Direct Request (CEACR) - adopted 2024, published 113rd ILC session (2025)

Equal Remuneration Convention, 1951 (No. 100) - Jamaica (Ratification: 1975)

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Article 2 of the Convention. Minimum wages and wage-fixing mechanisms. The Committee welcomes the Government’s indication, in its report, that it is in the process of adopting a single minimum wage system by 2025. The Committee recalls that a uniform national minimum wage system helps to raise the earnings of the lowest paid, thus influencing the relationship between men and women’s wages and helping to reduce the gender pay gap. The Committee trusts that moving from a sectoral minimum wage scheme to a uniform national minimum wage scheme will ensure that work in sectors with a high proportion of women is not undervalued in comparison with sectors in which men are predominantly employed. Consequently, the Committee asks the Government to provide information on the progress made in that regard, and on measures taken or envisaged, to ensure that the gender perspective is taken into consideration during the review of the minimum wage scheme, and in particular that skills or work considered to be “female” are not undervalued in the wage-fixing process.

Article 3. Objective job evaluation. The Committee previously asked the Government to provide more information on the criteria for developing and implementing objective job evaluation methods in the private sector. The Government indicates that it will initiate discussions with the private sector and unions to gain empirical insights into the current usage of job evaluations and develop a strategy for promoting the adoption of objective job evaluation methods in the private sector. In that regard, the Committee wishes to emphasize that the concept of equal “value” requires some method of measuring and comparing the relative value of different jobs. There needs to be an examination of the respective tasks involved, undertaken on the basis of entirely objective and non-discriminatory criteria to avoid the assessment being tainted by gender bias. While the Convention does not prescribe any specific method for such an examination, Article 3 presupposes the use of appropriate techniques for objective job evaluation, comparing factors such as skill, effort, responsibilities and working conditions (see General Survey of 2012 on the fundamental Conventions, paragraphs 695, 700–703). In addition, the Committee draws the Government’s attention to the fact that the determination of criteria for job evaluation and their weighting are matters on which cooperation between employers and workers is essential, giving collective bargaining a vital place in this context. The Committee asks the Government: (i) to report on the findings of its discussions with the private sector and the unions to gain empirical insights into the current usage of job evaluations; (ii) to develop a strategy, in collaboration with workers’ and employers’ organizations, to promote the use of objective job evaluation methods in the private sector; and (iii) to provide information on any steps taken in this regard.

Awareness raising. The Government indicates that regional sensitization sessions (outreach roadshows) are annually organized by the Ministry of Labour, where general information on labour rights is provided to employers and employees, including information on equal remuneration for men and women for work of equal “value”. For example, between January 2019 and June 2023, approximatively 3,000 persons participated in these roadshows. The Committeerequests the Government to provide specific information on the sensitization activities directed to workers’ and employers’ organizations on the principle enshrined in the Convention, and on the steps taken or envisaged to raise awareness of the concept of equal remuneration for work of equal “value”, among the general public and enforcement officials.

Enforcement. The Committee notes that between 2019 and 2023, 480 labour officers of the Ministry of Labour and Social Security responsible for conducting labour inspections were trained on general compliance, but observes that no information is provided on the content of these training sessions, and particularly if the principle of equal remuneration between men and women for work of equal “value” was tackled. Regarding the previous request of the Committee on the effectiveness of the Government’s complaint procedure under the Employment (Equal Pay for Men and Women) Act 1975, the Committee takes note of the Government’s statement that: (1) over the period under consideration, no complaints were brought under the Act; and also (2) it will examine the effectiveness of the complaint process under the Employment (Equal Pay for Men and Women) Act 1975 when it undertakes a review of the Act. The Committee asks the Government to provide information on training activities undertaken for compliance officers on the principle of the Convention, and on labour inspection reports, complaints, and court decisions relating to violations of the principle of equal remuneration for men and women for work of equal “value”. It also reiterates its hope that the Government will take the opportunity to examine the effectiveness of the complaint process under the Employment (Equal Pay for Men and Women) Act 1975 when it undertakes a review of the Act.

Statistics. The Committee notes from the Government’s report that the Statistical Institute of Jamaica (STATIN) is yet to commence the planned Survey of Employment and Earnings. Please provide a copy of the findings of the survey once finalized and, in the meantime, the most recent statistics on the earnings of men and women by sector and occupation in the public and private sectors, and on the proportion of men and women receiving the minimum wage in each sector.