Observation (CEACR) - adopted 2025, published 114th ILC session (2026)

Chad

Equal Remuneration Convention, 1951 (No. 100) (Ratification: 1966)
Discrimination (Employment and Occupation) Convention, 1958 (No. 111) (Ratification: 1966)

In order to provide a comprehensive view of the issues relating to the application of ratified Conventions on equality, the Committee considers it appropriate to examine Conventions Nos 100 (equal remuneration) and 111 (discrimination in employment and occupation) together.

Convention No. 111 – National policy to promote equality of opportunity and treatment in respect of employment and occupation

Articles 1(1)(a), 2, 3(b) and 5. Prohibited grounds of discrimination and special measures. Legislation. In its previous comments, the Committee noted that the provisions against discrimination contained in the Labour Code do not explicitly cover grounds of race, colour and national extraction, and that sexual harassment is not addressed in the Labour Code. It also notes that restrictions on work for women are set forth in sections 205 (night work in industry) and 336 (hazardous work). It recalls in this regard that provisions relating to the protection of persons working under hazardous or difficult conditions should be aimed at protecting the health and safety of both men and women at work, while taking account of gender differences with regard to specific risks to their health and that restrictions to employment beyond maternity protection in the strict sense are contrary to the principle of equality of opportunity and treatment between men and women. With regard to sexual harassment, the Committee notes that it is now covered in the Criminal Code (section 341) as well as in Ordinance No. 003/PR/2025 of 21 January 2025 on preventing and combating violence against women and girls. It notes the provisions of the draft Labour Code relating to non-discrimination (which do not explicitly cover the criteria of colour) and to sexual harassment, provided by the Government in its report. It also notes the Government’s indication that the revision of the Labour Code seeks to modernize the legal framework, strengthen workers’ protection, promote equality and inclusion, and align national legislation with relevant international standards. In this context, the Committee urges the Government to take the necessary measures to advance the revision of the Labour Code, taking full account of its comments in this regard and ensuring that the national legal framework on issues of discrimination and sexual harassment at work is clear, consistent and in conformity with the Convention. It reminds the Government that it may avail itself of the technical assistance of the Office in this regard.

Articles 1 to 3. National policy on equality of opportunity and treatment. Further to its previous comments on the need to combat gender stereotypes and occupational segregation, the Committee notes the Government’s general indication that, measures have been taken to actively combat stereotypes and prejudices regarding the vocational skills and aspirations of men and women, and to raise public awareness, particularly with regard to girls’ education. In its report on the national-level review of the implementation of the Beijing Declaration and Platform for Action, 1995 (Beijing+30 national report), the Government indicates that: (1) boys’ school enrolment is higher than girls’; (2) gaps adversely affecting girls and women also exist in further education, vocational training and employment; (3) the proportion of women in public administration fell from 10.3 per cent in 2014 to 8.1 per cent in 2019; and (4) the society is organized around a patriarchal system and certain traditional practices have an impact on the development of girls’ full potential. Among the actions taken by the Government to combat these inequalities, the Committee notes: (1) the National Strategy against Gender-based Violence (2023–27); (2) the establishment of the Observatory for the Promotion of Gender Equality and Equity (OPEG) in 2022; and (3) the adoption of the National Strategy for Women’s Entrepreneurship (2023–27). The Committee requests the Government to strengthen its efforts in promoting equality of opportunity and treatment among men and women in employment and occupation, particularly by improving access for girls and women to education and vocational training, and by combating gender-based stereotypes and violence. It requests the Government to provide information on the measures taken in this regard, the results achieved through the implementation of the above-mentioned strategies and the work of the OPEG.

Convention No. 100 – Principle of equal remuneration for men and women for work of equal value

Articles 1 to 3. Application of the principle of equal remuneration. Further to its previous comments, the Committee notes that although the principle of the Convention is affirmed in the Labour Code, no information is available on its implementation in practice. It recalls that once there is a framework for equal remuneration for work of equal value, ensuring effective application, including through proactive measures, remains an ongoing process and that measures for the objective evaluation of jobs can be taken at the enterprise, sectoral or national level, in the context of collective bargaining, as well as through wage-fixing mechanisms. (2012 General Survey on the fundamental Conventions, paras 657 and 695). The Committee requests the Government to provide information on the manner in which the principle of the Convention is applied in practice, in both the private and public sectors, including any objective job-evaluation methods adopted to determine value, comparing factors such as skill, effort, responsibilities and working conditions.

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