Direct Request (CEACR) - adopted 2023, published 112nd ILC session (2024)

Equal Remuneration Convention, 1951 (No. 100) - Sudan (Ratification: 1970)

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The Committee notes that, since the receipt of the Government report in 2022, an armed conflict erupted in the country in 2023 between the Sudanese Armed forces and the Rapid Support Forces. This conflict is still ongoing. The Committee acknowledges the complexity of the situation prevailing on the ground due to the presence of armed groups and armed conflict in the country. Nevertheless, it trusts that the Government will make all efforts to bring its law and practice into conformity with the Convention.

Article 1(b) of the Convention. Legislation. The Committee notes the Government’s indication in its report that, to be in conformity with the Convention, a section 51(9) was added to the draft Labour Code which states that: “A working woman shall be entitled to equal remuneration to that of a working man for work of equal value.The Committeeexpresses the firm hope that the Government will make every effort to ensure that the draft Labour Code, when adopted, will give full legal expression to the principle of equal remuneration for men and women for work of equal “value”. The Committee asks the Government to provide information on any progress made in this regard.

Article 2. Application of the principle of equal remuneration for work of equal value. Civil service. The Committee recalls that section 28 of the National Service Act, 2007 provides for the principle of equal remuneration for ‘equal work’ which is narrower than the principle enshrined in the Convention. Section 28 states: “In determining wages, the principle of equal remuneration for ‘equal work’ is taken into account on the basis of the nature of the work, the rigours of its demands and responsibilities and the conditions in which it is performed.” According to the Government, the principle of equal remuneration for men and women workers for work of equal value (which encompasses work that is of an entirely different nature, but nevertheless of equal value) is applied on an equal footing to both men and women through the unified salary structure for public service workers. Furthermore, the minimum wage is based on the recommendations of the Higher Council for Wages and applies to all workers in both the public and private sectors, allowing workers’ and employers’ organizations in the private sector to enter into collective negotiations and reach collective agreements on increasing the minimum wage. The Committee observes that, according to section 28 of the National Service Act, 2007 in setting the unified salary structure for public service workers, the evaluation had been made on the basis of the four main job factors mentioned above: the nature of the work, the rigours of its demands, the responsibilities and the conditions in which it is performed. The Committee asks the Government to indicate the measures taken to ensure that the factors used to compare jobs are free from gender bias, to allow the Committee to assess whether the method of evaluation of jobs used did not undervalue or overlook skills considered to be ‘female’ or tasks traditionally undertaken by women.

Private sector. The Committee again asks the Government to provide information on the steps taken or envisaged to address the underlying causes of pay inequality, and to promote actively the access of women to a wider range of jobs and occupations in the private sector, including through improving their educational levels and encouraging their participation in a wide range of vocational training courses and fields of study. Please also include information on any measures targeting workers in the informal economy and unpaid family workers.