Equal Remuneration Convention, 1951 (No. 100) - North Macedonia (Ratification: 1991)

Direct Request (CEACR) - adopted 2020, published 109th ILC session (2021)

North Macedonia (ratification: 1991)

The Committee takes note of the supplementary information provided by the Government in light of the decision adopted by the Governing Body at its 338th Session (June 2020). The Committee proceeded with the examination of the application of the Convention on the basis of the supplementary information received from the Government this year, as well as on the basis of the information at its disposal in 2019.

Article 1 of the Convention. Equal remuneration for work of equal value. Legislation. In follow up to its previous comments in this regard, the Committee notes the Government’s confirmation in its report that the process of amending section 108(1) of the Law on Labour Relations that requires “equal pay for equal work with equal job requirements” to give full effect of the principle of “equal remuneration for work of equal value” is still ongoing as it is a part of a broad consultation process involving the social partners, the NGO sector, judges, and the scientific community. The Committee requests the Government to provide information on any progress achieved in the adoption of amendments to the law implementing the principle of the Convention. Please provide a copy of the new Law on Labour Relations once adopted.

Occupational gender segregation and gender remuneration gap. In its previous comments, the Committee requested the Government to adopt measures to facilitate the access of women to the labour market and to address the gender remuneration gap. The Committee takes note of the Government’s indication that a series of measures have been adopted in this regard, including: the modification of the Election Code to introduce gender quotas, and the adoption of financial programs to support micro and small enterprises in opening new positions that have benefited to women workers (between 2013 and 2016, 58 per cent of beneficiaries were women). The Committee also notes the detailed information provided on the activities of the Commission for Equal Opportunities for Women and Men, responsible for monitoring the implementation of measures on gender equality. The Committee notes that the Government indicates that despite some positive progresses, significant gender differences in the labour market remain, as stereotypes of “male” and “female” roles in society persist. The Government indicates that in 2017, the adjusted salary gap between men and women was around 17 per cent. The Committee further observes that based on the statistics published by the State Statistical Office, in the fourth semester of 2019, the employment rate of men between 15 and 64 years old was 64.9 per cent while for women in the same age range, it was 46.1 per cent. With a view to reducing inequalities in remuneration that exist between men and women in the labour market, the Committee requests the Government to continue its efforts: (i) to facilitate the access of women to the labour market; and (ii) to improve their access to a wider range of job opportunities at all levels, including sectors in which they are currently absent or under-represented. The Committee requests the Government to provide information regarding any actions taken s in this regard.

Article 3. Objective job evaluation. Previously, the Committee requested the Government to promote the establishment of objective job evaluation methods. The Committee notes that the Government does not provide information on this matter in its report. It recalls that objective job evaluations are formal procedures that assist in giving effect to the principle of the Convention. Determining if two jobs that differ in content are nonetheless equal in value requires some method to compare them. These procedures involve: 1) analysing the content of different jobs (based on objective factors such as such as skills/qualifications, effort, responsibilities and working conditions); 2) giving to each job a numerical value used for comparison; and 3) determining whether their corresponding pay is just and free from gender bias (for example, the undervaluation of jobs typically performed by women) The Committee requests the Government to indicate whether such formal procedures are in place (for instance at the level of the enterprises, at the sectoral level when fixing salary scales, etc.).

Article 4. Cooperation with employers and workers’ organizations. Noting that the Government does not provide information in this regard, the Committee requests the Government to provide details on its cooperation with the social partners to ensure real progress in the achievement of the Convention’s objective of equal remuneration for men and women for work of equal value.

Application in practice Previously the Committee requested the Government to communicate on the application in practice of the principle enshrined in the Convention. It notes the information provided on the supervision of the payment of the minimum wage. The Committee requests the Government to provide information on any awareness raising activities on the application in practice of the principle of equal remuneration for men and women for work of equal value, in particular those undertaken by the public authorities.

Direct Request (CEACR) - adopted 2017, published 107th ILC session (2018)

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 initially made in 2015.

Repetition

Situation of men and women in the labour market. Occupational gender segregation. The Committee notes that despite the Government’s indication that numerous activities have been carried out to address the gender stereotypes and prejudices regarding the role of women in society, the objective of the National Employment Strategy and the National Employment Action Plan to increase the employment rate of women to 38 per cent by 2010 has not been reached. It notes from the Women and Men in Macedonia publication, provided by the Government with its report, that employment rates have gone down from 2008 to 2011, 33.5 per cent to 30.9 per cent for women and 52.8 per cent to 47 per cent for men. The Committee notes the same downward trend for activity rates in that period, 50.2 per cent to 44.7 per cent for women and 76.6 per cent to 68.6 per cent for men. It also notes that women represent only 39.4 per cent of the full-time employees and 44.7 per cent of part-time employees. From the Women and Men in Macedonia publication, the Committee notes the persisting occupational gender segregation between men and women in certain sectors, for example the construction sector where women represent 7 per cent of the task force or the health and social work sector where women make up 67 per cent of the employed. It also notes, from the 2013 concluding observations of the Committee on the Elimination of Discrimination against Women (CEDAW), that the CEDAW expressed concern over the fact that women, including from ethnic minorities, continue to be under-represented in the political sphere (CEDAW/C/MKD/CO/4-5, 22 March 2013, paragraph 27). The Committee takes note of the adoption of the National Strategy for Gender Equality (2012–20), the National Action Plan for Gender Equality (2013–16) and the National Strategy on the Introduction of Gender-Responsive Budgeting (2012–17). Recalling that the adoption of laws and policies needs to be implemented through concrete measures, the Committee requests the Government to take concrete actions under the abovementioned frameworks to specifically address the low activity and employment rates of women and to provide specific information in this regard. The Committee also requests the Government to provide information on the measures taken or envisaged to be taken to address the under-representation of women in the political sphere and other male-dominated sectors. Noting the decreasing employment opportunities in the former Yugoslav Republic of Macedonia, the Committee requests the Government to take measures to ensure that women are not unequally affected and to provide information in this regard.

Assessment of the gender remuneration gap. The Committee notes from the survey on the structure of earnings of employees that, in 2010, the gender pay gap averaged 7 per cent and varied greatly according to the sector of activity where, for example, it was as high as 25 per cent in the manufacturing sector or 20 per cent in the wholesale sector. The Committee also notes that while the annual gender pay gap between men and women with a university education was 13 per cent, it went up to 23 per cent between men and women with an incomplete primary or secondary education, and when considering this last category of workers, the hourly gender pay gap was 50 per cent. The Committee requests the Government to provide information on any measures taken to reduce the gender remuneration gap as well as on the results achieved in this respect. The Committee requests the Government to provide updated statistical information on the earnings of men and women, according to sector or industry, and occupation, to allow it to assess potential improvements. It also suggests that the Government conducts a study or report on the gender pay gap and its underlying causes, and to provide detailed information in this regard.

Articles 1(b) and 3 of the Convention. Work of equal value and objective job evaluation. The Committee recalls that section 108(1) of the Labour Relations Law provides for payment of “equal salary to employees for equal work with equal responsibilities at the position”. It notes the Government’s indication that this provision is sufficient to prevent gender discrimination in regards to salary although it indicates that it will take into account the Committee’s comments in a future modification of the law. The Committee recalls that when determining wage rates often “female jobs” are undervalued compared to work of equal value performed by men which is why the concept of “work of equal value” 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 (see General Survey on the fundamental Conventions, 2012, paragraph 673). The Committee therefore requests the Government to take steps to give full effect to the expression of “work of equal value” by amending section 108(1) of the Labour Relations Law, with a view to addressing situations where men and women perform different work, with different responsibilities, that is nevertheless of equal value, without restricting it to the same establishment or the same employer, and to provide information on any developments in this regard. The Committee also requests the Government to promote the establishment of objective job evaluation methods to determine whether different jobs are of equal value and thus entitle workers to equal remuneration.

Minimum wage. The Committee notes with interest the adoption of the Minimum Wage Law (No. 11/2012) which fixes a standard minimum wage for all employees, as the setting of minimum wages is an important means by which the Convention is applied (see General Survey on the fundamental Conventions, 2012, paragraphs 682 and 683). It notes that Part III of the Law provides for labour inspectors to supervise its application. The Committee requests the Government to provide information on cases of violations detected by the labour inspectors indicating how these cases were settled and providing, where possible, copies of the decisions handed down by the competent administrative or judicial bodies.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee also notes from the “Gender Equality Strategy (2013–20)” that gender issues are not incorporated in collective agreements or in the social dialogue more generally. The Committee recalls that governments should take the necessary steps to cooperate with the social partners to ensure that the principle of equal remuneration between men and women is included in the provisions of collective agreements (see General Survey on the fundamental Conventions, 2012, paragraphs 680 and 681). The Committee requests the Government to take proactive steps to promote and facilitate the application of the provisions of the Convention in practice through public information campaigns and awareness-raising initiatives, in cooperation with employers’ and workers’ organizations. The Government is requested to provide information on the progress made in this regard.

Parts III and IV of the report form. The Government is requested to continue to provide information on the specific activities undertaken by the Commission for Equal Opportunities and the labour inspection services in particular with respect to the application of the principle of equal remuneration for men and women for work of equal value. Please also provide information on any judicial decisions regarding the application of the principle of the Convention.

Direct Request (CEACR) - adopted 2015, published 105th ILC session (2016)

Situation of men and women in the labour market. Occupational gender segregation. The Committee notes that despite the Government’s indication that numerous activities have been carried out to address the gender stereotypes and prejudices regarding the role of women in society, the objective of the National Employment Strategy and the National Employment Action Plan to increase the employment rate of women to 38 per cent by 2010 has not been reached. It notes from the Women and Men in Macedonia publication, provided by the Government with its report, that employment rates have gone down from 2008 to 2011, 33.5 per cent to 30.9 per cent for women and 52.8 per cent to 47 per cent for men. The Committee notes the same downward trend for activity rates in that period, 50.2 per cent to 44.7 per cent for women and 76.6 per cent to 68.6 per cent for men. It also notes that women represent only 39.4 per cent of the full-time employees and 44.7 per cent of part-time employees. From the Women and Men in Macedonia publication, the Committee notes the persisting occupational gender segregation between men and women in certain sectors, for example the construction sector where women represent 7 per cent of the task force or the health and social work sector where women make up 67 per cent of the employed. It also notes, from the 2013 concluding observations of the Committee on the Elimination of Discrimination against Women (CEDAW), that the CEDAW expressed concern over the fact that women, including from ethnic minorities, continue to be under-represented in the political sphere (CEDAW/C/MKD/CO/4-5, 22 March 2013, paragraph 27). The Committee takes note of the adoption of the National Strategy for Gender Equality (2012–20), the National Action Plan for Gender Equality (2013–16) and the National Strategy on the Introduction of Gender-Responsive Budgeting (2012–17). Recalling that the adoption of laws and policies needs to be implemented through concrete measures, the Committee requests the Government to take concrete actions under the abovementioned frameworks to specifically address the low activity and employment rates of women and to provide specific information in this regard. The Committee also requests the Government to provide information on the measures taken or envisaged to be taken to address the under-representation of women in the political sphere and other male-dominated sectors. Noting the decreasing employment opportunities in the former Yugoslav Republic of Macedonia, the Committee requests the Government to take measures to ensure that women are not unequally affected and to provide information in this regard.

Assessment of the gender remuneration gap. The Committee notes from the survey on the structure of earnings of employees that, in 2010, the gender pay gap averaged 7 per cent and varied greatly according to the sector of activity where, for example, it was as high as 25 per cent in the manufacturing sector or 20 per cent in the wholesale sector. The Committee also notes that while the annual gender pay gap between men and women with a university education was 13 per cent, it went up to 23 per cent between men and women with an incomplete primary or secondary education, and when considering this last category of workers, the hourly gender pay gap was 50 per cent. The Committee requests the Government to provide information on any measures taken to reduce the gender remuneration gap as well as on the results achieved in this respect. The Committee requests the Government to provide updated statistical information on the earnings of men and women, according to sector or industry, and occupation, to allow it to assess potential improvements. It also suggests that the Government conducts a study or report on the gender pay gap and its underlying causes, and to provide detailed information in this regard.

Articles 1(b) and 3 of the Convention. Work of equal value and objective job evaluation. The Committee recalls that section 108(1) of the Labour Relations Law provides for payment of “equal salary to employees for equal work with equal responsibilities at the position”. It notes the Government’s indication that this provision is sufficient to prevent gender discrimination in regards to salary although it indicates that it will take into account the Committee’s comments in a future modification of the law. The Committee recalls that when determining wage rates often “female jobs” are undervalued compared to work of equal value performed by men which is why the concept of “work of equal value” 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 (see General Survey on the fundamental Conventions, 2012, paragraph 673). The Committee therefore requests the Government to take steps to give full effect to the expression of “work of equal value” by amending section 108(1) of the Labour Relations Law, with a view to addressing situations where men and women perform different work, with different responsibilities, that is nevertheless of equal value, without restricting it to the same establishment or the same employer, and to provide information on any developments in this regard. The Committee also requests the Government to promote the establishment of objective job evaluation methods to determine whether different jobs are of equal value and thus entitle workers to equal remuneration.

Minimum wage. The Committee notes with interest the adoption of the Minimum Wage Law (No. 11/2012) which fixes a standard minimum wage for all employees, as the setting of minimum wages is an important means by which the Convention is applied (see General Survey on the fundamental Conventions, 2012, paragraphs 682 and 683). It notes that Part III of the Law provides for labour inspectors to supervise its application. The Committee requests the Government to provide information on cases of violations detected by the labour inspectors indicating how these cases were settled and providing, where possible, copies of the decisions handed down by the competent administrative or judicial bodies.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee also notes from the “Gender Equality Strategy (2013–20)” that gender issues are not incorporated in collective agreements or in the social dialogue more generally. The Committee recalls that governments should take the necessary steps to cooperate with the social partners to ensure that the principle of equal remuneration between men and women is included in the provisions of collective agreements (see General Survey on the fundamental Conventions, 2012, paragraphs 680 and 681). The Committee requests the Government to take proactive steps to promote and facilitate the application of the provisions of the Convention in practice through public information campaigns and awareness-raising initiatives, in cooperation with employers’ and workers’ organizations. The Government is requested to provide information on the progress made in this regard.

Parts III and IV of the report form. The Government is requested to continue to provide information on the specific activities undertaken by the Commission for Equal Opportunities and the labour inspection services in particular with respect to the application of the principle of equal remuneration for men and women for work of equal value. Please also provide information on any judicial decisions regarding the application of the principle of the Convention.

Direct Request (CEACR) - adopted 2010, published 100th ILC session (2011)

Situation of men and women in the labour market and assessment of the gender remuneration gap. The Committee notes that, according to Eurostat, the employment rate of women was 33.5 per cent in 2009 (52.8 per cent for men). It further notes from the “Gender-budget analysis of social protection and active employment policies” provided by the Government with its report, that in 2008 women’s activity rate in the labour market was 50.2 per cent, whereas men’s was 76.6 per cent. According to this document, the low activity rate of women is due to traditional values and standards regarding their role in society, particularly in rural areas and within specific ethnic communities, such as women from the Albanian and Roma communities. Women are mainly employed as unpaid family workers. The Committee notes that one of the objectives of the National Employment Strategy and the National Employment Action Plan was to increase the employment rate of women to 38 per cent in 2010, with a particular emphasis on women from ethnic communities. Furthermore, the Committee recalls that equal treatment of men and women with respect to remuneration is one of the goals to be pursued within the National Action Plan on Gender Equality
(2007–12) and notes the Government’s indication that activities have been continuously carried out every year to address gender stereotypes and prejudices regarding the roles of women in society.

The Committee notes however that the Government’s report and the above analysis do not contain any statistical data regarding the actual earnings of men and women. The Committee therefore asks the Government to provide any information available on the remuneration gap between men and women as well as the fullest possible statistical data on the participation of men and women in the labour market and their average actual earnings broken down, if possible, by occupation, branch of activity, seniority and level of qualifications, with respect to both the private and the public sectors. Please provide information on any action undertaken within the framework of the National Action Plan on Gender Equality to address specifically the issue of the gender remuneration gap.

Article 1(a) of the Convention. Definition of remuneration. The Committee understands from the Government’s report that the terms “salary” and “remuneration” are used interchangeably in sections 105 and 108 and cover the basic salary, performance-related pay and extra payments. It notes the Government’s indication that the law does not provide for any payment in kind. With respect to compensation for expenses related to work under section 113, it remains unclear whether these payments are considered to be part of the salary referred to in section 108 on equal remuneration. The Committee once again asks the Government to specify whether the additional emoluments referred to in section 113 of the Labour Relations Law are included in the term “salary” in section 108 of the Law.

Article 1(b). Work of equal value. In its previous comments, the Committee noted that section 108(1) of the Labour Relations Law provides for the payment of “equal salary for equal work with equal responsibilities” at the position, regardless of the worker’s gender, and not for work of equal value as set in the Convention. The Committee recalls that legal provisions that are narrower than the principle as laid down in the Convention, since they do not give full expression to the concept of “work of equal value”, hinder progress in eradicating gender-based pay discrimination. The Committee asks the Government to consider including in its legislation provisions that give full expression to the principle of equal remuneration for men and women for work of equal value, with a view to addressing situations where men and women perform different work, with different responsibilities, that is nevertheless of equal value, and to provide information on the measures taken or envisaged in this regard.

Article 2. Collective agreements and minimum wages. The Committee notes the Government’s indication that although section 107 of the Labour Relations Law foresees the fixing of a minimum wage by law or collective agreement, so far the minimum wage has been determined only by collective agreements and no law has been enacted in this respect. The Committee would like to draw the Government’s attention to the need to use, when determining minimum wages, methodology and criteria which are free from any gender bias, and to ensure that rates of remuneration in occupations in which women are predominantly employed are not set below the level of the rates applied to occupations dominated by men carrying out work of equal value. Recalling that minimum wages are an important means of applying the Convention, the Committee once again asks the Government to provide information on the methods used for determining minimum wages and other rates of remuneration in the collective agreements, and the manner in which the application of the principle of the Convention is promoted among the social partners and ensured in practice in this context. Please also provide information on the content of collective agreements applying the principle of equal remuneration for men and women, for work of equal value.

Article 3. Objective job evaluation. Recalling its previous comments on the importance of promoting the use of objective job evaluation methods in order to establish whether different jobs are of equal value and thus entitled to equal remuneration in compliance with the provisions of the Convention, the Committee once again asks the Government to provide information on any measures taken or envisaged to promote such methods.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes the Government’s indication that the social partners have not submitted any requests to the Economic and Social Council with respect to wages and the principle of equal remuneration. Recalling that Article 4 of the Convention requires the cooperation with the employers’ and workers’ organizations concerned for the purpose of giving effect to the provisions of this Convention, the Committee asks the Government to provide information on the measures taken or envisaged to that end. Please also continue to provide information on any activities undertaken by the social partners with a view to promoting the principle of equal remuneration for men and women for work of equal value.

Parts III and IV of the report form. In the absence of a reply in the Government’s report on the activities of the Commission for Equal Opportunities, the Ombudsperson and the labour inspection services, the Committee once again asks the Government to provide detailed information on the activities of these bodies relating to the application of the principle of the Convention. Please also provide information on any judicial decisions regarding the application of the principle of equal remuneration for men and women.

Direct Request (CEACR) - adopted 2008, published 98th ILC session (2009)

The Committee notes the Government’s first and second reports and the extensive legislation attached thereto.

Article 1(a) of the Convention. Definition of remuneration. The Committee notes that according to sections 105 and 106 of the Labour Relations Law, the term “salary” includes the basic salary, performance-related pay as well as the extra payments, for instance, in case of night work, overtime work, Sunday work and work on statutory holidays. The Committee notes that section 105(2) uses the term “remuneration” rather than “salary” and specifies that the “remuneration” is always to be paid in money. Also, the heading of section 108 refers to equal “remuneration” while the text of the provision refers to equal “salary”. Thus, it appears that the two terms, salary and remuneration, are used interchangeably in the Law. The Committee also notes that section 113 of the Law confers on the employee the right to compensation for a series of work-related expenses, such as transport to and from the workplace, business trips, use of private vehicle for business trips and meals during working hours. Field allowances, separation allowances and allowances in case of death of the employee or of a member of his or her family are also to be provided. The Committee notes, however, that it is not clear whether these additional emoluments fall within the scope of section 108 of the Law. The Committee asks the Government to clarify the following points:

(i)    whether the terms “salary” and “remuneration” are used in Part VIII of the Labour Relations Law synonymously;

(ii)   whether payments in kind are included in the term “salary” in section 108 of the Law; and

(iii) whether the additional emoluments referred to in section 113 of the Labour Relations Law are included in the term “salary” in section 108 of the Law.

Article 1(b). Equal remuneration for work of equal value. The Committee notes that according to section 108 of the Labour Relation Law “the employer shall be obliged to pay equal salary to employees for equal work with equal responsibilities at the position, regardless of their gender”. The Committee notes that this provision fails to comply fully with the principle of the Convention which, although including the basic principle of equal remuneration for equal or the same work, also requires that equal remuneration be ensured to workers performing work of a different nature but which is, nonetheless, of equal value. In this regard, the Committee draws the Government’s attention to its 2006 general observation on the Convention. Noting that the Convention is part of the domestic legal order of the country pursuant to article 118 of the Constitution, the Committee asks the Government to indicate whether and to what extent this has allowed the application of the principle of equal remuneration for men and women for work of equal value in practice. The Committee would appreciate receiving information on the application of section 12 of the Labour Relations Law providing that employment contracts shall abide by the standards set in international agreements binding on the Republic as well as on the application of section 137 of the Criminal Code punishing any infringement of the principle of equality of rights of citizens, including rights provided for in ratified international agreements, with imprisonment for three months to three years. Please also provide detailed information on the application of section 108 of the Labour Relations Law.

Article 2. Collective agreements and minimum wages. The Committee notes that no information is provided by the Government on the national machinery for wage determination and on minimum wage fixing. It also notes that a general reference is made to a range of collective agreements which would give effect to the provisions of the Convention but no more specific information is supplied in this regard. The Committee asks the Government to provide information on the collective agreements applying the principle of the Convention along with a copy of the relevant provisions of these agreements. The Committee also asks the Government to provide information on the methods in operation for determining minimum wages and other rates of remuneration, and the manner in which the application of the principle of the Convention is promoted and ensured in practice in this context.

Article 3. Objective job evaluation. The Committee notes that the Government does not provide any information with regard to the measures taken or envisaged to promote objective job evaluation on the basis of the work to be performed. In its report, the Government acknowledges that the gender wage gap registered in the country is in part due to the horizontal and vertical job segregation which exists in the labour market. Recalling the 2006 general observation on the Convention, the Committee emphasizes that historical attitudes towards the role of women in society and the consequent occupational sex segregation which flows from that tend to result in the undervaluation of “female jobs” in comparison with those performed by men when determining wage rates. The promotion of objective job evaluation methods is therefore crucial in order to establish whether different jobs are of equal value and thus entitled to equal remuneration in compliance with the provisions of the Convention. The Committee asks the Government to indicate any measures taken or envisaged to promote objective job evaluation methods.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes that the Labour Relations Law provides for the establishment of an Economic and Social Council as a forum of dialogue between the Government and the social partners with a view to fostering cooperation in the protection and promotion of workers’ rights. Pursuant to section 246 of the Law, the Council was to be set up upon agreement between the Government and the employers’ and workers’ organizations. The Committee notes that this agreement would also regulate the composition of the body taking into account the need that “the social partners are appropriately involved”. The Committee notes from the Government’s report that the Economic and Social Council examines and provides, on a regular basis, advisory opinions on draft legislation concerning wages. The Committee also notes that section 12 of the Law on Equal Opportunities of Women and Men sets out the Government’s obligation to cooperate with employers’ and workers’ organizations to promote equality of opportunity of men and women. The Committee asks the Government to indicate what role the Economic and Social Council has had with respect to advising on the issue of wages and promoting the principle of equal remuneration for men and women for work of equal value. Please also indicate any cooperation that has taken place pursuant to section 12 of the Law on Equal Opportunities with respect to promoting the effective application of the principle of the Convention, and the impact thereof.

Part III of the report form. The Committee notes the Government’s indication that the application of the relevant national legislation is entrusted to the Department for Equal Opportunities established within the Ministry of Labour and Social Policy. The Committee also notes that pursuant to the Law on Equal Opportunities of Women and Men, a number of Commissions for Equal Opportunities are created at the level of local self-government units. In addition, an Ombudsperson is mandated to deal with cases of violations of the principle of equal opportunities between men and women by public bodies. The Committee further notes that pursuant to section 256 of the Labour Relations Law, the labour inspection services are charged with the supervision of the implementation of this Law, other laws and regulations on labour relations, collective agreements and employment contracts. The Committee asks the Government to provide detailed information on the activities of these bodies relating to the application of the principle of the Convention.

Part IV. The Committee notes that section 108 of the Labour Relations Law, providing for equal salary for men and women for equal work, stipulates that the provisions of employments contracts or collective agreements which run contrary to this principle are null and void. Also, in case of disputes, section 11 places on the employer the burden of proving the absence of any type of discrimination. The Committee further notes that where a provision concerning the employment relationship has been violated, including provisions on remuneration, section 166 of the Criminal Code provides for the payment of a fine or imprisonment, depending on the circumstances of the case. The Committee notes that the Government’s report does not contain any information on judicial or other decisions concerning the principle of equal remuneration for work of equal value. The Committee also notes that in its concluding observations of 2006, the UN Committee on the Elimination of Discrimination against Women noted, in general, that no cases related to gender-based discrimination had been brought before national courts (CEDAW/C/MKD/CO/3, 3 February 2006, paragraph 11). The Committee encourages the Government as follows:

(i)    to provide information on any judicial decisions concerning the interpretation of section 108 of the Labour Relations Law;

(ii)   to provide information on whether any employment contracts or collective agreements have been found to violate section 108 of the Law and thus been declared null and void, and whether any sanctions have been imposed under section 166 of the Criminal Code for violations related to equal remuneration;

(iii) to provide information on any other judicial or administrative decisions concerning the principle of equal remuneration for work of equal value; and

(iv)  to take appropriate measures to raise awareness of the principle of the Convention among the social partners and other stakeholders.

Part V. The Committee notes from the Government’s report that equal treatment of men and women with respect to remuneration is one of the goals to be pursued within the National Action Plan on Gender Equality (2007 to 2012). In particular, The Committee notes that the Plan encompasses action designed to combat gender stereotypes, to address the imbalance in the choice of educational careers leading to job segregation, and to foster women’s participation in state administration at high positions. The Committee encourages the Government to continue its efforts to overcome traditional stereotypes concerning women’s role in society and the occupational sex segregation in the labour market that flows from that. It also asks the Government to provide the following:

(i)    information on the implementation of the initiatives and programmes carried out under the National Action Plan on Gender Equality relevant to the application of the Convention, as well as the outcome thereof;

(ii)   statistical data disaggregated by sex on the distribution of men and women in the various positions, occupations or sectors, along with the corresponding earnings, in both the private and public sectors; and

(iii) information on any findings of the labour inspection services relevant to assessing the application of the principle of equal remuneration for work of equal value.