• Joana Berger-Estilita, Jacqueline Leitl, Susana Vacas, Vojislava Neskovic, Frank Stüber, and Marko Zdravkovic.
• From the Institute of Anaesthesiology and Intensive Care, Salem Spital, Hirslanden Hospital Group, Bern, Switzerland (JL, FS), Faculty of Medicine, CINTESIS - Centre for Health Technology and Services Research, Porto, Portugal (JBE), Department of Anesthesia, Critical Care and Pain Medicine, Massachusetts General Hospital and Harvard Medical School, Boston, Massachusetts, USA (SV), Department of Anaesthesiology and Intensive Care Military Medical Academy, Belgrade (VN), Department of Anaesthesiology and Pain Medicine, Bern University Hospital, University of Bern, Bern, Switzerland (FS), Faculty of Medicine, University of Ljubljana, Ljubljana, Slovenia (MZ) and Department of Anaesthesiology, Intensive Care and Pain Management, University Medical Centre Maribor, Maribor, Slovenia (MZ).
• Eur J Anaesthesiol. 2023 Feb 1; 40 (2): 105112105-112.

BackgroundCurrent regulations of anaesthesiology training programmes may affect gender equity, female representation and leadership.ObjectiveTo describe the work regulations of anaesthesiology training programs and working conditions during the early period of child-rearing in European countries.DesignCross-sectional survey.SettingNational Anesthesiologists Societies Committee (NASC) representatives of the European Society of Anesthesiology and Intensive Care.ParticipantsThirty-eight NASC representatives.Main Outcome MeasuresBasic specialist training working conditions, gender-related data, return to work after childbirth and workplace policies against discrimination during anaesthesiology specialist training.InterventionsA 48-item questionnaire to explore the work patterns and conditions for trainees especially for new parents, professional development opportunities and work discrimination regulations in each representative country was distributed to NASC representatives of 44 European countries.ResultsWe collected the replies of each representative (38 representatives from 44 invited countries' representatives, 86% response rate). The median [IQR] proportion of female trainees was 60% [50 to 68]. There were no reported pay differences between sexes. In eight European countries, pregnant trainees worked fewer hours and were excused from night shifts. Women could not be laid off during pregnancy in all 38 countries (100%). The countries offered a median of 18 weeks of paid (total or partial) maternity leave (range, 13 to 60 weeks). Most countries (89%) accommodate paid paternity leaves. A significant proportion of parental leave was unpaid ( n =18, 42%). Twenty-one (55%) countries allowed part-time work after delivery. The UK was the only country with clear recommendations to formally complain after harassment.ConclusionEuropean countries have a wide variety of regulations. On paper, numerous countries have various paid maternal, paternal and parental leave; however, it remains to be determined if such leave takes place in practice. The practical consequences of these regulations on female trainees during the child-rearing period need to be explored further.Trial RegistrationNone.Copyright © 2022 The Author(s). Published by Wolters Kluwer Health, Inc. on behalf of the European Society of Anaesthesiology and Intensive Care.

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