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

Sierra Leone

Equal Remuneration Convention, 1951 (No. 100) (Ratification: 1968)
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 the 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, 2 and 3. Anti-discrimination legislation and national equality policy. The Committee welcomes the adoption of legislative measures introducing comprehensive anti-discrimination provisions, notably: (1) The Employment Act, 2023, which defines the protected grounds of discrimination to include “colour, disability, political opinion, national extraction, marital status, pregnancy and maternity, race, religion or belief, sexuality, sex, membership of a trade union, organization or social origin” (section 1); prohibits discrimination in employment and occupation (section 17); and proscribes violence and harassment, including sexual harassment, in the world of work (section 15); and (2) The Employment Regulations, 2023, which give effect to the principles set forth in the Employment Act by operationalizing equality of opportunity and treatment in recruitment and conditions of employment, and by allocating the burden of proof to the employer in discrimination proceedings (Regulation 64(5)–(6)). The Committee further notes the adoption of the Gender Equality and Women’s Empowerment Act, 2022, which mandates the implementation of measures to enhance women’s participation in employment and decision-making, including through the establishment of minimum representation thresholds, the provision of equal access to vocational training, and guarantees concerning the principle of equal remuneration for work of equal value (Part III). The Act also establishes institutional mechanisms for monitoring and reporting on progress achieved (Part V). The Committee notes that the National Employment Policy (2020–24) reaffirms the principle of “equal remuneration for work of equal value between men and women” under its sixth pillar, entitled “Enhancing Labour Standards and Social Dialogue for Decent Work”. The Committee observes that the Policy is due for revision. The Committee requests the Government to provide detailed information on: (i) the status of the revision of the National Employment Policy (2020–24); (ii) the measures adopted to give full effect to the Employment Act, 2023, the Employment Regulations, 2023, and the Gender Equality and Women’s Empowerment Act, 2022; and (iii) the concrete results achieved to date in promoting equality of opportunity and treatment in employment and occupation.

Articles 1(1)(a). Discrimination based on sex. Notwithstanding the enactment of the Gender Equality and Women’s Empowerment Act, 2022, the Committee notes with concern the statement of the Government, in its report, that “male workers are preferred in respect of certain employments and occupations”. The Committee recalls that, under the Convention, Member States are required to pursue a national policy designed to promote equality of opportunity and treatment in employment and occupation, with a view to eliminating any discrimination based on sex. The Committee further recalls that gender stereotypes and occupational segregation constitute major and persistent obstacles to achieving gender equality in employment and occupation and tend to be perpetuated across all stages of working life. It also recalls that, while protective measures may be legitimate when aimed at safeguarding maternity or ensuring occupational safety and health, a general preference for male workers cannot be considered a protective measure; rather, it constitutes a restriction that perpetuates inequality and runs counter to the principle of equal opportunity and treatment for men and women enshrined in the Convention (2012 General Survey on Fundamental Conventions, para. 840).The Committee therefore requests to clarify the types of employment restricted to men only, and the manner in which this is determined. It also requests for detailed information on: (i) any measures taken or envisaged to address gender stereotypes and discriminatory customary practices that restrict women’s access to certain employments and occupations; and (ii) any implementing regulations or institutional arrangements adopted pursuant to the Gender Equality and Women’s Empowerment Act, 2022, aimed at promoting substantive equality between men and women in employment and occupation.

Article 1(1)(b). Additional grounds. Disability. The Committee notes that, during the implementation of the previous National Development Plan (2019–23), progress was made in developing policies and implementing interventions for persons with disabilities, including cash transfer support (reported at 35 per cent coverage), and distribution of revenue-generating assets to support economic empowerment. It further notes that the 2024–30 Medium-Term National Development Plan envisages a comprehensive review and implementation of disability-related laws and policies and the scaling-up of livelihood support to promote self-reliance. At the same time, the Government acknowledges weak implementation of the Persons with Disability Act, 2011, significant data gaps to guide interventions, and persistent stigma and negative perceptions, which continue to hinder the effective inclusion of persons with disabilities in employment and occupation. Noting the persistent challenges identified by the Government, the Committee requests information on progress made to address these obstacles and to achieve the targets set in the Medium-Term National Development Plan 2024–30 concerning the effective inclusion of persons with disabilities in employment and occupation. It also requests information on any promotional or awareness-raising activities planned or undertaken to combat negative public perceptions of persons with disabilities.

Article 2. Equality of opportunity and treatment for men and women. Access to employment and occupation, and education. The Committee notes the information contained in the Medium-Term National Development Plan (2024–30), on measures undertaken to promote equality of opportunity and treatment for men and women in employment and occupation, such as: (1) the Bank of Sierra Leone’s 2021–22 directives to promote gender-neutral lending; (2) priorities for women’s access to finance in the National Strategy for Financial Inclusion II; (3) a Finance Act, 2021 tax incentive for firms increasing women’s representation in leadership positions; and (4) the 2022 adjustment of the Goods and Services Tax (GST) threshold providing relief to microenterprises, many of which are women-led. Nonetheless, the Committee notes that, according to the 2023 Gender Inequality Index from the United Nations Development Programme (UNDP), labour force participation is 48.5 per cent for women and 74.1 per cent for men – a gap of 25.6 percentage points. Furthermore, the Committee notes the absence of the previously requested information on measures taken to promote equality of opportunity and treatment for women rural workers, as well as the lack of information on measures adopted to promote greater access of girls to education and school retention. Therefore, the Committee requests information on the implementation of the Gender Equality and Women’s Empowerment Act, 2022 and the Medium-Term National Development Plan (2024–30), and results achieved. It also reiterates its requests for information on measures adopted to: (i) promote equality of opportunity and treatment for women rural workers, including any measures directed at ensuring the access, without discrimination, to the material goods and services required to carry out their occupations, such as access to land, credit facilities, markets, and training opportunities; and (ii) promote greater access of girls to education, and retention in school and return to school in case of pregnancy.

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

Articles 1 and 2. Principle of equal remuneration for men and women for work of equal value. Legislation. The Government reports the adoption of the Employment Act, 2023 and the Employment Regulations of 2023, alongside the Wages and Compensation Commission Act, 2023. The Committee welcomes the Government’s indication that section 18(1) of the Employment Act, 2023 requires employers to pay equal remuneration for men and women workers for work of equal value and to conduct objective job evaluation exercises to ensure the application of this principle, with penalties in case of non-compliance. The Committee further notes that the Employment Act, 2022’s definition of “remuneration” in section 1 (‘the ordinary, basic or minimum wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by an employer to a worker, arising out of the worker’s employment’) supports a broad understanding of remuneration consistent with the Convention. Nonetheless, the Committee notes that section 5 of the Gender Equality and Women’s Empowerment Act, 2022 mandates employers to ensure ‘equal remuneration for persons of equal skills, competence, expertise and knowledge without discrimination of any kind’ thus offering a narrower standard on equal remuneration, as it limits comparison to same or similar work and personal attributes. The Committee recalls that the Convention’s principle of equal remuneration for men and women for work of equal value allows for comparisons across different jobs assessed through objective and gender-neutral factors. (2012 General Survey on fundamental Conventions, para. 675). Consequently,the Committee requests the Government to provide information on how section 5 of the Gender Equality and Women’s Empowerment Act, 2022 and section 18 of the Employment Act, 2023 are harmonized to prevent any narrower interpretation in practice. The Committee also requests for information on complaints, inspections or court cases specifically concerning equal remuneration, including remedies ordered.

Article 3. Objective job evaluation. Public sector. The Government indicates that the Wages and Compensation Commission Act, 2023 seeks to harmonize the public sector pay system “to reflect equity and merit”, and that section 12(1)(f) of the Act mandates the Wages and Compensation Commission to develop and ensure a consistent review of the job-evaluation methodology. The Committee further notes the Government’s statement that the job evaluation which informed the Act was conducted in accordance with the Regulations of the Public Procurement Authority, which are the Public Procurement Act of 2016 and the Public Procurement Regulations of 2020. The Committee notes that these pieces of legislation primarily establish the framework for fair, transparent, and accountable procurement by government ministries, departments, and agencies, covering everything from bidding procedures to contract awards and a complaints process. The Committee therefore requests the Government to provide information on the specific criteria used for these job evaluations, and measures taken to ensure that they do not reflect or perpetuate gender bias, particularly in the assessment of skills, responsibilities, and working conditions in jobs predominantly performed by women, in line with the principle of equal remuneration for work of equal value set out in the Convention.

Conventions Nos 100 and 111 – Application in practice

Statistics. The Committee notes the Government’s indication that it is not yet in a position to provide sex-disaggregated earnings statistics, and that it is consulting with Statistics Sierra Leone and would welcome ILO technical assistance. The Committee also notes that the Employment Act, 2023 provides several legal bases that can facilitate the regular production of labour market and earnings statistics, such as: (1) the duty of employers to notify the Commissioner regarding job vacancies for labour market information (section 22); (2) the power of the Commissioner to require employers to complete statistical questionnaires covering “workers employed or recruited…, the rates of wages and other conditions of service” (section 24); and (3) the obligation to prepare annual reports containing employment and inspection statistics (sections 8 and 29). Consequently, the Committee requests the Government to report on the operationalization of sections 8, 22, 24 and 29 and results achieved, as well as other interim or administrative measures to collect labour force information, while the labour force survey capacity is being strengthened.

Awareness-raising. The Committee notes the Government’s indication that awareness-raising continues under the National Employment Policy (2020–24), including workshops, Labour Day outreach and the weekly “Labour Hour” radio programme. The Committee recalls that public awareness-raising is essential to address prejudices and stereotypes regarding the professional abilities and aspirations of certain groups, which lead to exclusion and discrimination in society and the labour market (2012 General Survey on fundamental Conventions, para. 856).In this context, the Committee requests the Government to continue providing information on these activities, including: (i) objectives, content and target groups (employers, workers, labour inspectors, public officials, women’s organizations, persons with disabilities, rural and informal economy workers); (ii) geographic and linguistic coverage; (iii) materials developed (guides, radio scripts, social media content, and helplines); (iv) implementing partners; and (v) results and impact (participation data disaggregated by sex and sector, pre/post-knowledge assessments, number of related enquiries or complaints, and any policy or practice changes).