Equal Remuneration Convention, 1951 (No. 100) - Lebanon (RATIFICATION: 1977)

CMNT_TITLE

The Committee notes with deep concern that the Government’s report, which has been due since 2019, has not been received. In light of the urgent appeal made to the Government in 2021, the Committee is proceeding with the examination of the application of the Convention on the basis of the information at its disposal.

Article 1(a) of the Convention. Payment of employment benefits. Family allowances. The Committee recalls that the principle of the Convention applies to remuneration as defined by the Convention, that is not only the basic wage, but also any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment. The Committee notes, as it has been doing for many years, that when both the husband and the wife are entitled to family allowances, they are still paid primarily to the husband if he works, and it has been requesting the Government to change this practice. It previously noted that a draft amendment to section 47(i)(a) of the Social Security Code had been communicated by the Government which was aimed at allowing both working fathers and mothers to receive family allowances. In the absence of further information on this point, the Committee once again requests the Government to:

• (i)take the necessary measures for the adoption of the amendment to the Social Security Code so that women workers can be treated on an equal footing with men with regard to the payment of family allowances; and
• (ii)provide a copy of the new text when it has been adopted. It also requests the Government to examine the possibility of allowing spouses to choose which of them should receive family allowances, rather than starting from the position that they are to be systematically paid to the father.

Severance pay in the event of marriage. The Committee recalls that it previously requested the Government to amend the Labour Code and section 50 of the Social Security Code, which provide for severance (or end-of-service) pay for women who leave their employment upon marriage. Not having received any further information in this regard, the Committee is bound to repeat its request to the Government to ensure that the new Labour Code gives men and women equal entitlement to severance pay and to amend section 50 of the Social Security Code accordingly. In the meantime, it once again requests the Government to ensure that the application in practice of this provision on severance pay in the event of marriage does not constitute an obstacle to the recruitment of women or have the effect of reinforcing traditional attitudes and stereotypes regarding the role of women in society and their aspirations and preferences, including those relating to family responsibilities.

Article 2(2)(b). Men and women domestic workers. Equal remuneration for men and women for work of equal value. Minimum wage. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the scope of the Labour Code of 1946 (section 7(1)) and, consequently, the provisions of sections 44 et seq. on the minimum wage do not apply to them. In its 2012 General Survey on the fundamental Conventions, the Committee notes that “[a]s women predominate in low-wage employment, and a uniform national minimum wage system helps to raise the earnings of the lowest paid, it has an influence on the relationship between men and women’s wages and on reducing the gender pay gap” (paragraph 683). With reference to its comments on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), relating to the situation of domestic workers, the Committee notes that a new model contract is currently under preparation. Recalling that the Government referred some years ago to the existence of a Bill on the employment of domestic workers, the Committee requests the Government to indicate whether such a Bill is still under examination and, if so, whether it is planned to include provisions on the minimum wage. It also requests the Government to consider the inclusion of domestic workers within the scope of application of the future Labour Code, which is still being drawn up, and to provide information in this respect.

While awaiting the adoption of these texts, it once again requests the Government to provide information on any legal or practical measures adopted or envisaged, in collaboration with the social partners, to:

• (i)ensure that the principle of equal remuneration for men and women for work of equal value also applies to domestic workers; and
• (ii)inform employers that, when wages and additional emoluments are fixed for domestic workers, domestic work that is usually carried out by women must not be undervalued in comparison with the work usually carried out by men as a result of gender stereotypes and, more generally, domestic work must not be undervalued in comparison with other types of work.

Finally, the Committee once again requests the Government to take steps to collect and provide data, disaggregated by sex, on the number of men and women domestic workers and their wages.

Application of the Convention in the public service. The Committee recalls that it previously highlighted the low representation of women in higher level positions in the public service (25.4 per cent in 2016). In the absence of recent information in this regard, the Committee once again requests the Government to:

• (i)take the necessary measures to encourage the access of women to posts in the higher categories of the public service and to ensure that men and women in the administration have equal access to allowances and benefits which, within the meaning of the Convention, form an integral part of remuneration; and
• (ii)collect and provide information on the remuneration of men and women and on any analysis of gender pay gaps in the public service.

Article 3. Objective job evaluation. The Committee recalls that job evaluation initiatives have shown that they can have a measurable effect on gender wage gaps. As it has no further information in this regard, the Committee is bound to reiterate its request to the Government to:

• (i)explain in detail the methods and criteria used to determine pay levels within the new job classification system in the public administration, with an indication of how the undervaluation of so-called ‘female’ work and gendered stereotypes have been avoided; and
• (ii)provide information on the measures taken, in collaboration with the social partners, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding pay structure are free from gender bias and do not result in the work performed by women being undervalued.

CMNT_TITLE

The Committee notes with deep concern that the Government’s report, which has been due since 2019, has not been received. In light of its urgent appeal launched to the Government in 2021, the Committee proceeds to the examination of the application of the Convention on the basis of the information at its disposal.

Articles 1–4 of the Convention. Evaluating the gender pay gap and identifying its underlying causes. The Committee notes the statistical data contained in the report The Life of Women and Men in Lebanon: A Statistical Portrait, published in 2021 in partnership between the United Nations Development Programme (UNDP) and the Central Administration for Statistics of Lebanon. It notes that, during the period 2018–19: (1) the overall pay gap between men and women was 3.6 per cent in favour of women, as workers who are not Lebanese nationals earn substantially less than nationals (under half as much) and the majority of those are men; and (2) when the data are disaggregated by nationality, for Lebanese nationals, the monthly wage gap between men and women was 6.5 per cent. The report also indicates that, over the same period 2018–19: (1) the earnings gap persisted in all professions; (2) the wage gap between men and women (in favour of men) was higher for operators of equipment and machinery and assembly workers (women earn 30 per cent less than men) and for professionals and technicians (women earn around 20 per cent less than men); and (3) the lowest wage gap (in favour of men) was for office employees (3.8 per cent) and craftworkers and industrial workers (4.4 per cent). The Committee requests the Government to take measures to: (i) continue gathering, compiling and analysing data on the remuneration of men and women with a view to identifying pay gaps, where possible, disaggregated by professional category and/or economic sector, including the public sector; and (ii) identify and begin addressing the underlying causes of these gaps. The Committee requests the Government to provide data and information on the conclusions of any studies undertaken on this subject.

Articles 1(b) and 2(2)(a). Equal remuneration for men and women for work of equal value. Legislation. The Committee notes the information provided by the ILO Regional Office for the Arab States in Beirut, according to which a draft new Labour Code had been finalized by the Ministry of Labour at the beginning of 2021, forwarded to the Council of Ministers and referred back to the Minister following the formation of the new Government in September 2021. The Committee notes that as a consequence, the reform of the Labour Code is still ongoing. It recalls that section 26 of the Labour Code of 1946, as amended in 2000, provides that “it is prohibited for the employer to discriminate between men and women who work in relation to … the rate of the wage, employment, promotion, advancement …”, but that it does not give expression to the concept of “work of equal value” which is at the heart of the Convention. The Committee further notes that, during the examination of the report of Lebanon by the United Nations Committee on the Elimination of Discrimination against Women (CEDAW), the Government representative indicated that the country was endeavouring to ensure equal pay for men and women workers, and various ministries were working, in cooperation with the National Observatory for Gender Equality, to facilitate all the reforms through the collection and analysis of information with a view to preparing recommendations aimed at parity and in support of parliamentary decisions (press release, Office of the United Nations High Commissioner for Human Rights, 18 February 2022). Recalling that it has been drawing the Government’s attention to this matter for several decades, and although aware of the difficult situation prevailing in the country, the Committee urges the Government to take measures for the inclusion in the future Labour Code of provisions establishing equal remuneration for men and women for work of equal value and specifying how equal value is measured (objective job evaluation).

The Committee is raising other matters in a request addressed directly to the Government.

CMNT_TITLE

The Committee notes with deep concern that the Government’s report has not been received. It expects that the next report will contain full information on the matters raised in its previous comments. The Committee informs the Government that, if it has not supplied replies to the points raised by 1 September 2022, then it may proceed with the examination of the application of the Convention on the basis of the information at its disposal at its next session.

Repetition

Article 1(a) of the Convention. Payment of employment benefits. Family allowances. For a number of years the Committee has been emphasizing that, when both husband and wife are entitled to family allowances, these are still paid primarily to the husband if he works, and it has been asking the Government to change this practice. The Committee welcomes the communication by the Government of a draft amendment to section 47(1)(a) of the Social Security Act aimed at allowing both working fathers and mothers to receive family allowances, provided that they no longer collect them from other public bodies. The Committee requests the Government to take the necessary steps to enable the adoption of the amendment to the Social Security Act in order to allow women workers to be treated on an equal footing to men with regard to the payment of family allowances. The Government is requested to provide information on the progress of this draft amendment and to provide a copy of the text once it is adopted.

Severance pay in the event of marriage. The Committee recalls that the principle of the Convention applies to remuneration as defined by the Convention, that is to say not only the basic salary but also any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment. In this regard, the Committee recalls that it has previously asked the Government to amend the Labour Code and section 50 of the Social Security Act, which provide for severance (or end-of-service) pay for women who resign upon marriage. For several years, the Government indicated that this issue was covered by the new draft Labour Code. Nevertheless, the Committee notes that the Government’s report does not contain any information in this regard. The Committee is therefore bound to repeat its request to the Government to ensure that the new Labour Code gives men and women equal entitlement to severance pay and that section 50 of the Social Security Act is consequently amended. Meanwhile, the Committee once again requests the Government to ensure that the application in practice of this provision on severance pay in the event of marriage does not have the effect of reinforcing traditional attitudes and stereotypes regarding the role of women in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. Equal remuneration for men and women for work of equal value. Minimum wage. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the scope of the Labour Code of 1946 (section 7(1)) and, consequently, the provisions of sections 44 et seq. on the minimum wage do not apply to them. It also recalls that a standard employment contract for foreign domestic workers was adopted in 2009, under which the employer must pay a monthly salary to be agreed upon by both parties. In its report on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), the Government only indicates that domestic workers are governed by the Code of Obligations and Contracts, that the bill applicable to this category of workers is still being drafted and that a Bill on the application of the Domestic Workers Convention, 2011 (No. 189), is being prepared. The Committee therefore once again requests the Government to indicate whether providing for a minimum wage in the Bill on the employment of domestic workers is envisaged. Pending the adoption of the Bill, the Committee once again requests the Government to provide information on any legal or practical measures taken or contemplated to ensure that the principle of equal remuneration for men and women for work of equal value also applies to domestic workers. The Government is also once again requested to indicate any measures adopted, in cooperation with the social partners, to inform employers that, when wages and additional emoluments for domestic workers are fixed, domestic work usually carried out by women must not be undervalued as a result of gender stereotypes in comparison to domestic work usually carried out by men and that, more generally, domestic work must not be undervalued in comparison to other types of work. Lastly, the Committee once again asks the Government to take steps to collect and send data, disaggregated by sex, on the number of men and women domestic workers and their wages.

Application in the public service. In its previous comments, the Committee highlighted the low representation of women in better paid positions in the public service. The Committee welcomes the recent statistical data disaggregated by sex communicated by the Government on the composition of the workforce in public bodies (2016), according to which 43.3 per cent of public administration officials were women, of which 25.4 per cent were in the highest category of the hierarchy. Nevertheless, the Committee notes that the report does not contain any information on the remuneration of men and women in the public service. The Committee recalls that, in the public service, inequalities of remuneration may exist, despite the existence of categories of staff and pay scales, owing to the criteria used to classify posts, undervaluation of the tasks carried out mainly by women or even inequalities in the payment of certain benefits (bonuses, benefits, allowances, etc.) to which men and women do not have equal access in law or in practice. The Committee requests the Government to take the necessary steps to encourage the employment of women in posts in the higher categories of the public service and to ensure that men and women in the administration have equal access to allowances and benefits which, within the meaning of the Convention, form an integral part of remuneration. The Government is also requested to collect and provide information on the remuneration of men and women in the public service and on any analysis of gender pay gaps.

Article 3. Objective job evaluation. The Committee notes that, despite its repeated requests, the Government’s report still does not contain any information on this point. The Committee is therefore bound to once again request the Government to explain in detail the methods and criteria used to determine pay levels within the new job classification system in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee again asks the Government to provide information on the steps taken, in cooperation with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding pay structure are free from gender bias and do not undervalue tasks performed by women.

CMNT_TITLE

The Committee notes with deep concern that the Government’s report has not been received. It is therefore bound to repeat its previous comments. The Committee informs the Government that, if it has not supplied replies to the points raised by 1 September 2022, then it may proceed with the examination of the application of the Convention on the basis of the information at its disposal at its next session.

Repetition

Articles 1 and 2 of the Convention. Gender pay gap. The Committee recalls its previous comments in which it noted that, according to statistics published in October 2011 by the Central Statistics Office, in 2007 the gender pay gap was an estimated 6.2 per cent in services; 10.8 per cent in commerce; 21 per cent in agriculture; 23.8 per cent in manufacturing; and 38 per cent in transport and communications. In the absence of updated information in this regard in the Government’s report, the Committee once again requests it to take the necessary steps to gather, analyse and communicate data on the remuneration of men and women and wage gaps in the different sectors of economic activity, including the public sector, and for different professional categories. The Committee once again requests the Government to adopt specific measures to rectify gender pay gaps, including raising awareness among employers, workers and their organizations of the principle of equal remuneration for men and women for work of equal value, and to provide information on any action taken to this end and on any obstacles encountered.

Article 2. Legislation. Equal remuneration for men and women for work of equal value. For more than 40 years the Committee has been requesting the Government to ensure that the principle of equal remuneration for men and women for work of equal value is given full legal expression. The Committee notes with regret that the Government’s report merely indicates that the new draft Labour Code is still under examination. The Committee is therefore bound to urge the Government to ensure that the draft Labour Code gives full legal expression to the principle of equal remuneration for men and women for work of equal value, in order to facilitate a broad scope of comparison encompassing not only equal or similar work, but also work of an entirely different nature that is of equal value overall. Expressing the firm hope that the Government will be in a position to report progress on this matter in the near future, the Committee asks the Government to provide a copy of the relevant provisions when they have been adopted.

The Committee is raising other matters in a request addressed directly to the Government.

The Committee expects that the Government will make every effort to take the necessary action in the near future.

CMNT_TITLE

The Committee notes with concern that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments.

Repetition

Article 1(a) of the Convention. Payment of employment benefits. Family allowances. For a number of years the Committee has been emphasizing that, when both husband and wife are entitled to family allowances, these are still paid primarily to the husband if he works, and it has been asking the Government to change this practice. The Committee welcomes the communication by the Government of a draft amendment to section 47(1)(a) of the Social Security Act aimed at allowing both working fathers and mothers to receive family allowances, provided that they no longer collect them from other public bodies. The Committee requests the Government to take the necessary steps to enable the adoption of the amendment to the Social Security Act in order to allow women workers to be treated on an equal footing to men with regard to the payment of family allowances. The Government is requested to provide information on the progress of this draft amendment and to provide a copy of the text once it is adopted.

Severance pay in the event of marriage. The Committee recalls that the principle of the Convention applies to remuneration as defined by the Convention, that is to say not only the basic salary but also any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment. In this regard, the Committee recalls that it has previously asked the Government to amend the Labour Code and section 50 of the Social Security Act, which provide for severance (or end-of-service) pay for women who resign upon marriage. For several years, the Government indicated that this issue was covered by the new draft Labour Code. Nevertheless, the Committee notes that the Government’s report does not contain any information in this regard. The Committee is therefore bound to repeat its request to the Government to ensure that the new Labour Code gives men and women equal entitlement to severance pay and that section 50 of the Social Security Act is consequently amended. Meanwhile, the Committee once again requests the Government to ensure that the application in practice of this provision on severance pay in the event of marriage does not have the effect of reinforcing traditional attitudes and stereotypes regarding the role of women in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. Equal remuneration for men and women for work of equal value. Minimum wage. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the scope of the Labour Code of 1946 (section 7(1)) and, consequently, the provisions of sections 44 et seq. on the minimum wage do not apply to them. It also recalls that a standard employment contract for foreign domestic workers was adopted in 2009, under which the employer must pay a monthly salary to be agreed upon by both parties. In its report on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), the Government only indicates that domestic workers are governed by the Code of Obligations and Contracts, that the bill applicable to this category of workers is still being drafted and that a Bill on the application of the Domestic Workers Convention, 2011 (No. 189), is being prepared. The Committee therefore once again requests the Government to indicate whether providing for a minimum wage in the Bill on the employment of domestic workers is envisaged. Pending the adoption of the Bill, the Committee once again requests the Government to provide information on any legal or practical measures taken or contemplated to ensure that the principle of equal remuneration for men and women for work of equal value also applies to domestic workers. The Government is also once again requested to indicate any measures adopted, in cooperation with the social partners, to inform employers that, when wages and additional emoluments for domestic workers are fixed, domestic work usually carried out by women must not be undervalued as a result of gender stereotypes in comparison to domestic work usually carried out by men and that, more generally, domestic work must not be undervalued in comparison to other types of work. Lastly, the Committee once again asks the Government to take steps to collect and send data, disaggregated by sex, on the number of men and women domestic workers and their wages.

Application in the public service. In its previous comments, the Committee highlighted the low representation of women in better paid positions in the public service. The Committee welcomes the recent statistical data disaggregated by sex communicated by the Government on the composition of the workforce in public bodies (2016), according to which 43.3 per cent of public administration officials were women, of which 25.4 per cent were in the highest category of the hierarchy. Nevertheless, the Committee notes that the report does not contain any information on the remuneration of men and women in the public service. The Committee recalls that, in the public service, inequalities of remuneration may exist, despite the existence of categories of staff and pay scales, owing to the criteria used to classify posts, undervaluation of the tasks carried out mainly by women or even inequalities in the payment of certain benefits (bonuses, benefits, allowances, etc.) to which men and women do not have equal access in law or in practice. The Committee requests the Government to take the necessary steps to encourage the employment of women in posts in the higher categories of the public service and to ensure that men and women in the administration have equal access to allowances and benefits which, within the meaning of the Convention, form an integral part of remuneration. The Government is also requested to collect and provide information on the remuneration of men and women in the public service and on any analysis of gender pay gaps.

Article 3. Objective job evaluation. The Committee notes that, despite its repeated requests, the Government’s report still does not contain any information on this point. The Committee is therefore bound to once again request the Government to explain in detail the methods and criteria used to determine pay levels within the new job classification system in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee again asks the Government to provide information on the steps taken, in cooperation with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding pay structure are free from gender bias and do not undervalue tasks performed by women.

CMNT_TITLE

The Committee notes with concern that the Government’s report has not been received. It is therefore bound to repeat its previous comments.

Repetition

Articles 1 and 2 of the Convention. Gender pay gap. The Committee recalls its previous comments in which it noted that, according to statistics published in October 2011 by the Central Statistics Office, in 2007 the gender pay gap was an estimated 6.2 per cent in services; 10.8 per cent in commerce; 21 per cent in agriculture; 23.8 per cent in manufacturing; and 38 per cent in transport and communications. In the absence of updated information in this regard in the Government’s report, the Committee once again requests it to take the necessary steps to gather, analyse and communicate data on the remuneration of men and women and wage gaps in the different sectors of economic activity, including the public sector, and for different professional categories. The Committee once again requests the Government to adopt specific measures to rectify gender pay gaps, including raising awareness among employers, workers and their organizations of the principle of equal remuneration for men and women for work of equal value, and to provide information on any action taken to this end and on any obstacles encountered.

Article 2. Legislation. Equal remuneration for men and women for work of equal value. For more than 40 years the Committee has been requesting the Government to ensure that the principle of equal remuneration for men and women for work of equal value is given full legal expression. The Committee notes with regret that the Government’s report merely indicates that the new draft Labour Code is still under examination. The Committee is therefore bound to urge the Government to ensure that the draft Labour Code gives full legal expression to the principle of equal remuneration for men and women for work of equal value, in order to facilitate a broad scope of comparison encompassing not only equal or similar work, but also work of an entirely different nature that is of equal value overall. Expressing the firm hope that the Government will be in a position to report progress on this matter in the near future, the Committee asks the Government to provide a copy of the relevant provisions when they have been adopted.

The Committee is raising other matters in a request addressed directly to the Government.

The Committee hopes that the Government will make every effort to take the necessary action in the near future.

CMNT_TITLE

The Committee notes that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments.

Repetition

Article 1(a) of the Convention. Payment of employment benefits. Family allowances. For a number of years the Committee has been emphasizing that, when both husband and wife are entitled to family allowances, these are still paid primarily to the husband if he works, and it has been asking the Government to change this practice. The Committee welcomes the communication by the Government of a draft amendment to section 47(1)(a) of the Social Security Act aimed at allowing both working fathers and mothers to receive family allowances, provided that they no longer collect them from other public bodies. The Committee requests the Government to take the necessary steps to enable the adoption of the amendment to the Social Security Act in order to allow women workers to be treated on an equal footing to men with regard to the payment of family allowances. The Government is requested to provide information on the progress of this draft amendment and to provide a copy of the text once it is adopted.

Severance pay in the event of marriage. The Committee recalls that the principle of the Convention applies to remuneration as defined by the Convention, that is to say not only the basic salary but also any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment. In this regard, the Committee recalls that it has previously asked the Government to amend the Labour Code and section 50 of the Social Security Act, which provide for severance (or end-of-service) pay for women who resign upon marriage. For several years, the Government indicated that this issue was covered by the new draft Labour Code. Nevertheless, the Committee notes that the Government’s report does not contain any information in this regard. The Committee is therefore bound to repeat its request to the Government to ensure that the new Labour Code gives men and women equal entitlement to severance pay and that section 50 of the Social Security Act is consequently amended. Meanwhile, the Committee once again requests the Government to ensure that the application in practice of this provision on severance pay in the event of marriage does not have the effect of reinforcing traditional attitudes and stereotypes regarding the role of women in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. Equal remuneration for men and women for work of equal value. Minimum wage. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the scope of the Labour Code of 1946 (section 7(1)) and, consequently, the provisions of sections 44 et seq. on the minimum wage do not apply to them. It also recalls that a standard employment contract for foreign domestic workers was adopted in 2009, under which the employer must pay a monthly salary to be agreed upon by both parties. In its report on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), the Government only indicates that domestic workers are governed by the Code of Obligations and Contracts, that the bill applicable to this category of workers is still being drafted and that a Bill on the application of the Domestic Workers Convention, 2011 (No. 189), is being prepared. The Committee therefore once again requests the Government to indicate whether providing for a minimum wage in the Bill on the employment of domestic workers is envisaged. Pending the adoption of the Bill, the Committee once again requests the Government to provide information on any legal or practical measures taken or contemplated to ensure that the principle of equal remuneration for men and women for work of equal value also applies to domestic workers. The Government is also once again requested to indicate any measures adopted, in cooperation with the social partners, to inform employers that, when wages and additional emoluments for domestic workers are fixed, domestic work usually carried out by women must not be undervalued as a result of gender stereotypes in comparison to domestic work usually carried out by men and that, more generally, domestic work must not be undervalued in comparison to other types of work. Lastly, the Committee once again asks the Government to take steps to collect and send data, disaggregated by sex, on the number of men and women domestic workers and their wages.

Application in the public service. In its previous comments, the Committee highlighted the low representation of women in better paid positions in the public service. The Committee welcomes the recent statistical data disaggregated by sex communicated by the Government on the composition of the workforce in public bodies (2016), according to which 43.3 per cent of public administration officials were women, of which 25.4 per cent were in the highest category of the hierarchy. Nevertheless, the Committee notes that the report does not contain any information on the remuneration of men and women in the public service. The Committee recalls that, in the public service, inequalities of remuneration may exist, despite the existence of categories of staff and pay scales, owing to the criteria used to classify posts, undervaluation of the tasks carried out mainly by women or even inequalities in the payment of certain benefits (bonuses, benefits, allowances, etc.) to which men and women do not have equal access in law or in practice. The Committee requests the Government to take the necessary steps to encourage the employment of women in posts in the higher categories of the public service and to ensure that men and women in the administration have equal access to allowances and benefits which, within the meaning of the Convention, form an integral part of remuneration. The Government is also requested to collect and provide information on the remuneration of men and women in the public service and on any analysis of gender pay gaps.

Article 3. Objective job evaluation. The Committee notes that, despite its repeated requests, the Government’s report still does not contain any information on this point. The Committee is therefore bound to once again request the Government to explain in detail the methods and criteria used to determine pay levels within the new job classification system in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee again asks the Government to provide information on the steps taken, in cooperation with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding pay structure are free from gender bias and do not undervalue tasks performed by women.

CMNT_TITLE

The Committee notes that the Government’s report has not been received. It is therefore bound to repeat its previous comments.

Repetition

Articles 1 and 2 of the Convention. Gender pay gap. The Committee recalls its previous comments in which it noted that, according to statistics published in October 2011 by the Central Statistics Office, in 2007 the gender pay gap was an estimated 6.2 per cent in services; 10.8 per cent in commerce; 21 per cent in agriculture; 23.8 per cent in manufacturing; and 38 per cent in transport and communications. In the absence of updated information in this regard in the Government’s report, the Committee once again requests it to take the necessary steps to gather, analyse and communicate data on the remuneration of men and women and wage gaps in the different sectors of economic activity, including the public sector, and for different professional categories. The Committee once again requests the Government to adopt specific measures to rectify gender pay gaps, including raising awareness among employers, workers and their organizations of the principle of equal remuneration for men and women for work of equal value, and to provide information on any action taken to this end and on any obstacles encountered.

Article 2. Legislation. Equal remuneration for men and women for work of equal value. For more than 40 years the Committee has been requesting the Government to ensure that the principle of equal remuneration for men and women for work of equal value is given full legal expression. The Committee notes with regret that the Government’s report merely indicates that the new draft Labour Code is still under examination. The Committee is therefore bound to urge the Government to ensure that the draft Labour Code gives full legal expression to the principle of equal remuneration for men and women for work of equal value, in order to facilitate a broad scope of comparison encompassing not only equal or similar work, but also work of an entirely different nature that is of equal value overall. Expressing the firm hope that the Government will be in a position to report progress on this matter in the near future, the Committee asks the Government to provide a copy of the relevant provisions when they have been adopted.

The Committee is raising other matters in a request addressed directly to the Government.

The Committee hopes that the Government will make every effort to take the necessary action in the near future

CMNT_TITLE

Article 1(a) of the Convention. Payment of employment benefits. Family allowances. For a number of years the Committee has been emphasizing that, when both husband and wife are entitled to family allowances, these are still paid primarily to the husband if he works, and it has been asking the Government to change this practice. The Committee welcomes the communication by the Government of a draft amendment to section 47(1)(a) of the Social Security Act aimed at allowing both working fathers and mothers to receive family allowances, provided that they no longer collect them from other public bodies. The Committee requests the Government to take the necessary steps to enable the adoption of the amendment to the Social Security Act in order to allow women workers to be treated on an equal footing to men with regard to the payment of family allowances. The Government is requested to provide information on the progress of this draft amendment and to provide a copy of the text once it is adopted.

Severance pay in the event of marriage. The Committee recalls that the principle of the Convention applies to remuneration as defined by the Convention, that is to say not only the basic salary but also any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment. In this regard, the Committee recalls that it has previously asked the Government to amend the Labour Code and section 50 of the Social Security Act, which provide for severance (or end-of-service) pay for women who resign upon marriage. For several years, the Government indicated that this issue was covered by the new draft Labour Code. Nevertheless, the Committee notes that the Government’s report does not contain any information in this regard. The Committee is therefore bound to repeat its request to the Government to ensure that the new Labour Code gives men and women equal entitlement to severance pay and that section 50 of the Social Security Act is consequently amended. Meanwhile, the Committee once again requests the Government to ensure that the application in practice of this provision on severance pay in the event of marriage does not have the effect of reinforcing traditional attitudes and stereotypes regarding the role of women in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. Equal remuneration for men and women for work of equal value. Minimum wage. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the scope of the Labour Code of 1946 (section 7(1)) and, consequently, the provisions of sections 44 et seq. on the minimum wage do not apply to them. It also recalls that a standard employment contract for foreign domestic workers was adopted in 2009, under which the employer must pay a monthly salary to be agreed upon by both parties. In its report on the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), the Government only indicates that domestic workers are governed by the Code of Obligations and Contracts, that the bill applicable to this category of workers is still being drafted and that a Bill on the application of the Domestic Workers Convention, 2011 (No. 189), is being prepared. The Committee therefore once again requests the Government to indicate whether providing for a minimum wage in the Bill on the employment of domestic workers is envisaged. Pending the adoption of the Bill, the Committee once again requests the Government to provide information on any legal or practical measures taken or contemplated to ensure that the principle of equal remuneration for men and women for work of equal value also applies to domestic workers. The Government is also once again requested to indicate any measures adopted, in cooperation with the social partners, to inform employers that, when wages and additional emoluments for domestic workers are fixed, domestic work usually carried out by women must not be undervalued as a result of gender stereotypes in comparison to domestic work usually carried out by men and that, more generally, domestic work must not be undervalued in comparison to other types of work. Lastly, the Committee once again asks the Government to take steps to collect and send data, disaggregated by sex, on the number of men and women domestic workers and their wages.

Application in the public service. In its previous comments, the Committee highlighted the low representation of women in better paid positions in the public service. The Committee welcomes the recent statistical data disaggregated by sex communicated by the Government on the composition of the workforce in public bodies (2016), according to which 43.3 per cent of public administration officials were women, of which 25.4 per cent were in the highest category of the hierarchy. Nevertheless, the Committee notes that the report does not contain any information on the remuneration of men and women in the public service. The Committee recalls that, in the public service, inequalities of remuneration may exist, despite the existence of categories of staff and pay scales, owing to the criteria used to classify posts, undervaluation of the tasks carried out mainly by women or even inequalities in the payment of certain benefits (bonuses, benefits, allowances, etc.) to which men and women do not have equal access in law or in practice. The Committee requests the Government to take the necessary steps to encourage the employment of women in posts in the higher categories of the public service and to ensure that men and women in the administration have equal access to allowances and benefits which, within the meaning of the Convention, form an integral part of remuneration. The Government is also requested to collect and provide information on the remuneration of men and women in the public service and on any analysis of gender pay gaps.

Article 3. Objective job evaluation. The Committee notes that, despite its repeated requests, the Government’s report still does not contain any information on this point. The Committee is therefore bound to once again request the Government to explain in detail the methods and criteria used to determine pay levels within the new job classification system in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee again asks the Government to provide information on the steps taken, in cooperation with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding pay structure are free from gender bias and do not undervalue tasks performed by women.

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Articles 1 and 2 of the Convention. Gender pay gap. The Committee recalls its previous comments in which it noted that, according to statistics published in October 2011 by the Central Statistics Office, in 2007 the gender pay gap was an estimated 6.2 per cent in services; 10.8 per cent in commerce; 21 per cent in agriculture; 23.8 per cent in manufacturing; and 38 per cent in transport and communications. In the absence of updated information in this regard in the Government’s report, the Committee once again requests it to take the necessary steps to gather, analyse and communicate data on the remuneration of men and women and wage gaps in the different sectors of economic activity, including the public sector, and for different professional categories. The Committee once again requests the Government to adopt specific measures to rectify gender pay gaps, including raising awareness among employers, workers and their organizations of the principle of equal remuneration for men and women for work of equal value, and to provide information on any action taken to this end and on any obstacles encountered.

Article 2. Legislation. Equal remuneration for men and women for work of equal value. For more than 40 years the Committee has been requesting the Government to ensure that the principle of equal remuneration for men and women for work of equal value is given full legal expression. The Committee notes with regret that the Government’s report merely indicates that the new draft Labour Code is still under examination. The Committee is therefore bound to urge the Government to ensure that the draft Labour Code gives full legal expression to the principle of equal remuneration for men and women for work of equal value, in order to facilitate a broad scope of comparison encompassing not only equal or similar work, but also work of an entirely different nature that is of equal value overall. Expressing the firm hope that the Government will be in a position to report progress on this matter in the near future, the Committee asks the Government to provide a copy of the relevant provisions when they have been adopted.

The Committee is raising other matters in a request addressed directly to the Government.

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The Committee notes that the Government’s report contains no reply to its previous comments. It hopes that the next report will contain full information on the matters raised in its previous comments initially made in 2014. The Committee also notes that the Government has been requested to provide information to the Committee on the Application of Standards at the 106th Session of the International Labour Conference for failure to supply reports and information on the application of ratified Conventions.

Repetition

Article 1(a) of the Convention. Payment of employment benefits (family allowances). For a number of years the Committee has noted the fact that, where both husband and wife are entitled to family allowances, these are still paid primarily to the husband if he works. While noting the Government’s indication that family allowances can be paid to the wife if they are not paid to her husband, the Committee draws the Government’s attention to the possibility of allowing both spouses to choose which of them should receive the family allowances, rather than working on the principle that the latter should be paid systematically to the husband. The Committee asks the Government to indicate the measures taken or contemplated to ensure that the National Social Security Fund changes its practice with regard to the payment of family allowances so that women receive equal treatment to men in this respect.

Severance pay in the event of marriage. The Committee recalls that it previously asked the Government to amend section 72(1) of the draft Labour Code and section 50 of the Social Security Act, which provided for severance pay for women upon marriage. The Committee notes the Government’s statement reaffirming that the new draft Labour Code covers the question of severance pay in the event of marriage and stipulates gender equality in this respect. The Committee trusts that the new Labour Code will give men and women equal entitlement to severance pay and strongly hopes that the Government will be in a position to report on progress in this respect in the near future. It again asks the Government to ensure that the application in practice of this provision regarding severance pay in the event of marriage does not reinforce historical attitudes and stereotyped assumptions regarding women’s role in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the scope of the Labour Code of 1946 (section 7(1)) and from the provisions on the minimum wage (section 44). A standard employment contract for foreign domestic workers, which provides for payment by the employer of a monthly salary to be agreed upon by both parties, was adopted in 2009. The Government indicates once again that a bill concerning the employment of domestic workers is being drafted and that the collection of statistics on the number of domestic workers will take some time. The Committee recalls that the fixing of minimum wages can constitute an important means for applying the principle of equal remuneration for men and women for work of equal value. The Committee asks the Government to indicate whether any consideration is being given to provide for a minimum wage in the Bill concerning the employment of domestic workers. It asks the Government once again to provide information on the legal and practical measures taken or envisaged to ensure that the principle of equal remuneration for work of equal value also applies to domestic workers. The Government is also requested to indicate any measures taken, in cooperation with the social partners, to inform employers that, when wages and additional allowances for domestic workers are determined, domestic work usually done by women must not be undervalued as a result of gender stereotypes by comparison with domestic work usually done by men and that, more generally, domestic work must not be undervalued by comparison with other types of work. Lastly, the Committee asks the Government to take steps to collect and send data, disaggregated by sex, on the number of men and women domestic workers and their wages.

Application of the principle in the public service. In its previous comments, the Committee highlighted the low representation of women in better paid positions in the public service and noted the recommendation made in 2010 by the Council of Ministers to establish a quota for women in the top category of the public service. The Government’s report does not contain any new information on this point, only indicating that salaries are identical in the public service, regardless of whether the post is occupied by a man or a woman. The Committee would point out to the Government that the adoption and application of salary scales in the public service without any distinction as to sex is not sufficient to rule out any gender-based pay discrimination. Such discrimination may stem from criteria adopted for classifying posts, undervaluation of the tasks accomplished largely by women or inequalities connected with additional payments (bonuses, benefits, allowances, etc.) whenever men and women do not have equal access to the latter in law or in practice. The Government also indicates that it does not have statistics disaggregated by sex on the numbers of public servants and their respective categories and salaries. The Committee asks the Government to take the necessary steps to collect information on the distribution of men and women in the various categories and grades of the public service and their respective earnings. The Government is also requested to provide information on the measures taken to encourage the employment of women in posts in the higher categories of the public service and on the impact of such measures.

Article 3. Objective job evaluation. The Committee notes that the Government’s report does not contain any information on this point. The Committee again asks the Government to explain in detail the methods and criteria used to determine pay levels within the new job classification system in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee again asks the Government to provide information on the steps taken, in cooperation with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding pay structure are free from gender bias and do not undervalue tasks performed by women.

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The Committee notes that the Government’s report contains no reply to its previous comments. It is therefore bound to repeat its previous comments initially made in 2014. The Committee also notes that the Government has been requested to provide information to the Committee on the Application of Standards at the 106th Session of the International Labour Conference for failure to supply reports and information on the application of ratified Conventions.

Repetition

Articles 1 and 2 of the Convention. Gender pay gap. The Committee notes that, according to the statistics published in October 2011 by the Central Statistics Office, the proportion of women in the active population was about 23 per cent (in 2009) and that in 2007 the gender pay gap was an estimated 6.2 per cent in services; 10.8 per cent in commerce; 21 per cent in agriculture; 23.8 per cent in manufacturing; and 38 per cent in transport and communications. The Committee recalls that it is particularly important to have complete, reliable and recent statistics on remuneration for men and women to formulate, implement and then evaluate the measures taken to eliminate pay gaps. With regard to wages in the private sector, the Government indicates that it contacted the General Confederation of Lebanese Workers (CGTL), the Association of Lebanese Industrialists (ALI) and the Association of Lebanese Business Leaders (RDCL) to obtain information on wages and any pay gap between men and women. The Committee asks the Government to take the necessary steps to gather, analyse and communicate such data in the various sectors of economic activity, including the public sector, and for the various occupational categories. The Committee also asks the Government to take specific measures to rectify gender pay gaps, including raising awareness among employers, workers and their organizations of the principle of equal remuneration for men and women for work of equal value, and to provide information on any action taken to this end and on any obstacles encountered.

Article 2. Legislation. For several years, the Committee has been asking the Government to give full legal expression to the principle of equal remuneration for men and women for work of equal value. The Government indicates in its report that the Committee’s comments will be forwarded to the commission responsible for reviewing the legislation and working methods and that the new draft Labour Code (section 14) already reflects the Committee’s concerns. While noting this information, the Committee asks the Government to ensure that the draft Labour Code explicitly reflects the principle of equal remuneration for men and women for work of equal value, with a view to permitting a broad scope of comparison encompassing not only equal or similar work, but also work of an entirely different nature performed by men and women. Hoping that the Government will be in a position to report progress on this matter in the near future, the Committee asks the Government to provide a copy of the relevant provisions, once they have been adopted.

The Committee is raising other matters in a request addressed directly to the Government.

The Committee hopes that the Government will make every effort to take the necessary action in the near future.

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The Committee notes that the Government’s report has not been received. It hopes that the next report will contain full information on the matters raised in its previous comments.

Repetition

Article 1(a) of the Convention. Payment of employment benefits (family allowances). For a number of years the Committee has noted the fact that, where both husband and wife are entitled to family allowances, these are still paid primarily to the husband if he works. While noting the Government’s indication that family allowances can be paid to the wife if they are not paid to her husband, the Committee draws the Government’s attention to the possibility of allowing both spouses to choose which of them should receive the family allowances, rather than working on the principle that the latter should be paid systematically to the husband. The Committee asks the Government to indicate the measures taken or contemplated to ensure that the National Social Security Fund changes its practice with regard to the payment of family allowances so that women receive equal treatment to men in this respect.

Severance pay in the event of marriage. The Committee recalls that it previously asked the Government to amend section 72(1) of the draft Labour Code and section 50 of the Social Security Act, which provided for severance pay for women upon marriage. The Committee notes the Government’s statement reaffirming that the new draft Labour Code covers the question of severance pay in the event of marriage and stipulates gender equality in this respect. The Committee trusts that the new Labour Code will give men and women equal entitlement to severance pay and strongly hopes that the Government will be in a position to report on progress in this respect in the near future. It again asks the Government to ensure that the application in practice of this provision regarding severance pay in the event of marriage does not reinforce historical attitudes and stereotyped assumptions regarding women’s role in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the scope of the Labour Code of 1946 (section 7(1)) and from the provisions on the minimum wage (section 44). A standard employment contract for foreign domestic workers, which provides for payment by the employer of a monthly salary to be agreed upon by both parties, was adopted in 2009. The Government indicates once again that a bill concerning the employment of domestic workers is being drafted and that the collection of statistics on the number of domestic workers will take some time. The Committee recalls that the fixing of minimum wages can constitute an important means for applying the principle of equal remuneration for men and women for work of equal value. The Committee asks the Government to indicate whether any consideration is being given to provide for a minimum wage in the Bill concerning the employment of domestic workers. It asks the Government once again to provide information on the legal and practical measures taken or envisaged to ensure that the principle of equal remuneration for work of equal value also applies to domestic workers. The Government is also requested to indicate any measures taken, in cooperation with the social partners, to inform employers that, when wages and additional allowances for domestic workers are determined, domestic work usually done by women must not be undervalued as a result of gender stereotypes by comparison with domestic work usually done by men and that, more generally, domestic work must not be undervalued by comparison with other types of work. Lastly, the Committee asks the Government to take steps to collect and send data, disaggregated by sex, on the number of men and women domestic workers and their wages.

Application of the principle in the public service. In its previous comments, the Committee highlighted the low representation of women in better paid positions in the public service and noted the recommendation made in 2010 by the Council of Ministers to establish a quota for women in the top category of the public service. The Government’s report does not contain any new information on this point, only indicating that salaries are identical in the public service, regardless of whether the post is occupied by a man or a woman. The Committee would point out to the Government that the adoption and application of salary scales in the public service without any distinction as to sex is not sufficient to rule out any gender-based pay discrimination. Such discrimination may stem from criteria adopted for classifying posts, undervaluation of the tasks accomplished largely by women or inequalities connected with additional payments (bonuses, benefits, allowances, etc.) whenever men and women do not have equal access to the latter in law or in practice. The Government also indicates that it does not have statistics disaggregated by sex on the numbers of public servants and their respective categories and salaries. The Committee asks the Government to take the necessary steps to collect information on the distribution of men and women in the various categories and grades of the public service and their respective earnings. The Government is also requested to provide information on the measures taken to encourage the employment of women in posts in the higher categories of the public service and on the impact of such measures.

Article 3. Objective job evaluation. The Committee notes that the Government’s report does not contain any information on this point. The Committee again asks the Government to explain in detail the methods and criteria used to determine pay levels within the new job classification system in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee again asks the Government to provide information on the steps taken, in cooperation with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding pay structure are free from gender bias and do not undervalue tasks performed by women.

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The Committee notes that the Government’s report has not been received. It is therefore bound to repeat its previous comments.

Repetition

Articles 1 and 2 of the Convention. Gender pay gap. The Committee notes that, according to the statistics published in October 2011 by the Central Statistics Office, the proportion of women in the active population was about 23 per cent (in 2009) and that in 2007 the gender pay gap was an estimated 6.2 per cent in services; 10.8 per cent in commerce; 21 per cent in agriculture; 23.8 per cent in manufacturing; and 38 per cent in transport and communications. The Committee recalls that it is particularly important to have complete, reliable and recent statistics on remuneration for men and women to formulate, implement and then evaluate the measures taken to eliminate pay gaps. With regard to wages in the private sector, the Government indicates that it contacted the General Confederation of Lebanese Workers (CGTL), the Association of Lebanese Industrialists (ALI) and the Association of Lebanese Business Leaders (RDCL) to obtain information on wages and any pay gap between men and women. The Committee asks the Government to take the necessary steps to gather, analyse and communicate such data in the various sectors of economic activity, including the public sector, and for the various occupational categories. The Committee also asks the Government to take specific measures to rectify gender pay gaps, including raising awareness among employers, workers and their organizations of the principle of equal remuneration for men and women for work of equal value, and to provide information on any action taken to this end and on any obstacles encountered.

Article 2. Legislation. For several years, the Committee has been asking the Government to give full legal expression to the principle of equal remuneration for men and women for work of equal value. The Government indicates in its report that the Committee’s comments will be forwarded to the commission responsible for reviewing the legislation and working methods and that the new draft Labour Code (section 14) already reflects the Committee’s concerns. While noting this information, the Committee asks the Government to ensure that the draft Labour Code explicitly reflects the principle of equal remuneration for men and women for work of equal value, with a view to permitting a broad scope of comparison encompassing not only equal or similar work, but also work of an entirely different nature performed by men and women. Hoping that the Government will be in a position to report progress on this matter in the near future, the Committee asks the Government to provide a copy of the relevant provisions, once they have been adopted.

The Committee is raising other matters in a request addressed directly to the Government.

The Committee hopes that the Government will make every effort to take the necessary action in the near future.

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Article 1(a) of the Convention. Payment of employment benefits (family allowances). For a number of years the Committee has noted the fact that, where both husband and wife are entitled to family allowances, these are still paid primarily to the husband if he works. While noting the Government’s indication that family allowances can be paid to the wife if they are not paid to her husband, the Committee draws the Government’s attention to the possibility of allowing both spouses to choose which of them should receive the family allowances, rather than working on the principle that the latter should be paid systematically to the husband. The Committee asks the Government to indicate the measures taken or contemplated to ensure that the National Social Security Fund changes its practice with regard to the payment of family allowances so that women receive equal treatment to men in this respect.

Severance pay in the event of marriage. The Committee recalls that it previously asked the Government to amend section 72(1) of the draft Labour Code and section 50 of the Social Security Act, which provided for severance pay for women upon marriage. The Committee notes the Government’s statement reaffirming that the new draft Labour Code covers the question of severance pay in the event of marriage and stipulates gender equality in this respect. The Committee trusts that the new Labour Code will give men and women equal entitlement to severance pay and strongly hopes that the Government will be in a position to report on progress in this respect in the near future. It again asks the Government to ensure that the application in practice of this provision regarding severance pay in the event of marriage does not reinforce historical attitudes and stereotyped assumptions regarding women’s role in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the scope of the Labour Code of 1946 (section 7(1)) and from the provisions on the minimum wage (section 44). A standard employment contract for foreign domestic workers, which provides for payment by the employer of a monthly salary to be agreed upon by both parties, was adopted in 2009. The Government indicates once again that a bill concerning the employment of domestic workers is being drafted and that the collection of statistics on the number of domestic workers will take some time. The Committee recalls that the fixing of minimum wages can constitute an important means for applying the principle of equal remuneration for men and women for work of equal value. The Committee asks the Government to indicate whether any consideration is being given to provide for a minimum wage in the Bill concerning the employment of domestic workers. It asks the Government once again to provide information on the legal and practical measures taken or envisaged to ensure that the principle of equal remuneration for work of equal value also applies to domestic workers. The Government is also requested to indicate any measures taken, in cooperation with the social partners, to inform employers that, when wages and additional allowances for domestic workers are determined, domestic work usually done by women must not be undervalued as a result of gender stereotypes by comparison with domestic work usually done by men and that, more generally, domestic work must not be undervalued by comparison with other types of work. Lastly, the Committee asks the Government to take steps to collect and send data, disaggregated by sex, on the number of men and women domestic workers and their wages.

Application of the principle in the public service. In its previous comments, the Committee highlighted the low representation of women in better paid positions in the public service and noted the recommendation made in 2010 by the Council of Ministers to establish a quota for women in the top category of the public service. The Government’s report does not contain any new information on this point, only indicating that salaries are identical in the public service, regardless of whether the post is occupied by a man or a woman. The Committee would point out to the Government that the adoption and application of salary scales in the public service without any distinction as to sex is not sufficient to rule out any gender-based pay discrimination. Such discrimination may stem from criteria adopted for classifying posts, undervaluation of the tasks accomplished largely by women or inequalities connected with additional payments (bonuses, benefits, allowances, etc.) whenever men and women do not have equal access to the latter in law or in practice. The Government also indicates that it does not have statistics disaggregated by sex on the numbers of public servants and their respective categories and salaries. The Committee asks the Government to take the necessary steps to collect information on the distribution of men and women in the various categories and grades of the public service and their respective earnings. The Government is also requested to provide information on the measures taken to encourage the employment of women in posts in the higher categories of the public service and on the impact of such measures.

Article 3. Objective job evaluation. The Committee notes that the Government’s report does not contain any information on this point. The Committee again asks the Government to explain in detail the methods and criteria used to determine pay levels within the new job classification system in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee again asks the Government to provide information on the steps taken, in cooperation with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding pay structure are free from gender bias and do not undervalue tasks performed by women.

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Articles 1 and 2 of the Convention. Gender pay gap. The Committee notes that, according to the statistics published in October 2011 by the Central Statistics Office, the proportion of women in the active population was about 23 per cent (in 2009) and that in 2007 the gender pay gap was an estimated 6.2 per cent in services; 10.8 per cent in commerce; 21 per cent in agriculture; 23.8 per cent in manufacturing; and 38 per cent in transport and communications. The Committee recalls that it is particularly important to have complete, reliable and recent statistics on remuneration for men and women to formulate, implement and then evaluate the measures taken to eliminate pay gaps. With regard to wages in the private sector, the Government indicates that it contacted the General Confederation of Lebanese Workers (CGTL), the Association of Lebanese Industrialists (ALI) and the Association of Lebanese Business Leaders (RDCL) to obtain information on wages and any pay gap between men and women. The Committee asks the Government to take the necessary steps to gather, analyse and communicate such data in the various sectors of economic activity, including the public sector, and for the various occupational categories. The Committee also asks the Government to take specific measures to rectify gender pay gaps, including raising awareness among employers, workers and their organizations of the principle of equal remuneration for men and women for work of equal value, and to provide information on any action taken to this end and on any obstacles encountered.

Article 2. Legislation. For several years, the Committee has been asking the Government to give full legal expression to the principle of equal remuneration for men and women for work of equal value. The Government indicates in its report that the Committee’s comments will be forwarded to the commission responsible for reviewing the legislation and working methods and that the new draft Labour Code (section 14) already reflects the Committee’s concerns. While noting this information, the Committee asks the Government to ensure that the draft Labour Code explicitly reflects the principle of equal remuneration for men and women for work of equal value, with a view to permitting a broad scope of comparison encompassing not only equal or similar work, but also work of an entirely different nature performed by men and women. Hoping that the Government will be in a position to report progress on this matter in the near future, the Committee asks the Government to provide a copy of the relevant provisions, once they have been adopted.

The Committee is raising other matters in a request addressed directly to the Government.

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The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

Repetition

The Committee notes the observations of the Association of Lebanese Industrialists, annexed to the Government’s report.

Article 1(a) of the Convention. Payment of employment benefits (family allowances). The Committee notes the Government’s explanations regarding women’s entitlements to family allowances confirming that in cases where both husband and wife are entitled to family allowances, these will still be paid primarily to the husband if he works. The Committee reiterates its request to the Government to continue to examine the existing law and practice so as to ensure that women enjoy family allowances on an equal footing with men, as no such studies have yet been undertaken, and to provide information on any progress made in this regard.

Dismissal compensation upon marriage. The Committee previously requested the Government to amend or repeal section 72(1) of the draft Labour Code and section 50 of the Social Insurance Act which provided for dismissal compensation for women upon marriage. The Committee notes the Government’s statement that section 72(1) of the draft Law now provides for equality between a male and female worker in benefiting from dismissal compensation for whoever is obliged to leave service on the grounds of marriage. The Government also states that when the draft Labour Code is adopted, section 50(d) of the Social Insurance Act shall be annulled as it conflicts with the provision of the Labour Code. Trusting that the final text of section 72(1) of the Labour Code will provide dismissal compensation for men and women on an equal footing, the Committee asks the Government to ensure that the practical application of this provision does not reinforce historical attitudes and stereotyped assumptions regarding women’s role in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the Labour Code of 1946 (section 7(1)) and that contractual relations between domestic workers and private individuals employing them to perform domestic work in their residence are governed by the Law on obligations and contracts. The Government published in 2009 a standard contract of employment for foreign domestic workers requiring the employer to pay a monthly salary to be agreed upon by both parties. The Committee notes that section 5(1) of the draft Labour Code continues to exclude “servants and whoever is of a similar standing performing housework and living in the homes of their employers”, from its scope of application, including its equal pay provision (draft section 56), but that a draft Law on the regulation of domestic workers is being discussed. The Government indicates that for live-in domestic workers, wages include a monetary allowance, agreed upon by the parties, and other allowances such as accommodation, food, clothing and medical care, which may exceed the “minimum wage”; for live-out workers, the wages are not less than the minimum wage. Regarding the manner in which wages for domestic workers are being determined, the Government states that these are determined upon the basis of an agreement between the parties to the contract, in which the wages are set down as minimum wages to be paid without discrimination between men and women. Recalling that the setting of minimum wages can be an important means by which the principle of equal remuneration for men and women for work of equal value is applied, the Committee encourages the Government to ensure that the draft Law on the regulation of domestic workers includes minimum wage coverage for domestic workers. The Committee also asks the Government to provide information on all the legal and practical measures taken or envisaged, to ensure that the principle of equal remuneration for work of equal value is applied to domestic workers, and to indicate in this context any steps taken, in cooperation with the social partners, to raise awareness among employers that when determining wages and additional allowances of domestic workers, domestic work should not be undervalued due to gender stereotypes relating to the work performed. Please provide statistical information, disaggregated by sex, on the wages and additional allowances paid to live-out and live-in domestic workers respectively.

Application in the public service. The Committee recalls the persistent low representation of women in higher paid positions of public administration, and notes the Letter No. 3087-3088 of 6 September 2010 by the Civil Service Council indicating that in March 2010 the Council of Ministers recommended allocating a quota for women in the first category of the civil service, where women currently represent only 9.19 per cent of the civil servants. The Committee notes that women represent 23.86 per cent of the civil servants in the second category and that the highest representation of women is found in the third category (35.10 per cent) and fourth category (35.50 per cent) of the civil service. The Civil Service Council also reiterates that appointments or recruitment in the civil service are the outcome of competitive exams, regardless of the sex of the candidate. The Committee asks the Government to provide information on any follow-up given to the recommendation to set a quota for women’s representation in the highest category of public administration, and the results achieved in improving women’s participation in higher paid posts. Given the low representation of women, especially in the first and second categories, the Government is also requested to provide information on any steps taken to ensure that no stereotypical considerations are being given to women’s suitability for certain posts upon appointment. Noting that the reclassification of posts in the civil service has been completed, the Committee asks the Government to provide information, including statistics, disaggregated by sex, on the distribution of men and women in the various categories and grades of the civil service, with an indication of their corresponding earnings.

Article 3. Objective job evaluation. The Committee notes the Government’s statement that the process of developing job descriptions for all posts pertaining to public administration – except the judiciary and the armed forces – has been completed by a specialized team which worked on the basis of clear, objective and scientific criteria, and according to a specific technique and methodology. The second phase of this process resulted in a system of job classification divided into categories according to importance, responsibility and required qualifications. The Committee also notes the Government’s statement that in the private sector it is the employer who is responsible for undertaking objective job evaluation. It notes in this regard that according to the Association of Lebanese Industrialists the system of job descriptions ensures the application of the principle of equal remuneration for work of equal value. The Committee asks the Government to explain in detail the methods and criteria used to determine the level of remuneration corresponding to the new job classification in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee asks the Government to provide information on the steps taken, together with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding wage structure are free from gender bias and do not undervalue tasks performed by women. Please also continue to provide information on any developments regarding the use of objective job evaluation methods in the private sector.

Practical application in the private sector. The Committee notes that no statistical data have been provided on the distribution of men and women in the various occupations and economic sectors, and their corresponding earnings, and hopes that the Government will soon be in a position to provide such data in order to assess progress made in addressing the remuneration gap between men and women in the private sector. Please also provide information on measures taken to eliminate any wage differentials that may exist between men and women in small and medium-sized enterprises.

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The Committee notes that the Government’s report has not been received. It must therefore repeat its previous observation which read as follows:

Repetition

Legislation. For a number of years the Committee has been asking the Government to give full legal expression to the principle of equal remuneration for men and women for work of equal value. The Committee notes the Government’s indication that section 56 of the draft Labour Code now provides that “the principle of equal remuneration for men and women shall apply without discrimination for work of equal value i.e. equal, the same or similar work. Discrimination shall be prohibited not be allowed if the work is different, even if it is of equal value”. The Committee recalls that the concept of “work of equal value” implies a broad scope of comparison including but going beyond equal remuneration for “equal”, “the same”, or “similar work”, and encompasses work that is of an entirely different nature, which is nevertheless of equal value. The Committee considers that in referring to “equal, the same and similar work”, the wording of the draft provision continues to lack clarity as to whether it would allow a comparison to be made between work performed by men and women containing entirely different types of tasks, skills, responsibilities or working conditions. The Committee asks the Government to address the ambiguity in section 56 of the draft Labour Code with a view to ensuring that it permits a broad scope of comparison also encompassing work performed by men and women that is of an entirely different nature, and giving full legislative expression to the principle of equal remuneration for men and women for work of equal value.

The Committee is raising other points in a request addressed directly to the Government.

The Committee hopes that the Government will make every effort to take the necessary action in the near future.

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The Committee notes the observations of the Association of Lebanese Industrialists, annexed to the Government’s report.

Article 1(a) of the Convention. Payment of employment benefits (family allowances). The Committee notes the Government’s explanations regarding women’s entitlements to family allowances confirming that in cases where both husband and wife are entitled to family allowances, these will still be paid primarily to the husband if he works. The Committee reiterates its request to the Government to continue to examine the existing law and practice so as to ensure that women enjoy family allowances on an equal footing with men, as no such studies have yet been undertaken, and to provide information on any progress made in this regard.

Dismissal compensation upon marriage. The Committee previously requested the Government to amend or repeal section 72(1) of the draft Labour Code and section 50 of the Social Insurance Act which provided for dismissal compensation for women upon marriage. The Committee notes the Government’s statement that section 72(1) of the draft Law now provides for equality between a male and female worker in benefitting from dismissal compensation for whoever is obliged to leave service on the grounds of marriage. The Government also states that when the draft Labour Code is adopted, section 50(d) of the Social Insurance Act shall be annulled as it conflicts with the provision of the Labour Code. Trusting that the final text of section 72(1) of the Labour Code will provide dismissal compensation for men and women on an equal footing, the Committee asks the Government to ensure that the practical application of this provision does not reinforce historical attitudes and stereotyped assumptions regarding women’s role in society and their aspirations and preferences, including those relating to household and family responsibilities.

Article 2. Domestic workers. The Committee recalls that domestic workers, the majority of whom are women, are excluded from the Labour Code of 1946 (section 7(1)) and that contractual relations between domestic workers and private individuals employing them to perform domestic work in their residence are governed by the Law on Obligations and Contracts. The Government published in 2009 a standard contract of employment for foreign domestic workers requiring the employer to pay a monthly salary to be agreed upon by both parties. The Committee notes that section 5(1) of the draft Labour Code continues to exclude “Servants and whoever is of a similar standing performing housework and living in the homes of their employers”, from its scope of application, including its equal pay provision (draft section 56), but that a draft Law on the Regulation of Domestic Workers is being discussed. The Government indicates that for live-in domestic workers, wages include a monetary allowance, agreed upon by the parties, and other allowances such as accommodation, food, clothing and medical care, which may exceed the “minimum wage”; for live-out workers, the wages are not less than the minimum wage. Regarding the manner in which wages for domestic workers are being determined, the Government states that these are determined upon the basis of an agreement between the parties to the contract, in which the wages are set down as minimum wages to be paid without discrimination between men and women. Recalling that the setting of minimum wages can be an important means by which the principle of equal remuneration for men and women for work of equal value is applied, the Committee encourages the Government to ensure that the draft Law on the Regulation of Domestic Workers includes minimum wage coverage for domestic workers. The Committee also asks the Government to provide information on all the legal and practical measures taken or envisaged, to ensure that the principle of equal remuneration for work of equal value is applied to domestic workers, and to indicate in this context any steps taken, in cooperation with the social partners, to raise awareness among employers that when determining wages and additional allowances of domestic workers, domestic work should not be undervalued due to gender stereotypes relating to the work performed. Please provide statistical information, disaggregated by sex, on the wages and additional allowances paid to live-out and live-in domestic workers respectively.

Application in the public service. The Committee recalls the persistent low representation of women in higher paid positions of public administration, and notes the Letter No. 3087-3088 of 6 September 2010 by the Civil Service Council indicating that in March 2010 the Council of Ministers recommended allocating a quota for women in the First Category of the civil service, where women currently represent only 9.19 per cent of the civil servants. The Committee notes that women represent 23.86 per cent of the civil servants in the Second Category and that the highest representation of women is found in the Third Category (35.10 per cent) and Fourth Category (35.50 per cent) of the civil service. The Civil Service Council also reiterates that appointments or recruitment in the civil service are the outcome of competitive exams, regardless of the sex of the candidate. The Committee asks the Government to provide information on any follow-up given to the recommendation to set a quota for women’s representation in the highest category of public administration, and the results achieved in improving women’s participation in higher paid posts. Given the low representation of women, especially in the First and Second Categories, the Government is also requested to provide information on any steps taken to ensure that no stereotypical considerations are being given to women’s suitability for certain posts upon appointment. Noting that the reclassification of posts in the civil service has been completed, the Committee asks the Government to provide information, including statistics, disaggregated by sex, on the distribution of men and women in the various categories and grades of the civil service, with an indication of their corresponding earnings.

Article 3. Objective job evaluation. The Committee notes the Government’s statement that the process of developing job descriptions for all posts pertaining to public administration – except the judiciary and the armed forces – has been completed by a specialized team which worked on the basis of clear, objective and scientific criteria, and according to a specific technique and methodology. The second phase of this process resulted in a system of job classification divided into categories according to importance, responsibility and required qualifications. The Committee also notes the Government’s statement that in the private sector it is the employer who is responsible for undertaking objective job evaluation. It notes in this regard that according to the Association of Lebanese Industrialists the system of job descriptions ensures the application of the principle of equal remuneration for work of equal value. The Committee asks the Government to explain in detail the methods and criteria used to determine the level of remuneration corresponding to the new job classification in the public administration, and how gender bias has been avoided. Recalling that the implementation of job evaluation exercises has been shown to have a measurable impact on gender pay differentials, the Committee asks the Government to provide information on the steps taken, together with workers’ and employers’ organizations, to ensure that the methods and criteria used by private employers to establish job descriptions and determine the corresponding wage structure are free from gender bias and do not undervalue tasks performed by women. Please also continue to provide information on any developments regarding the use of objective job evaluation methods in the private sector.

Practical application in the private sector. The Committee notes that no statistical data have been provided on the distribution of men and women in the various occupations and economic sectors, and their corresponding earnings, and hopes that the Government will soon be in a position to provide such data in order to assess progress made in addressing the remuneration gap between men and women in the private sector. Please also provide information on measures taken to eliminate any wage differentials that may exist between men and women in small and medium sized enterprises.

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Legislation. For a number of years the Committee has been asking the Government to give full legal expression to the principle of equal remuneration for men and women for work of equal value. The Committee notes the Government’s indication that section 56 of the draft Labour Code now provides that “the principle of equal remuneration for men and women shall apply without discrimination for work of equal value i.e. equal, the same or similar work. Discrimination shall be prohibited not be allowed if the work is different, even if it is of equal value”. The Committee recalls that the concept of “work of equal value” implies a broad scope of comparison including but going beyond equal remuneration for “equal”, “the same”, or “similar work”, and encompasses work that is of an entirely different nature, which is nevertheless of equal value. The Committee considers that in referring to “equal, the same and similar work”, the wording of the draft provision continues to lack clarity as to whether it would allow a comparison to be made between work performed by men and women containing entirely different types of tasks, skills, responsibilities or working conditions. The Committee asks the Government to address the ambiguity in section 56 of the draft Labour Code with a view to ensuring that it permits a broad scope of comparison also encompassing work performed by men and women that is of an entirely different nature, and giving full legislative expression to the principle of equal remuneration for men and women for work of equal value.

The Committee is raising other points in a request addressed directly to the Government.

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Article 1(a) of the Convention. Payment of employment benefits (family allowances). The Committee notes the explanations from the National Fund for Social Security on the payments of family benefits but notes that, in practice, payment of family benefits continues to be paid primarily to fathers even when the mother and father meet the same conditions. The Committee asks the Government to continue to examine the existing law and practice so as to ensure that women enjoy family allowances on an equal footing with men, and to provide information on any new developments in this regard.

Dismissal compensation upon marriage. The Committee notes the Government’s statement that the comments of the Committee will be taken into account when draft section 72(a) amending the Labour Law is being reviewed. It also notes that a similar provision on dismissal compensation for women upon marriage is included in section 50 of the Law on Social Security. The Committee recalls that many of the difficulties encountered in implementing the principle of equality between men and women, including equal remuneration, are intimately linked to the status of men and women in employment and society in general. The Committee therefore hopes that in its examination of draft section 72(a) of the Labour Law the Government will take due account of the need to address historical attitudes towards the role of women in society, along with stereotypical assumptions regarding women’s aspirations and preferences, including those relating to family and household responsibilities. The Committee asks the Government to amend or repeal draft section 72(a) of the Labour Law and section 50 of the Law on Social Security.

Article 2. Application of the principle to domestic workers. The Committee recalls that draft section 4 amending the Labour Law excludes domestic workers, the large majority of whom are female migrant workers. The Committee notes the adoption, in 2009, of a contract of employment for migrant domestic workers with a view to enhancing their protection. The contract provides for payment by the employer of a monthly salary, to be agreed upon by both parties, the provision of food, clothing and accommodation, as well as medical care (paragraph (9)). The Committee further notes the Government’s view that ordinary workers, covered by the Labour Law, cannot be compared to domestic workers since their working conditions are not the same. The Committee also notes that, unlike ordinary workers, domestic workers are still not covered by any minimum wage legislation (see direct request of 2008 on the Minimum Wage Fixing Convention, 1970 (No. 131)). The Committee recalls that the protection under the Convention goes beyond equal remuneration for work in equal conditions and includes the comparison of remuneration received by men and women in jobs that are of an entirely different nature but nevertheless of equal value. The Committee also recalls that the application of the Convention’s principle allows for broad comparisons between jobs performed by men and women in different places or enterprises, or between different employers. When occupational categories where the majority of workers are women, such as domestic work, are being compared with occupational categories where the majority of workers are men, an appropriate set of objective criteria should be used which does not only include working conditions, but also skills, responsibility and effort. Often skills considered to be “female”, such as manual dexterity and those required in caring professions, including domestic work, are undervalued or even overlooked, in comparison with traditionally “male” skills, such as heavy lifting (see general observation of 2006). The Committee asks the Government to provide information as follows:

(i)    the criteria and methods currently used to determine the remuneration (basic salary or wage and additional allowances) for domestic workers, as compared to other workers;

(ii)   any steps taken to establish a minimum wage for domestic workers; and

(iii) the legal or practical measures taken to ensure that the principle of equal remuneration for work of equal value also applies to domestic workers and to ensure that in the determination of their remuneration (basic wage and additional allowances), domestic work is not being undervalued due to gender stereotypes relating to the work performed.

Application of the principle in the public service. The Committee notes the explanations given by the Civil Service Council which unfortunately indicate that no real progress has been made in improving the representation of women in better paid and high-level positions in the public service. It further notes that the public service is being restructured and that more information will be provided in the Government’s next report. Given the figures on the persisting low representation of women in higher paid positions in the public service, the Committee asks the Government to take immediate and effective measures to promote their access to better paid posts, and to ensure that no stereotypical considerations are being given to their suitability for certain posts. Please also continue to provide statistical data for the public service.

Article 3. Objective job evaluation. Noting that the process of developing job descriptions in the public service is still ongoing, the Committee asks the Government to make every effort to complete the job evaluation exercise in the immediate future, and to provide information on the results achieved. The Committee takes due note of the request made by the Government in 2008 to the ILO Regional Office in Beirut for a tripartite workshop on objective job evaluation in the private sector, and asks the Government to provide information on any further steps taken in this regard.

Practical application in the private sector. The Committee notes that the Government will provide statistical data, disaggregated by sex, on the distribution of men and women in the various occupations and economic sectors, and their corresponding levels of remuneration, as soon as they become available. The Committee further notes that the Government’s report does not contain information on measures taken to eliminate any wage disparities that may exist between men and women in small and medium-sized enterprises. The Committee trusts that the Government will make every effort to provide this information in its next report. Please also continue to provide copies of collective agreements specifying wages and allowances.

Enforcement. The Committee notes that no complaints have been received and that no decisions have been rendered on wage discrimination based on sex. The Committee understands that a number of training activities for labour inspectors have been conducted with the assistance of the ILO. The Committee encourages the Government to continue its training for labour inspectors and hopes that particular attention is being paid to improving their capacity to detect and address equal pay cases. The Committee asks the Government to provide further information on these activities, as well as on any judicial decisions or complaints received relating to the principle of equal remuneration for men and women for work of equal value.

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Legislation to provide for equal remuneration for men and women for work of equal value. The Committee recalls its previous comments in which it asked the Government to resolve the discrepancy in the national legislation concerning the concept of equal value (i.e. draft section 56 amending the Labour Law provides for equal remuneration for men and women wage earners for work of equal value, and Legislative Decree No. 29 of 13 May 1943 refers to the same basic wages for men and women when performing “equal work and tasks”). The Committee notes the Government’s reply that Legislative Decree No. 29/1943 is no longer in force. The Government further confirms that the draft amendment to the Labour Law, which is still being discussed, should be understood within the meaning of Article 1(b) of the Convention and the explanations provided by the Committee in its 2006 general observation. The Committee urges the Government to adopt draft section 56 of the Labour Law so that finally full legal expression can be given to the principle of equal remuneration for men and women for work of equal value.

The Committee is raising other points in a request addressed directly to the Government.

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1. Payment of employment benefits (family allowances); dismissal compensation upon marriage. The Committee notes the explanation provided by the National Fund for Social Security in the Government’s report on the Discrimination (Employment and Occupation) Convention, 1958 (No. 111), that for the payment of family benefits priority continues to be given to the father when both the mother and the father meet the conditions. It also notes the decisions issued by the National Fund for Social Security in 2005 aimed at promoting equality between men and women with respect to social security benefits. Further, with respect to additional allowances, the Committee notes that under section 72(1) of the draft Labour Law a female wage earner leaving service because of marriage is entitled to dismissal compensation, a right which is not accorded to male wage earners, and therefore contrary to the principle of equal remuneration for men and women for work of equal value. The Committee recalls its previous comments on the need to ensure equal status between men and women in the family and society, and asks the Government: (a) to keep it informed of any further legislative action undertaken to ensure that women enjoy employment paid benefits and family allowances on an equal footing with men; and (b) to delete section 72(1) from the draft Labour Law.

2. Article 2. Application of the principle to domestic workers and agricultural workers. The Committee notes that section 5 of the draft Labour Law continues to exclude “servants and whoever is in a similar standing performing house work and living in the homes of their employer” and certain agricultural workers. The Committee notes that the Government is currently preparing a bill on agricultural workers which, according to the Government, will take into account the principle of the Convention. With respect to servants and live-in domestic workers, the Committee notes that in practice this exclusion applies largely to female migrant domestic workers who according to the applicable regulations must reside in the employer’s residence. It also notes that by virtue of Decision No. 16/1 of 16 February 2006 by the Ministry of Labour a National Steering Committee has been created to examine the situation of migrant domestic workers and is currently preparing a Bill on their protection. The Committee reminds the Government that migrant domestic workers are particularly vulnerable to discrimination and often the lowest paid amongst all workers due to the persistent undervaluing of the work they undertake. The Committee, therefore, hopes that the new legislation will ensure that the principle of equal remuneration for work of equal value also applies to domestic workers, whether nationals or non-nationals. It asks the Government to provide a copy of the Bill as well as information on the measures taken or envisaged to ensure that domestic work is not being undervalued due to gender stereotypes.

3. Application of the principle in the public service. Referring to its previous comments, the Committee notes from the Government’s report that recruitment and career promotion in the public service is based on the principle of merit and efficiency, without discrimination based on sex. It also notes, however, that the statistics provided by the Civil Service Council confirm previous findings about the low percentage of women working in the public service and their under-representation in higher paid decision-making posts. Considering the persistent occupational segregation of women in the pubic service, the Committee asks the Government to provide information on the measures taken to ensure that in practice decisions on recruitment and promotion are taken without stereotypical considerations regarding the suitability of women and men for certain jobs. Please also indicate the specific measures taken to promote access of women to better-paid and higher-level posts in the public service.

4. Article 3. Objective job evaluation. The Committee regrets to note from the Government’s report that the job description process has still not been completed for the public sector. It also notes that the Government hopes to benefit from ILO assistance to develop methods for the objective evaluation of jobs in the private sector in the very near future. The Committee recalls its 2006 general observation on this Convention highlighting the importance of undertaking objective job evaluation for the promotion of equal pay. It trusts that in its next report the Government will be able to indicate that some progress has been made in promoting and developing objective job evaluation in both the public and private sectors.

5. Collective agreements and practical application in the private sector. The Committee notes the Government’s statement that collective agreements have been adopted for the banking sector, hospital sector, ports and quays, and various energy-producing companies, which specify wages and allowances in accordance with the non-discrimination principle provided for in the Labour Code. The Government however indicates that some cases of wage disparity can be found in small and medium-sized enterprises. The Committee asks the Government to provide copies of these collective agreements, in particular of the provisions specifying wages and allowances, and to provide information on the measures taken or envisaged to eliminate wage disparities between men and women in small and medium-sized enterprises. The Committee also encourages the Government to continue to collect and analyse statistics disaggregated by sex on the distribution of men and women in the various occupations and economic sectors and their corresponding levels of remuneration, and provide such data in its future reports.

6. Enforcement and labour inspection. The Committee notes the Government’s statement that no complaints have been received concerning wage discrimination since employment is available to women on equal terms with men. The few complaints in small enterprises are either resolved peacefully through mediation by the Ministry of Labour or by the courts. The Committee reminds the Government that the absence of complaints does not necessarily indicate that the Convention is being effectively applied. It notes in this regard the Government’s statement that the required ILO technical assistance to strengthen the capacity of the labour inspectorate to monitor the application of the principle of equal remuneration has not yet materialized. The Committee asks the Government to provide the following in its next report: (1) copies of any judgements or decisions on cases concerning wage discrimination; and (2) information on efforts undertaken to ensure the effective application of the Convention, including measures to strengthen the capacity of the labour inspectorate as well as any awareness-raising and educational programmes for employers and workers on the principle of equal remuneration for men and women for work of equal value.

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National legislation to provide for equal remuneration for work of equal value. The Committee notes that section 56 of the draft Labour Law provides for equal remuneration for men and women wage earners for work of equal value without discrimination based on sex. While welcoming this provision, the Committee also notes the Government’s statement that Legislative Decree No. 29 of 13 May 1943 specifies that women employed to undertake “equal work and tasks” as those undertaken by men, earn the basic wages received by male workers and employees. Furthermore, the Government states in its report that the basic principle is to ensure that there is no discrimination between men and women in remuneration within the same occupation. The Committee draws the attention of the Government to its 2006 general observation on this Convention in which it noted that difficulties in applying the Convention in law and in practice resulted in particular from a lack of understanding of the scope and implications of the concept of “work of equal value”. “Work of equal value” includes but goes beyond equal remuneration for “equal”, the “same” or “similar” work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value. Noting the discrepancy in the national legislation as well as the Government’s apparent restrictive interpretation of the concept of equal value, the Committee asks the Government: (1) to resolve the discrepancy in the national legislation; and (2) to provide information in its next report demonstrating that the application of section 56 of the new Labour Law, once adopted, also extends to work performed by men and women that is of equal value, taking into account the explanations provided by the Committee in its 2006 general observation. It further hopes that the draft Labour Code will be adopted in the very near future.

The Committee is raising other points in a request addressed directly to the Government.

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1. Article 1 of the Convention. Legislative protection. The Committee notes that the draft Labour Code, which provides for the principle of equal remuneration between men and women for work of equal value, is still being revised. It hopes that the draft Code will be adopted soon.

2. Payment of social security and employment paid benefits. With reference to its previous comments, the Committee notes the information provided by the National Fund for Social Security that under the national legislation it would be difficult to consider the possibility of allowing both spouses to choose which of them would be the beneficiary of family allowances, as both the legislator and jurisprudence (Cassation Court Decision No. 6/2000) still consider the father as having the legal responsibility for the children; it should therefore be the father who is the primary beneficiary of family allowances. The Committee recalls that social security legislation is often based on a model of society in which the man is the head of the family and the woman benefits from protection derived only from her husband’s entitlements. However, social security should guarantee men and women equal protection and rights (see General Survey of 1981 on workers with family responsibilities, paragraph 129). Moreover, providing for equal rights of women and men in civil and family matters creates an environment which should be conducive to more rapid progress towards equal opportunity and equal treatment for men and women in employment. The Government is requested to provide information, in its next report, on whether any consideration is being given to amending its national legislation so as to ensure equal status between men and women within the family and society, and in the payment of employment paid benefits and family allowances.

3. Article 2. Application of the principle in the public service. The Committee thanks the Government for the statistical tables showing the distribution of men and women, among others, in categories 1-5 of the public service. The tables show that women represent only 29 per cent of the civil service employees in these categories and that women are underrepresented in the highest job categories and decision-making posts (with only 6 per cent in category 1 and 18 per cent in category 2). The Committee recalls that occupational segregation of women into lower paying jobs or occupations and lower positions without promotion opportunities is one of the causes of pay differentials between men and women. It asks the Government to provide information on the measures taken or envisaged to address occupational segregation of women in the public service and to promote their access to better paid higher status jobs and managerial positions, including the results achieved. Please continue to provide statistical information on the distribution of men and women and their corresponding remuneration levels in the public service.

4. With respect to the application of the principle of equal remuneration for work of equal value to agricultural and domestic workers, the Committee notes the Government’s statement that it will take into account the Committee’s previous comments in formulating the legislation covering these workers. It also notes that a copy of the texts will be sent upon their promulgation. The Committee reiterates its request to the Government to provide whatever information is available on the measures taken to ensure the application of the principle of the Convention to domestic and agricultural workers.

5. Article 3. Objective job evaluation. With reference to its previous comments, the Committee notes that the study concerning job evaluation in the public service has still not been completed. The Committee encourages the Government to make every effort to complete the exercise soon and to provide information with its next report on the results achieved. As for the measures taken to promote an objective appraisal of jobs in the private sector, the Committee is pleased to note that the Government has approached the Office to provide technical assistance on this matter and has engaged in discussions to formulate practical measures for the private sector. The Committee hopes that the Government will be in a position to provide information on the results achieved through this assistance in its next report. In the meantime, the Committee asks the Government to provide information on the collective agreements and regulations fixing wages in the private sectors and any other information on the remuneration levels of men and women in the various occupations and branches of economy in the private sector.

6. Part III of the report form. Labour inspection services. The Committee welcomes the Government’s statement that it has started discussions with the ILO Regional Office for the Arab States to incorporate assistance to train the labour inspectorate and build its capacity to enforce the application of the principle of equal remuneration for men and women for work of equal value in the overall technical assistance programme for the country. In the meantime, it asks the Government to provide information on the action taken or envisaged to improve and ensure the application of the Convention. Please also supply information on any complaints filed with judicial bodies concerning pay inequalities between men and women.

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The Committee notes the information in the Government’s report as well as the attached legislation and statistical tables.

1. The Committee notes with interest the adoption of Act No. 207 of 26 May 2000 amending, among others, section 26 of the Labour Code which prohibits discrimination between men and women with respect to wages. The Committee further notes the information provided by the Government that the draft Labour Code includes a number of sections (sections 35, 46 and 56) which provide for the principle of equal remuneration for men and women for work of equal value. It hopes that the draft Code will be adopted soon and that the Government will supply a copy of the amended text.

2. The Committee notes from information received under ConventionNo. 111 that women workers are entitled in the same way as male workers to receive family allowances, provided both that the husband and father of her children does not already receive the same benefits, and that it is found, after a "social investigation" by the fund, that her children live with her and she pays for their expenses. The Committee welcomes the granting of these benefits to women workers and hopes that the legislation will be amended to grant equal entitlement to men and women to receive the family allowance, rather than starting from the principle that they should systematically be paid to the father and, in exceptional cases, to the mother if she can demonstrate that she is bringing up her children alone. In cases where both parents are eligible for such benefits and are bringing up the children, it should be for the couple to determine which of them should receive the family allowance.

3. The Committee notes Act No. 171 of 5 November 1998 and the tables on the minimum wages, salaries and transfer of salaries of the employees of the General Administration (categories 1 to 5). While appreciating this information, the Committee notes that the data do not provide any information on the distribution of men and women according to job category (1 to 5) and corresponding earnings levels, and asks the Government to provide such information in its next report. With regard to the job evaluation exercise carried out in the public service, the Committee notes that the Civil Service Council indicated that the study on this issue has not been completed, but that the first phase of the study dealing with the evaluation of all general administration jobs, except for the judiciary, the army and the security forces, with a view to their classification in new categories and grades is expected to be finished soon. The Committee hopes that the Government will be in a position to supply a copy of the study once it has been published with its next report.

4. With regard to measures to promote an objective appraisal of jobs in the private sector, the Committee notes the Government’s statement that no objective job evaluations are in force in the private sector, except in a few large enterprises. The Government indicates in this regard that the collective labour agreement between the Association of Lebanese Banks and the Confederation of Bank Employees of Lebanon for 2002-03 provides for non-discrimination in wages between men and women and includes a provision granting a bonus to employees who excel in productivity, honesty and discipline based on evaluation reports of their superiors. The Committee wishes to draw the Government's attention to paragraphs 138, 139 and 141 of its General Survey of 1986 on this Convention and points out that job evaluation is a method which through analysing the content of jobs seeks to rank those jobs hierarchically in terms of their value, usually for the purpose of establishing wage rates. It is concerned with evaluating the job and not the individual worker. Noting the Government’s statement that job classifications which ensure that men and women receive the same remuneration are currently not the practice in the private sector and that the Government requests technical assistance in this regard, the Committee hopes that the Government will make every effort to seek and acquire this assistance and will initiate action, in consultation with representatives of workers’ and employers’ organizations, to encourage the objective appraisal of jobs in the private sector. Please continue to provide copies of collective agreements and internal regulations fixing wage scales in the private sector as well as any other information on the remuneration levels of men and women in the various branches of activity and occupations in the private sector.

5. With regard to the application of the principle of equal remuneration for work of equal value to domestic workers and agricultural workers, the Committee notes the Government’s statement that the tripartite committee in charge of amending the Labour Code has inserted a text specifying that these categories of workers will be regulated by special legislation, and that in formulating this legislation, the principle of the Convention will be taken into account. The Committee hopes that the said legislation will include a provision providing for equal remuneration for men and women workers for work of equal value and asks the Government to provide copies of this legislation once it has been adopted. Please also provide a copy of the law providing for the payment of official minimum wages for agricultural workers, once it is adopted, as well as any other available information on the measures taken to ensure the application of the principle to domestic workers and agricultural workers.

6. In reference to its previous comments concerning the role of the labour inspectorate in the supervision of the principle of equal remuneration for work of equal value, the Committee notes that the inspectorate lacks the experience and knowledge in order to ensure a sound application of the principle and that the Government is requesting technical assistance from the Office to formulate a training programme for the labour, prevention and safety inspectorate in this regard. It also notes the Government’s request to the ILO to organize tripartite workshops and symposia to explain the contents and objectives of the Convention. It hopes that the Office will be able to provide such assistance in the near future and in the meantime encourages the Government to take every action to improve the capacity of the labour inspectorate to improve the application of the principle of the Convention.

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The Committee notes the information contained in the Government’s report and the attached documentation.

1. The Committee notes from the Government’s report that the draft amendments proposed to sections 26 (non-discrimination) and 46 (equal remuneration) of the Labour Code (Act No. 207 of 26 May 2000 proposing amendments to the Labour Code) are still under examination by the competent authorities. Noting that the current draft text of section 46, amending the Labour Code, sets out the principle of equal remuneration for men and women workers for work of equal value, the Committee hopes that these amendments will soon be adopted and that the Government will supply a copy of the amended text.

2. With regard to the application of the principle of equal remuneration for work of equal value in the public sector, the Committee once again asks the Government to supply the information respecting the scale of positions and salaries in the public sector promulgated in 1998, a copy of which the Government states that it has already been submitted, but which has not been received by the Office. The Committee also notes the Government’s statement that a project has been commenced to carry out job evaluations for permanent public employees, but that the results have not yet been published. The Committee therefore asks the Government to supply a copy of this study once it has been published.

3. The Committee once again asks the Government to supply copies of collective agreements and internal regulations fixing wage scales in the private sector so that it can assess whether the principle of equal remuneration laid down in Article 1 of the Convention is applied in practice. The Committee would also be grateful if the Government would provide examples of job evaluation exercises carried out in the private sector.

4. Recalling that the Labour Code does not cover agricultural and domestic workers, the Committee notes the Government’s statement that a draft law on agricultural workers provides for the payment of the official minimum wage and increased cost of living allowances. The Committee hopes that this draft law will be adopted in the near future and asks the Government to keep it informed of any developments in relation to this draft law and to provide a copy of it once it has been adopted. It also asks the Government to indicate any further measures taken to ensure that men and women agricultural workers are paid equal remuneration for work of equal value.

5. With regard to domestic workers, the Committee notes that these workers are covered by the Act on Contracts and Obligations of 9 March 1932 (as amended) but must once again point out that there is no provision in this Act ensuring that men and women workers receive equal remuneration for work of equal value. The Committee therefore once again recalls that the principle of equal remuneration for men and women workers for work of equal value applies to all workers, including domestic and agricultural workers, and therefore reiterates its requests to the Government to indicate how the principle set out in the Convention is applied to domestic workers. Please also provide any available information on the remuneration paid to domestic and agricultural workers.

6. The Committee notes that Decree No. 3273 of 26 June 2000 on labour inspection repealing Decree No. 14900 of 2 May 1949 applies to all workers covered by the provisions of the Labour Code. It notes in particular that section 2 of Decree No. 3273 provides that "the Department of Labour Inspection, Protection and Safety of the Ministry of Labour supervises the implementation of all labour laws … and the protection of workers in the workplace, including the provisions of ratified international labour Conventions". The Committee asks the Government to supply information on the activities of the labour inspection services to supervise the implementation of the principle of equal remuneration for men and women workers for work of equal value, including the methods used in that regard and providing extracts from inspections reports as well as information on any special training provided to labour inspectors in this connection.

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1. The Committee notes the Government's report and the information supplied to the effect that the revised draft amendment to the Labour Code, which takes into consideration the observations presented by the ILO expert, is still under examination by the competent authorities. The Committee notes with interest the Government's statement that the current draft text of section 46, amending the Labour Code, stipulates that "the principle of equal remuneration shall be applied without discrimination on the basis of sex for work of equal value and that the term 'remuneration' includes the basic wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind by the employer to the worker and arising out of the workers employment". The Committee hopes that this draft text will be adopted soon and that the Government will supply a copy of the amendments.

2. With regard to the application of the principle of equal remuneration in the public sector, the Committee notes the Government's statement that it is currently examining a new scale of positions and salaries as well as an appraisal of jobs in the public sector. In this connection, the Committee draws the Government's attention to paragraphs 138 and 141 to 144 of the 1986 General Survey on equal remuneration dealing with measures to promote an objective appraisal of jobs, and in particular the analytical methods for job evaluation. The Committee requests the Government to keep it informed about the salary scales and the results of the job appraisal in the public sector and to provide information about the application in practice of the principle of equal remuneration.

3. The Committee notes the Government's statement in its report that wage-fixing does not generally exist in the private sector, but that establishments ruled by collective agreements or which have internal regulations fixing wage scales have a fixed wage for each occupation. The Committee would be grateful if the Government would continue to supply, in its next report, copies of any collective agreements and internal regulations fixing wage scales to enable it to evaluate further whether the principle of equal remuneration laid down in Article 1 of the Convention is applied in practice. With regard to job evaluation exercises in the private sector, the Committee notes the Government's statement that in some establishments job evaluations are conducted. The Committee would be grateful if the Government would provide examples of job evaluation exercises carried out in these establishments.

4. The Committee notes that the Government repeats its previous statement with respect to workers not covered by the provisions of the Labour Code and Act No. 36/67 fixing the minimum wage, such as agricultural workers and domestic workers, who do not have any relationship with commerce and industry. The Committee notes that they are covered by the 1943 Act on contracts and obligations, but that no provision is made in the 1943 Act to ensure that men and women receive equal remuneration. The Government further states that no documents are available on the wages in agricultural establishments, which have no relation with commerce and industry because this category of workers falls outside the competence of supervision and control of the Ministry of Labour. It adds that no judicial decisions have been taken by the labour courts on equal remuneration for this category of workers or domestic workers. The Committee recalls that the principle of equal remuneration between men and women for work of equal value should apply to all workers and again requests the Government to indicate how the principle of the Convention is applied to these categories of workers. Please also supply a copy of the 1943 Act on contracts and obligations and any information on remuneration paid to domestic workers and to this category of agricultural workers.

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1. The Committee notes the Government's report and the information supplied to the effect that the final version of the draft to amend the 1946 Labour Code, which has been submitted to the competent authorities for examination and approval, abides by the spirit of ratified ILO Conventions. The Committee would be grateful if the Government would supply a copy of the draft amendment to the Code and, as soon as possible, the final text as adopted to enable it to evaluate the progress made in applying the Convention.

2. The Committee again takes due note of the reference in the Government's report to section 1 of Act No. 36/67 of 1967 fixing the minimum official wage, applicable to all wage-earners without distinction of sex. It also notes that, according to section 7 of the Act, conflict arising from its application, including cases still before the courts, are decided by the Labour Arbitration Councils provided in Act No. 12/65 of 1965 and that, in reply to a request from the Committee on this point, the Government states that these Councils have received no complaints on matters related to wage discrimination on the basis of sex. Since the Government affirms that this Act is more favourable than the Convention in regard to equality between men and women, the Committee requests the Government to supply information for the purpose of clarifying that the flexibility of Article 2, paragraph 2, of the Convention applies to any system for fixing remuneration. The Committee reminds the Government that according to Article 1(a), the term remuneration includes the ordinary, basic or minimum wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker. Act No. 36/67 therefore partly applies the principle of the Convention, in regard to the part of remuneration corresponding to the minimum official wage. The Committee recalls that the Government indicated previously that equal remuneration is ensured because, for remuneration higher than the minimum wage in the public sector, the salary is fixed for each job or occupation regardless of the person who holds it. The Committee holds the view that for more complete application of the Convention, provisions should guarantee equality between men and women for all the other elements of "remuneration", understood within the meaning of the Convention. The Committee would be grateful if the Government would supply in its next report the information available (legislative, regulatory or administrative texts, statistical or other data) allowing it to evaluate, in the light of this information, application of the principle of the Convention.

3. The Committee notes that the Government's report repeats the information already supplied to the effect that workers who are not covered by the Labour Code (including domestic workers and workers in farm corporations) are covered for equal remuneration by the 1943 Act on contracts and obligations. The Committee notes that the Government's indications in this respect relate to the principle of freedom to enter into a contract. The Committee once again requests the Government to supply a copy of this text and to indicate how the principle of the Convention is applied in practice in regard to these categories of workers.

4. The Committee requests the Government to supply with its next report statistical information on the disaggregation by sex of wage-earners in private and public companies, indicating the different levels of remuneration by job category and level of qualification. It also requests the Government to supply a copy of the salary scale laid down by the collective agreement concluded between the social partners in the American Hospital in Beirut to which it refers in its report.

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The Committee notes with interest the information provided by the Government in its reports in answer to certain points raised in its previous direct requests.

1. The Committee notes, however, that the Government states that, in view of the instability that has prevailed in the country for more than 15 years, ratified international labour Conventions have not yet been published or put into pratical effect. It notes that the Government is in the process of having them published and asks it to keep it informed of the work of the special committee set up to examine the legislative measures needed to apply these Conventions. In this connection, the Committee welcomes the Government's statement that the ILO technical cooperation programmes with Lebanon will involve an examination of the issue of updating the Lebanese Labour Code to bring it into line with the provisions of modern legislation on labour and workers, including the provisions of the international labour Conventions ratified by the Lebanese authorities. It asks the Government to keep it informed of any steps that have been taken towards a review of the Labour Code.

2. The Committee notes that in answer to its request for information on how the principle of equal remuneration is applied to wage-earners not covered by the Labour Code, the Government refers to an Act on obligations and wages and to the case law of the national courts. It would be grateful if the Government would provide a copy of the Act referred to and relevant examples of the case law.

3. The Committee notes that the Government intends to transmit with its future reports the case law of the labour arbitration councils which is relevant to the principle of the Convention. The Committee hopes that this will be provided in its next report.

4. The Committee again asks the Government to provide copies of collective agreements concluded in industries employing a large number of women and to indicate any measures taken to promote the principle of equal remuneration in the private sector.

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The Committee notes with regret that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

Articles 1 and 2 of the Convention. The Committee notes the Government's statement in its report (of 1979) that the Convention is given force of law by its ratification and is applied in practice in all industrial and commercial undertakings. In this connection, the Government refers to Legislative Decree No. 29ET of 1943 which established minimum wage rates for industrial and commercial undertakings and provided that women workers engaged in employment identical to male workers shall be remunerated at the same minimum rates.

The Committee also notes that a uniform minimum wage rate for both men and women workers was fixed by Act No. 36/67 and revised by Decree No. 3005 of 1980, which according to its article 6 applies to all employers and wage earners covered by the Labour Code. It would ask the Government to indicate how the principle of equal remuneration is applied to wage earners not covered by the Labour Code and to all persons whose remuneration is above the national minimum.

In this connection, the Committee would be grateful if the Government would, in accordance with the report form for Convention No. 100, indicate the various methods in operation for determining rates of remuneration in the public and private sectors and the manner in which the application of the principle of equal remuneration is promoted and ensured.

More particularly, the Committee would ask the Government to furnish information on the salary scales applicable to public employees and on any additional emoluments directly or indirectly paid in cash or in kind to them, and to indicate whether particular measures are being taken to ensure compliance with the principle of equal remuneration in the public sector.

Similarly for the private sector, the Government is requested to communicate copies of collective agreements concluded in industries employing large numbers of women and indicate any measures taken to promote the principle of equal remuneration.

Article 3. The Committee would ask the Government to indicate whether methods have been adopted to promote an objective appraisal of jobs on the basis of the work to be performed, and to supply information on any such activities.

Article 4. The Committee would be grateful if the Government would indicate any action taken to promote the principle of equal remuneration in cooperation with employers' and workers' organizations.

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The Committee notes with regret that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

Articles 1 and 2 of the Convention. The Committee notes the Government's statement in its report (of 1979) that the Convention is given force of law by its ratification and is applied in practice in all industrial and commercial undertakings. In this connection, the Government refers to Legislative Decree No. 29ET of 1943 which established minimum wage rates for industrial and commercial undertakings and provided that women workers engaged in employment identical to male workers shall be remunerated at the same minimum rates.

The Committee also notes that a uniform minimum wage rate for both men and women workers was fixed by Act No. 36/67 and revised by Decree No. 3005 of 1980, which according to its article 6 applies to all employers and wage earners covered by the Labour Code. It would ask the Government to indicate how the principle of equal remuneration is applied to wage earners not covered by the Labour Code and to all persons whose remuneration is above the national minimum.

In this connection, the Committee would be grateful if the Government would, in accordance with the report form for Convention No. 100, indicate the various methods in operation for determining rates of remuneration in the public and private sectors and the manner in which the application of the principle of equal remuneration is promoted and ensured.

More particularly, the Committee would ask the Government to furnish information on the salary scales applicable to public employees and on any additional emoluments directly or indirectly paid in cash or in kind to them, and to indicate whether particular measures are being taken to ensure compliance with the principle of equal remuneration in the public sector.

Similarly for the private sector, the Government is requested to communicate copies of collective agreements concluded in industries employing large numbers of women and indicate any measures taken to promote the principle of equal remuneration.

Article 3. The Committee would ask the Government to indicate whether methods have been adopted to promote an objective appraisal of jobs on the basis of the work to be performed, and to supply information on any such activities.

Article 4. The Committee would be grateful if the Government would indicate any action taken to promote the principle of equal remuneration in co-operation with employers' and workers' organisations.

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The Committee notes with regret that the Government's report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

Articles 1 and 2 of the Convention. The Committee notes the Government's statement in its report (of 1979) that the Convention is given force of law by its ratification and is applied in practice in all industrial and commercial undertakings. In this connection, the Government refers to Legislative Decree No. 29ET of 1943 which established minimum wage rates for industrial and commercial undertakings and provided that women workers engaged in employment identical to male workers shall be remunerated at the same minimum rates.

The Committee also notes that a uniform minimum wage rate for both men and women workers was fixed by Act No. 36/67 and revised by Decree No. 3005 of 1980, which according to its article 6 applies to all employers and wage earners covered by the Labour Code. It would ask the Government to indicate how the principle of equal remuneration is applied to wage earners not covered by the Labour Code and to all persons whose remuneration is above the national minimum.

In this connection, the Committee would be grateful if the Government would, in accordance with the report form for Convention No. 100, indicate the various methods in operation for determining rates of remuneration in the public and private sectors and the manner in which the application of the principle of equal remuneration is promoted and ensured.

More particularly, the Committee would ask the Government to furnish information on the salary scales applicable to public employees and on any additional emoluments directly or indirectly paid in cash or in kind to them, and to indicate whether particular measures are being taken to ensure compliance with the principle of equal remuneration in the public sector.

Similarly for the private sector, the Government is requested to communicate copies of collective agreements concluded in industries employing large numbers of women and indicate any measures taken to promote the principle of equal remuneration.

Article 3. The Committee would ask the Government to indicate whether methods have been adopted to promote an objective appraisal of jobs on the basis of the work to be performed, and to supply information on any such activities.

Article 4. The Committee would be grateful if the Government would indicate any action taken to promote the principle of equal remuneration in co-operation with employers' and workers' organisations.