand Duchy of Luxembourg, more specifically women in the 16‐65 age category who are long‐term inactive in the formal labour market due to family responsibilities. This group currently represents one‐third of the female population of working age in the country.

The core of the analysis lies in examining the main socio‐demographic characteristics of family carers. First, the paper provides descriptive analysis of socio‐demographic background of women who are inactive in the labour market. Second it examines the influence of selected socio‐demographic characteristics on the woman's choice not to participate in the labour market due to family care. In the conclusions, based on the outcomes of the conducted analysis and information on the existing welfare setting in the country, the paper suggests policies which should facilitate greater participation of these women in the labour market.

Referring to the presented theory and to the findings, it can be concluded that Luxembourg is a country with a conservative orientation where women, especially those with lower education, who are married, multiple‐mothers, older than 35 years, Luxembourg nationals, and who are living in households receiving higher social benefits, choose to withdraw from the labour market due to family responsibilities.

Given the lack of more detailed information concerning labour market inactivity of Luxembourgish women and their labour market potential, the fact that the female labour inactivity in the country has never been examined in light of the theory of welfare states’ regimes, and the pressing Lisbon employment strategy targets, this paper represents the first in depth empirical attempt to describe and explain the phenomenon of female labour market inactivity in the Grand Duchy of Luxembourg and provides evidence based policy suggestions which could promote women's labour market participation. The outcomes of the cross‐sectional approach applied in this paper could serve as a base for further more sophisticated analyses of the issue of female inactivity due to family care in Luxembourg. It would be particularly interesting to focus on longitudinal analysis of transistions in and out labour market inactivity and analyze the main socio‐demographic determinants of these transitions.

The aim of the paper is to analyse the position of the Czech women in the labour market in a comparison to the EU‐15 countries. The paper critically reviews three domains of female labour market participation: general characteristics of the female employment, work‐life balance indicators, and disadvantages of the female labour force related to motherhood.

The data draw on harmonized data from international/supranational institutions (EUROSTAT, OECD, ILO) in order to compile comparative statistics on gender and labour market characteristics. A cluster analysis is performed in order to group countries with similar gender and labour market characteristics together.

The results identify three clusters with respect to the position of women in the labour market: southern model, Scandinavian model, and mixed model. The southern model includes Spain, Italy and Greece. These countries are characterised by women's low participation in the labour market, shorter working careers and a low incidence of part‐time working. The Scandinavian model (Denmark, Sweden, Finland) represents countries, which have high levels of female labour market participation, and a work culture that fosters high numbers of part‐time and flexible work systems. The mixed model (UK, France, Germany) falls in between these two extremes and includes the Czechoslovakia. The mixed model has relatively high female employment rates both full‐ and part‐time but tends to have less support structures for combining work‐life balance.

The data provide an insight into the gendered labour market systems in the Czech Republic and highlight how state and private employer organisations can develop gender sensitive policies to assist women's career and professional development. It is suggested that the Czech Republic needs to develop policies that will foster part‐time and flexible working arrangements.