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

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

Article 1(2). Inherent requirements of the job. The Committee notes the Government’s indication that the evaluation exercise conducted by the Department of Women’s Affairs and Family Development on the application of section 17(2) of the Gender Equality Act, B.E. 2558 (2015) (GEA) revealed that exceptions allowing gender discrimination on the basis of adherence to religious principles are not consistent with international standards, and the Department recommended that these exceptions be abolished to bring the legislation more closely into line with such standards. The Committee also notes the Government’s indication that, in the public sector, there have been no reported cases related to article 27 of the Constitution (regarding the restriction of the enjoyment of equal rights for the armed forces, the police, and Government and State officials) and section 17(2) of the GEA. The Committee asks the Government to provide information on any measures taken to amend the GEA as a follow-up to the recommendation of the Department of Women’s Affairs and Family Development. Regarding article 27 of the Constitution, the Committeeasks the Government to continue to collect and provide information on its application in practice so as to assess its compliance with the Convention.

Article 4. Security of the State. The Committee notes the Government’s indication that the Department of Women’s Affairs and Family Development has conducted an assessment of the GEA, which concluded that the exceptions in section 17(2), allowing discrimination on the grounds of national security, are not consistent with international standards and recommended their abolition in order to bring the legislation more closely into line with such standards. The Committee further notes the Government’s reference to Constitutional Court ruling No. 11/2565, concerning the Local Election Act, in which the Court considered that restrictions on eligibility to stand for local elections could be justified as necessary measures to safeguard good governance and prevent corruption, and therefore did not amount to unfair discrimination or an undue limitation of the right to engage in an occupation under article 40 of the Constitution. The Committee asks the Government to provide information on: (i) any steps taken to follow up the above recommendation in relation to section 17(2) of the GEA; and (ii) the application in practice of article 40 of the Constitution, ensuring that any restrictions adopted are consistent with Article 4 of the Convention and do not give rise to discrimination within the meaning of Article 1.

Article 5. Special measures. Maternity protection. The Government indicates that amendments to the Homeworkers Protection Act, B.E. 2553 (2010) include a revision of section 20, which would prohibit hazardous work for both pregnant women and children under 18 years of age, specifying that work that may be hazardous to the health and safety will be prescribed by ministerial regulations. The Committee notes the adoption of Ministerial Regulation No. 15 (B.E. 2567 (2024)) under the Labour Protection Act, B.E. 2541 (1998) (LPA), which expands the protection of domestic workers by providing maternity leave to 98 days with 45 days being paid leave, prohibiting termination due to pregnancy, and restricting night work, overtime and work on holidays for pregnant women. The Committee notes with regret that sections 15, 38 and 39 of the LPA have not been amended. It also observes that the blanket prohibition of night work for pregnant women between 10 p.m. and 6 a.m., if not based on individual health needs or specific occupational safety and health risks, may unduly restrict women’s access to employment opportunities. The Committee asks the Government to provide: (i) information on the progress of the draft amendments to the Homeworkers Protection Act, B.E. 2553 (2010)including the definition of hazardous work to be determined by ministerial regulations; (ii) details on any steps taken to review sections 15, 38 and 39 of the LPA to ensure that restrictions are limited to maternity protection in the strict sense or are based on occupational safety and health risk assessments; and (iii) examples of the application in practice of the prohibition of night work for pregnant women, including how such restrictions are implemented and justified in relation to health and occupational safety considerations.

Articles 1 to 3. National policy for equality of opportunity and treatment. The Committee notes the Government’s indication that, under the 20-Year National Strategy (2018–37), the Master Plan under the National Strategy (2023–37), and the 13th National Economic and Social Development Plan (2023–27), measures to eliminate discrimination in employment and occupation for the period 2021–24 have been implemented. These measures focus on promoting equal opportunities and treatment in employment and occupation for vulnerable groups, including informal workers, older persons and persons in situations of helplessness. In this respect, the Government indicates that the Project to Expand Employment Opportunities for the Elderly included, among other activities, initiatives to develop the potential of older persons to serve as lecturers for sharing knowledge and supporting the creation of local knowledge repositories, as well as to promote self-employment for the elderly by encouraging independent work adapted to their needs, age or local demand. The Committee asks the Government to continue to provide information on the measures adopted to eliminate discrimination and to promote equality of opportunity and treatment in employment and occupation, and to monitor and report on their results, in particular under the national plans referred to above, as well as under any other relevant initiatives.

Race, colour and national extraction. Highland peoples and other ethnic groups. The Committee notes the detailed information provided by the Government on measures adopted to promote equality of opportunity and treatment in employment and occupation for Highland peoples and other ethnic groups. It notes in particular the activities carried out by the Department of Social Development and Welfare (2021–24) to promote occupations and income, the youth entrepreneur development projects in cooperation with the private sector, and the elevation of occupational groups to community enterprises. The Committee notes the Government’s indication that no specific land entitlement survey of the Karen people was conducted between 2021 and 2023, although the Department of National Parks is mandated to examine and manage land possession within conservation areas under the National Park Act, B.E. 2562 (2019) and the Wildlife Conservation and Protection Act, B.E. 2562 (2019). The Committee further notes with interest that, in February 2024, the Government approved in principle the draft Ethnic Way of Life Protection and Promotion Act, which foresees the designation of protected lifestyle areas and recognition of rights of ethnic communities over land and resources. The Committee also notes the measures adopted under the First National Action Plan on Business and Human Rights (2019–22), including public consultations with ethnic communities in relation to development projects, and the adoption of the Second National Action Plan on Business and Human Rights (2023–27) to strengthen participation in policymaking on land and natural resources. It further notes the continuation of the “local curriculum management” initiative and the project granting special quotas for hill tribe students to access higher education. The Committee asks the Government to continue providing information on: (i) the measures adopted to ensure secure access of the Karen and other ethnic groups to land and resources required for their traditional occupations; (ii) the progress on the adoption of the draft Ethnic Way of Life Protection and Promotion Act, and to provide a copy once adopted; (iii) the results achieved under the First and Second National Action Plans on Business and Human Rights in supporting the livelihoods of Highland peoples and other ethnic groups through meaningful consultations; and (iv) the outcomes of the “local curriculum management” initiative in ensuring culturally appropriate education and equality of opportunity in employment and occupation.

Workers with disabilities. The Committee welcomes the information provided by the Government on the measures to promote equality of opportunity and treatment for persons with disabilities, including: (1) rising employment numbers in enterprises (from 64,708 in 2021 to 69,339 in 2024) and in government agencies (from 17,622 in 2021 to 18,566 in 2024); (2) training delivered by the Department of Skill Development (overall 1,807 trainees with 80.5 per cent average employment rate); (3) the Social Employment Promotion Programme (2022–24) supporting 9,531 persons with disabilities or caregivers; (4) vocational training and skill enhancement programmes, promoting the upskilling and reskilling for persons with disabilities based on their aptitude and interests, developed by the Department of Empowerment of Persons with Disabilities (DEP), through regional centres; and (5) financial support via the Fund for Empowerment of Persons with Disabilities. The Committee also notes initiatives highlighted by the Government to improve accessibility to government facilities and transport, and modification of residential environments for persons with disabilities. However, the Committee notes the persisting challenges indicated by the Government: quotas not yet met in the public sector; low educational attainment among persons with disabilities (only 1.9 per cent have a bachelor’s degree or higher, while 63.7 per cent have completed only primary education); and continuing barriers relating to workplace and public transport accessibility. The Committee further notes the absence of complaints related to discrimination in employment and occupation concerning persons with disabilities before the National Committee for the Promotion and Development of Quality of Life of Persons with Disabilities and takes note of the National Human Rights Commission (NHRC) case No. 107/2022 concerning discrimination in recruitment in an intergovernmental organization. The Committee also observes that the United Nations Working Group on discrimination against women and girls recommended that structural barriers faced by women and girls with disabilities be addressed, including by increasing their representation in decision-making processes, ensuring their sexual and reproductive health rights, and developing disability-sensitive justice processes (A/HRC/59/45/Add.2, 19 May 2025, para. 104). The Committee asks the Government to continue providing information on: (i) the implementation and results of measures to meet the employment quotas for persons with disabilities, particularly in the public sector, and any steps taken to address persisting challenges; (ii) measures adopted to reduce barriers faced by persons with disabilities in accessing employment, in particular in relation to workplace and public transport accessibility, and their outcomes; (iii) statistical information on the situation of persons with disabilities in the labour market, disaggregated by sector and sex; (iv) measures taken to raise awareness of the role of the National Committee for the Promotion and Development of the Quality of Life of Persons with Disabilities; and (v) complaints of discrimination in employment and occupation dealt with by the relevant authorities, remedies granted and sanctions imposed.

HIV status. The Committee notes the awareness-raising activities carried out between 2021 and 2024, including outreach to 1,018 workplaces and dissemination of information through labour networks, websites, and social media platforms. The Committee further notes that the draft Act on the Elimination of Discrimination Against Individuals, which includes HIV status among the prohibited grounds, is still under consideration. The Committee asks the Government to provide information on: (i) the concrete results achieved in the implementation of the Notification of the Ministry of Labour on Prevention and Management of AIDS in the Workplace of 5 November 2020, including any monitoring undertaken, cases of discrimination identified, complaints received, and remedies or sanctions applied; and (ii) any new developments concerning the draft Act on the Elimination of Discrimination Against Individuals, and the measures envisaged to ensure its effective implementation once adopted.

Sex. The Committee notes the Government’s indication that the Department of Skill Development, in collaboration with the ILO, implemented a 20-month project to enhance the knowledge, skills, and competencies of women in Science, Technology, Engineering and Mathematics (STEM) fields, with a view to supporting their access to sustainable employment and occupations, where a total of 256 women from three provinces participated. The Committee further notes that: (1) for the period 2022–24, the Department of Skill Development has been implementing a project to strengthen the skills of women workers through vocational training and capacity-building across a wide range of occupational fields for working-age women in all 77 provinces; (2) the Gender Equality Promotion Committee has adopted the Three-Year Action Plan for Gender Equality Promotion (2020–22) and the Action Plan for Gender Equality Promotion (2023–27); and (3) the Department of Women’s Affairs and Family Development is implementing the Action Plan for Women’s Development (2023–27) to further promote gender equality and women’s empowerment. Regarding the evolution of the distribution of men and women in the various economic sectors and occupations, the Committee takes note that “according to the labour force survey results, the distribution of work status and occupations for men and women between 2020–23 has shown a stable pattern. For women, the most common work status over the past four years is unpaid family workers, while the least common is being an employer. The occupation with the highest proportion for women is clerk, while the occupation with the lowest proportion is craftsmen and related trades workers”. The Committee observes that the United Nations Working Group on discrimination against women and girls recommended continuing to enhance women’s and girls’ access to STEM education, including through temporary special measures, scholarships and mentorship opportunities (A/HRC/59/45/Add.2, para. 100). The Committee asks the Government to continue providing information on: (i) the implementation and impact of the projects and action plans referred to above, including statistical data disaggregated by sex and sectors on the participation of women and men in vocational training and employment; and (ii) the measures adopted to address occupational segregation and to promote access for women to a wider range of sectors and occupations, as well as on any progress made in reducing the concentration of women in unpaid family work and in low-paid occupations.

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

Articles 1 to 4. Gender pay gap. The Committee welcomes the information provided by the Government on the participation of women in the public sector workforce. It notes particularly that: (1) according to the 2023 Public Sector Workforce Report, 798,143 women were employed as civil servants (representing 58 per cent of the total), an increase of 12,970 compared to 2019; (2) their participation in managerial and executive positions has risen to 34.2 and 25.3 per cent, respectively (from 30.3 and 20.9 per cent in 2019, respectively); and (3) examples from the Ministry of Labour show broadly similar average salaries between men and women at different levels of service, including cases where women’s average salaries are slightly higher, reflecting progress towards equal pay. However, the Committee notes that women remain under-represented in higher-level managerial and executive posts. Regarding the private sector, it notes that: (1) according to the Labour Force Survey (2023), women represent 36.32 million workers compared to 33.77 million men, with an average wage of 22,843 baht (slightly higher than for men, at 21,296 baht), although occupational segregation persists, with women overrepresented in services, sales and elementary occupations, while men dominate agriculture and self-employment; and (2) according to data from the Stock Exchange of Thailand, the proportion of women directors increased from 22.1 per cent in 2019 to 22.2 per cent in 2020, while the share of board seats held by women rose from 20.7 to 21 per cent and the proportion of listed companies with a woman as chairperson rose from 6.9 to 7.8 per cent in the same period, reflecting gradual progress in corporate leadership. The Committee therefore asks the Government to: (i) continue to provide updated statistical information, disaggregated by sex, on the participation of men and women in different occupations, sectors of activity and levels of responsibility, and their corresponding remuneration, in both the public and private sectors; and (ii) indicate the measures adopted or envisaged to address the persistent under-representation of women in higher-level managerial and executive posts in the public sector, as well as occupational segregation in the private sector.

Articles 1 to 3. Application of the principle of equal remuneration. Additional emoluments. Overtime payments. The Committee notes the information provided by the Government concerning the evolution of Ministerial Regulations Nos 7 (1998) and 13 (2000) under the LPA. The Committee observes that while Ministerial Regulation No. 7 initially allowed employers and workers to agree on daily working hours beyond eight hours, it only required payment at the normal hourly rate for such extra hours (except for monthly wage earners), provided the weekly maximum of 48 hours was respected. Ministerial Regulation No. 13 subsequently amended these provisions to require that all hours worked beyond eight per day be remunerated at not less than one and a half times the hourly rate, and at not less than three times the hourly rate when performed on holidays. It further notes the statistical information from the Labour Force Survey (2023), indicating that 37 per cent of women employees and 42 per cent of men employees received overtime pay, but observes that no data are available on the actual number of overtime hours worked, the rates applied, or differences by type of employment. Recalling that overtime pay is an integral part of remuneration within the meaning of the Convention and that gender disparities in access to overtime compensation may contribute to the gender pay gap, the Committee asks the Government to: (i) provide information on the application in practice of the relevant regulations, including any cases dealt with by the labour inspectorate or the courts; and (ii) redouble its efforts to collect statistical data, disaggregated by sex, and to provide, if possible, information on the number of overtime hours worked and the amounts paid in the production and other sectors.

Article 2 and 3. Private sector. The Committee notes the information provided by the Government indicating that, as of September 2024, 1,274 establishments (covering over 570,000 workers) comply with the Thai Labour Standard (TLS) 8001-2020, standard 4.7.3, on equal pay regardless of gender. It further notes that certification is carried out by accredited bodies and involves document reviews and on-site inspections and interviews, including verification of wage payments, overtime calculations and promotion practices. The Committee welcomes the awareness-raising activities carried out by the Government, including campaigns reaching over one million workers, the promotion of Good Labour Practices (GLP) adopted by more than 12,000 establishments, and initiatives to expand women’s participation in skill standard tests and STEM-related professions. The Committee asks the Government to continue providing information on: (i) the results of the evaluation exercises under TLS 8001-2020 (or subsequent one) with respect to the principle of the Convention, including examples of how objective job evaluation methods are applied in practice; and (ii) any activities undertaken to promote the application of the Convention in the private sector.

Article 3. Objective job evaluation methods. Public sector. The Committee notes the Government’s indication that, in the public sector, remuneration is determined according to the Remuneration System Manual for Civil Servants, which refers to the “value of the work” based on duties, responsibilities, complexity, knowledge and skills, as well as labour market factors. The Committee observes, however, that the Government has not provided information on the legal provisions or relevant sections where these criteria are formally enshrined. The Committee further notes the Government’s statement that no comprehensive gender-disaggregated statistics are collected for civil servants, apart from a limited example of 312 Labour Specialists in the Ministry of Labour, which shows broadly similar average salaries between men and women at different levels of service. The Committee also notes the reference to data from the Labour Force Survey (2023) on the distribution of supplementary benefits, which indicates little difference between men and women with respect to in-cash benefits. The Committee asks the Government to provide information on: (i) specific legal or regulatory provisions that establish job evaluation criteria applied in the public sector, and explain how it is ensured that there is no gender bias in their application; (ii) measures taken or envisaged to establish systems for the regular collection of gender-disaggregated statistical data on the distribution and remuneration of men and women across the civil service; and (iii) examples of how job evaluation methods have been applied in practice in the public sector, including any cases examined or reviewed by the relevant authorities.

Conventions Nos 100 and 111 – Application in practice

Article 4 of Convention No. 100 and Article 3(a) of Convention No. 111. Co-operation with workers’ and employers’ organizations. The Committee notes that the Thailand Decent Work Country Programme 2023–27 was adopted in cooperation with the workers and employers’ organizations and includes outcomes addressing equal labour market opportunities and treatment for vulnerable groups, including migrant workers, persons with disabilities, women, LGBTQ+ persons and persons living with HIV. The Committee further notes the December 2023 announcement of the tripartite Wage Committee, which reiterates the obligation of employers to pay the minimum wage without distinction based on race, nationality, age or gender. Regarding the Welfare Committees in workplaces, it notes that, according to the Government’s information: (1) the number of workplace welfare committees increased from 14,853 in 2020 to 18,477 in 2024; (2) there is no information on the discussions or outcomes of welfare committee activities in practice, and no complaints relating to equal remuneration for men and women have been brought before the Labour Welfare Committee; and (3) collective agreements so far in Thailand generally address working conditions but do not contain specific provisions on equal remuneration for men and women for work of equal value. The Committee asks the Government to continue providing information on initiatives undertaken by the various tripartite committees to promote the principles of Conventions Nos 100 and 111, including their concrete impact on eliminating discrimination in employment and occupation. It also asks the Government to take steps to collect and share information on the activities and outcomes of workplace welfare committees in relation to equal remuneration, and to indicate any initiatives taken to promote the inclusion in collective agreements of specific clauses on equal remuneration for men and women for work of equal value.

Enforcement. The Committee notes the information provided by the Government that: (1) the NHRC dealt with 11 complaints concerning discrimination in employment and occupation between 2021 and 2024, accepted seven cases for coordination of assistance, and issued one recommendation; (2) the Department of Labour Protection and Welfare received complaints concerning alleged discriminatory practices by private enterprises and requested their compliance with the Ministry of Labour’s notifications; and (3) an extensive list of training and awareness-raising programmes were conducted for labour inspectors between 2021 and 2024, including complaint handling, identification of violations, and inspections with attention to women migrant workers and domestic workers. The Committee further notes the Government’s indication that, between 2021 and 2023, the Committee on the Determination of Unfair Gender Discrimination received no complaints, and that labour inspectors did not detect any violations concerning discrimination in employment and occupation or the principle of equal remuneration for work of equal value. In this regard, the Committee refers to its comment on the absence of complaints in the observation it addresses to the Government. The Committee asks the Government to continue providing information on cases dealt with by the NHRC, the Committee on Determination of Unfair Gender Discrimination and the Department of Labour Protection and Welfare Offices, including remedies and sanctions imposed, as well as any violations detected through labour inspection in relation to discrimination in employment and occupation and the principle of equal remuneration for work of equal value, together with examples showing how training has contributed to addressing such issues.

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

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 and 3(b) of the Convention. Prohibited grounds of discrimination and scope of application. Legislation. The Committee notes the Government’s indication, in its report, that: (1) the practical application of article 27 of the Constitution is reflected in two court rulings (Constitutional Court Decision Nos 9/2564, 2021 and 15/2565, 2022), while the relevant provisions of the Labour Protection Act (LPA) (B.E. 2541 (1998) and subsequent amendments) are reflected in one ruling (Court of Appeal for Specialized Cases No. 4711/2561); (2) between 2021–24, the Ministerial Regulation on Labour Protection in Sea Fishing Work, B.E. 2565 (2022), was adopted under section 22 of the LPA while no ministerial regulations were adopted under the Gender Equality Act, B.E. 2558 (2015) (GEA); and (3) there is one relevant ruling regarding the enforcement of the principles of the Convention in the public sector. Finally, with respect to the special emergency law regimes, the Government indicates that if workers in provinces where these laws are in force encounter discrimination in employment and occupation on the grounds of race, colour, sex, religion, political opinion, national extraction or social origin, and wish to file complaints and seek compensation, the Welfare and Labour Protection Office in each southern border province applies the principles and regulations set out in the LPA. By way of example, the Government refers to a case in 2020 in Narathiwat Province, where a pregnant employee was dismissed after taking maternity leave. She filed a complaint with the labour inspector, who confirmed the occurrence of discrimination, and she was subsequently awarded special compensation. The Committee observes, however, that the four court rulings submitted by the Government concerning the practical application of the Constitution and the LPA in the public sector do not relate to any of the prohibited grounds of discrimination set out in Article 1(1)(a) of the Convention, namely race, colour, sex, religion, political opinion, national extraction or social origin. It recalls that constitutional provisions providing for equality of opportunity and treatment, although important, have generally not proven to be sufficient to address specific cases of discrimination in employment and occupation. A more detailed legislative framework is also required (see 2012 General Survey on the fundamental Conventions, para. 851). The Committee asks the Government to amend its legislation (notably the LPA) in order to expressly define and prohibit discrimination in employment and occupation on, at least, all the grounds mentioned in Article 1(1)(a) of the Convention. It also requests the Government to provide information on the application in practice of: (i) article 27 of the Constitution and the relevant provisions of the LPA; (ii) the principles of the Convention to workers in the public sector; and (iii) the Ministerial Regulations issued under section 22 of the LPA, and the GEA.

Sex. Sexual harassment. The Committee notes the Government’s indication that there is no example of the direct enforcement of section 16 of the LPA concerning sexual harassment (either quid pro quo (blackmail) or hostile work environment). It also notes the examples mentioned by the Government of the enforcement of section 397 of the Criminal Code for cases of sexual harassment at work, such as Supreme Court case No. 12983/2015. The Government adds: (1) that the Department of Women’s Affairs and Family Development was designated as the Coordinating Centre for the Prevention and Resolution of Sexual Harassment or Sexual Abuse in the Workplace (CCHPF), with the mandate to raise awareness among government bodies, state agencies and the private sector, and to ensure the correct and comprehensive implementation of the relevant measures: and (2) that between 2020–23, the CCHPF reported that a total of 5,857 public agencies and state enterprises had adopted operational guidelines, and 85 institutions identified cases of harassment. The Committee recalls that without a clear definition and prohibition of both quid pro quo (blackmail) and hostile work environment sexual harassment, it remains doubtful whether the legislation effectively addresses all forms of sexual harassment (2012 General Survey, para. 791). The Committee requests the Government to amend the legislation so as to cover explicitly both forms of sexual harassment in the world of work and to ensure that protection extends to cases committed not only by employers or supervisors, but also by co-workers, clients or other persons encountered in connection with the performance of work duties. It requests the Government to provide information on the measures taken with a view to raising awareness of these concepts among employers and workers, their organizations, enforcement authorities (labour inspectors and judges) and the public in general.

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

Articles 1 and 2. Legislation. The Committee notes the Government’s indication that, since the entry into force of section 53 of the Labour Protection Act (No. 7), B.E. 2562 (2019), no complaints have been filed, no violations have been detected by inspectors, and no court decisions have been issued. It further notes that section 16 of the Homeworkers Protection Act, B.E. 2553 (2010), has not yet been amended to explicitly reflect the principle of work of “equal value”. The Committee also notes the awareness-raising initiatives reported by the Government, including the recognition of outstanding women workers, monitoring of compliance with employment conditions, and the promotion of Good Labour Practices (GLP) through Memorandums of Understanding signed with private sector actors, covering over 120,000 workers. The Committee recalls that where no cases or complaints, or very few, are being lodged, this is likely to indicate a lack of an appropriate legal framework, lack of awareness of rights, lack of confidence in or absence of practical access to procedures, or fear of reprisals (see 2012 General Survey, para. 870). The Committee once again requests the Government to amend section 16 of the Homeworkers Protection Act,B.E. 2553 (2010) so that it explicitly reflects the principle of equal remuneration for men and women for work of equal value. It also requests the Government to provide information on: (i) the application in practice of section 53 of the Labour Protection Act (No. 7), B.E. 2562 (2019), including any cases dealt with by labour inspectors or the courts, the sanctions imposed and the remedies granted; and (ii) the activities undertaken in cooperation with workers’ and employers’ organizations to promote and give effect to the principle of the Convention in the public and private sectors, including information on their impact in practice.

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

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

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.

Repetition

The Committee notes the observations from the National Congress of Thai Labour (NCTL) transmitted by the Government with its reply and received on 25 November 2021.

Article 1(a) of the Convention. Additional emoluments. Overtime payments. The Committee notes the observations provided by the NCTL regarding the provisions of the Labour Protection Act, which set the maximum hours of work per week and stipulate that overtime work should be paid at 1.5 times the hourly rate. The union adds that the Thai Labour Standard (TLS) 8001-2020 states that the employer must pay wages and remuneration to employees for work performed outside work hours or exceeding normal working hours at not less than the legal requirement. It further indicates that Ministerial Regulation No.7 provides that workers involved in production who are paid monthly wages are eligible to be paid for overtime work only at the hourly rate. The NCTL states that therefore there is an inconsistency between Ministerial Regulation No. 7 and the Labour Protection Act, the latter being in conformity with the Convention. The Committee notes that, in its reply, the Government states that there is no inconsistency because Ministerial Regulation No. 7 indicates that employer and workers involved in production can agree the maximum hours worked in a day, as long as the weekly max is under 48 hours and states that the Convention is not relevant in this regard. The Committee recalls that, in accordance with the Convention, the principle of equal remuneration for men and women for work of equal applies not only to wages but also to any additional emoluments, including overtime payments. It also stresses that compliance with the requirements of the Convention is required in law and in practice and, therefore it is important to assess the impact of any legal provisions on the gender pay gap in practice. If, as a result of the implementation of the above legal provisions, women or men are disproportionally affected by lower supplements for overtime work, it may contribute to unequal pay for men and women and have an impact on the gender pay gap and therefore be contrary to the principle of the Convention. In order for the Committee to get an appreciation of how these legal provisions operate in practice and their possible impact on the gender pay gap, it requests the Government to provide statistical information disaggregated by sex on the distribution of men and women in the production sector and other sectors of the economy and, within the production sector, on the number of overtime hours worked as well as any other relevant information. It also requests the Government to provide any assessment it may have made of the impact of overtime payments on the remuneration of men and women.

Articles 2 and 3. Private sector. In its previous comments, the Committee urged the Government to provide information on the practical application of the Thai Labour Standards (TLS) 8001-2003 related to equal remuneration for men and women for work of equal value and also asked it to indicate whether any activities, including training, had been organized in the private sector to promote job evaluation and provide a better understanding of the principle of equal remuneration for men and women for work of equal value. The Committee notes the Government’s indication that the TLS are regularly updated and that, on 24 March 2020, the TLS 8001-2020 entered into force. The TLS 8001-2020 state that the employer “shall treat employees equally in payment of wage and remuneration, regardless of gender of employees” (standard 4.7.3). The Committee also notes the information provided by the Government concerning a series of training sessions on TLS 8001-2020 and evaluations of businesses’ application of the TLS, which were conducted by the Department of Labour Protection and Welfare. The Committee requests the Government to provide information on the results of the evaluation exercises conducted by the Department of Labour Protection and Welfare in relation to the application of standard 4.7.3 of the TLS 8001-2020 and the principle of equal remuneration for men and women for work of equal value, including information on the use of objective evaluation methods by employers. Please also continue to provide information on any activities undertaken to promote the application of the Convention in the private sector.

Gender pay gap. In its previous comments, the Committee asked the Government to provide: (1) information on the measures taken under the Eleventh National Economic and Social Development Plan to improve women’s access to decision-making and management positions, and their impact on reducing the gender pay gap; and (2) statistical data disaggregated by sex on the participation of men and women in different occupations and sectors of activity in the public and private sectors. The Committee notes that the Government refers to the Five-Year Report on the Eleventh National Economic and Social Development Plan (2012–2016) which highlights that the number of women in executive and decision-making positions increased during the years of implementation of the Plan. The Committee also notes that currently the Twelfth National Economic and Social Development Plan (2017–2021) includes a strategy (strategy no. 2) to reduce inequality in society which, among other things, envisages the adoption of measures to reduce income inequalities (target 1). Under the Plan, the Department of Women's Affairs and Family of the Ministry of Social Development and Human Security has introduced the Action Plan for Women Development (Phase 1: 2020-2022) with the objective of fostering gender equality by changing attitudes, empowering women and enhancing their public participation, among others. Concerning statistical data, the Committee notes from the statistics provided by the Government that in the last quarter of 2020 the average monthly wage of women was 14,780 Bath, compared to 14,484 Bath for men. The Committee also notes that according to the Labour Force Survey, in the last quarter of 2020, women accounted for 45.87 per cent of the total population in employment. In the same period, the majority of women in employment worked as skilled agricultural forest and fishery workers (26.9 per cent of all women workers) followed by service workers (24.76 per cent), while the majority of men engaged in agriculture, forestry, and fishing (35.5 per cent of all men workers), followed by wholesale and retail trade (15.15 per cent), and manufacturing (14.61 per cent). As regards the public sector, the Committee notes that women represented a majority of the civil servants, however they accounted only for 30.29 per cent of civil servants in managerial positions, and 20.93 per cent of civil servants in executive positions. The Committee requests the Government to provide information on the measures adopted under the Twelfth National Economic and Social Development Plan (2017–2021) to promote the principle of the Convention and foster greater participation of women in managerial and executive positions, in the public and private sectors, as well as in a wider range of occupations and sectors of activity, and their results. Please also continue to supply statistical information disaggregated by sex on the participation of men and women in different occupations and sectors of activity and their remuneration rates, in the public and private sectors.

Article 4. Cooperation with employers’ and workers’ organizations. In its previous comments, the Committee asked the Government to provide the following information: (1) the number of committees set up in order to follow up the workplace policy and how they ensure and monitor the implementation of the principle of equal remuneration for men and women for work of equal value; (2) how the Labour Welfare Committee as well as the welfare committees at the enterprise level are in practice promoting equal remuneration for men and women for work of equal value; and (3) whether any collective agreements explicitly providing for equal remuneration for men and women for work of equal value have been concluded, and if so please forward copies of such agreements. The Committee notes the Government’s indication that between October 2020 and March 2021 there were 4,289 welfare committees set up in business enterprises. The Government reports that, in general, the welfare committees can promote the principle of the Convention by: raising the issue with employers; making suggestions and providing advice to employers; monitoring the provision of welfare benefits to employees; and raising awareness about the right to equal remuneration for work of equal value. The Committee also notes the Government’s statement that there are no collective agreements covering specifically the question of equal remuneration for men and women for work of equal value. The Committee recalls that the determination of criteria for job evaluation and their weighting are matters on which cooperation between employers and workers is particularly relevant, giving collective bargaining an important place in this context (See General Survey on the fundamental Conventions, 2012, paragraph 705). In addition, Governments should take the necessary steps, in cooperation with the social partners, to ensure that the provisions of collective agreements observe the principle of the Convention (See General Survey 2012, paragraph 681). The Committee requests the Government to provide specific information on the measures adopted in practice by the welfare committees to promote and monitor the application of the principle of the Convention, including information on any initiatives directed at promoting objective job evaluations, and their impact. Please also indicate if any measures have been adopted or envisaged, in cooperation with the social partners, to promote the inclusion of specific clauses on equal remuneration for men and women for work of equal value in collective agreements.

Enforcement. In its previous comments, the Committee asked the Government to provide information on the following points: 1) how training activities undertaken on ILO standards, labour protection and labour law enforcement had contributed to increasing the awareness of labour inspectors on the issue of equal remuneration for work of equal value, and assisted them in better detecting and addressing violations of the principle of the Convention; and 2) the results of labour inspection activities, such as the number of written orders delivered to employers and any proceedings that have followed such delivery under sections 15 and 53 of the Labour Protection Act. The Committee notes that the Government refers to the implementation of various training and awareness-raising activities concerning the principle of the Convention that involved labour inspectors. The Committee also notes the Government’s indication that no violation of the principle of equal remuneration for men and women for work of equal value has been detected by the labour inspectors. The Committee encourages the Government to continue to conduct training and awareness-raising activities for labour inspectors on the principle of the Convention and to provide information about these activities as well as on the number of violations detected, the sanctions imposed and remedies granted under the Labour Protection Act.

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

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.

Repetition

Article 1 of the Convention. Prohibition of discrimination and scope of application. Legislation. In its previous comments, the Committee noted that the non-exhaustive list of the prohibited grounds of discrimination contained in article 27 of the Constitution may cover all the grounds spelt out in Article 1(1)(a) of the Convention, although the ground of colour is not explicitly referred to. At the same time, the Committee noted that the Labour Protection Act (LPA) (B.E. 2541 (1998) and subsequent amendments) does not contain a general prohibition of discrimination in employment and occupation. Moreover, in the national legislation there is no definition of discrimination, with the exception of the provision of the Gender Equality Act (B.E. 2558 (2015)), section 3. In the light of the above, the Committee requested the Government to: (1) provide information on how article 27 of the Constitution as well as the relevant provisions of the LPA, and the Gender Equality Act are applied in practice to ensure that the principles of the Convention extend to all aspects of employment and occupation covered by Article 1(3) of the Convention and all grounds of discrimination prohibited under Article 1(1)(a) of the Convention, in particular how the Courts have been interpreting the expression “any other grounds”; (2) indicate how it is ensured that the same protection is applied to all workers – including the categories of workers excluded from the scope of application of the LPA and subsequent amendments under section 22; (3) indicate how non-discrimination and equality of opportunity and treatment are ensured and promoted in respect of the workers in provinces where emergency laws are applied; and (4) provide information on the application of the Convention to workers in the public sector with respect to all aspects of employment and occupation covered in Article 1(3) of the Convention and in respect of all the grounds of discrimination prohibited under Article 1(1)(a).

The Committee notes that in its report the Government states that, although the ground of “colour” is not expressly referred to in article 27 of the Constitution, the reference to “other grounds” gives the judiciary room to address cases of discrimination based on colour. Nevertheless, no judgment has so far been handed down concerning article 27 of the Constitution. Concerning the application of section 15 of the LPA, which prohibits discrimination between men and women, the Committee notes the Government’s reference to Supreme Court's decision No. 6011 - 6017/2545 concerning a case of discrimination in the determination of the retirement age of women and men employees. The Government further indicates that the Committee on the Determination of Unfair Gender Discrimination, which has been established under the Gender Equality Act to examine complaints concerning cases of discrimination, has received 60 petitions from 2015 to 2021, 12 of which concerned discrimination in employment, including alleged discriminatory rejections of job applications and discriminatory dismissals on the ground of gender and gender identity and sexual orientation. As regards the application of the protections of the Convention to the categories of workers excluded from the scope of application of the LPA, the Committee notes the Government’s statement that these workers benefit from the protections afforded by the Constitution and the Gender Equality Act, in addition to the ministerial regulations issued under section 22 of the LPA, such as the Ministerial Regulation on Labour Protection in Agriculture or the Ministerial Regulation on the Protection of Workers in Fisheries (B.E. 2557 (2014)), which make reference to the non-discrimination provisions included in the LPA. Concerning the workers in provinces where emergency laws are applied, the Government indicates that the application of emergency laws may nullify the provisions on discrimination under the Constitution and the Gender Equality Act. The Governments also states that it has been persistently trying to promote equality of opportunity for workers in these areas through the Labour Service Program in the Southern Border Provinces, the programme on Economic Development and Empowerment in Southern Border Provinces, and the Royal Vocational Training Center, among others. Finally, as far as workers in the public sector are concerned, the Committee notes the Government’s reference to a set of recommendations issued by the sub-Committee on Gender Equality Promotion to tackle gender discrimination and promote equality, which include, for example, the recommendation to have gender neutral job descriptions and requirements, to encourage women’s representation in decision-making positions and to raise awareness about sexual harassment and the means to prevent and address it. The Committee asks the Government to continue to provide information on the practical application of: (i) article 27 of the Constitution; (ii) the relevant provisions of the Labour Protection Act (LPA); and (iii) the Ministerial Regulations issued under section 22 of the LPA and the Gender Equality Act (BE 2558 (2015)), including relevant judicial decisions, cases dealt with by the Committee on the Determination of Unfair Gender Discrimination and any infraction detected by the labour inspectors, where applicable, as well as examples of application of the principles of the Convention to workers in the public sector. Please also indicate what mechanisms are available to workers in the provinces where emergency laws are in force allowing them to lodge complaints and obtain reparation in case of discrimination in employment and occupation based on at least the grounds listed in Article 1(1)(a) of the Convention.

Article 1(1)(a). Discrimination based on sex. Sexual harassment. In its previous comments, the Committee requested the Government to provide information on the following: (1) whether the prohibition of sexual harassment under section 16 of the LPA covers both quid pro quo harassment (any physical, verbal or non-verbal conduct of a sexual nature and other conduct based on sex affecting the dignity of women and men which is unwelcome, unreasonable and offensive to the recipient; and a person’s rejection of, or submission to, such conduct is used explicitly or implicitly as a basis for a decision which affects that person’s job) and hostile work environment (conduct that creates an intimidating, hostile or humiliating working environment for the recipient); (2) examples of application of this provision in practice; (3) how protection from sexual harassment is ensured in law and practice in respect of harassment practised by co-workers and clients or other persons met in connection with performance of work duties; (4) how protection from sexual harassment is ensured in law and practice in respect of vocational training, access to employment, and performing work in an occupation; and (5) examples of application of section 10(2) of the Gender Equality Act, which envisages the adoption of special measures to eliminate gender-based violence, with regard to employment and occupation.

The Committee notes the Government’s statement that “any act which is intrusive, threatening, or annoying committed by those in superior positions against subordinates, either in the form of quid pro quo or hostile environment, shall be considered an offence under section 16” of the LPA. Concerning the practical application of this provision, the Government states that labour inspectors are charged with monitoring the application of section 16 of the LPA and receiving complaints from employees. However, no information is provided on violations detected or complaints received in this respect. The Government refers to two judgments of the Supreme Court related to section 16 of the LPA, namely: decision No. 1372/2545, concerning a case of sexual harassment by a worker in charge of assessing the probation period of a women worker; and decision No. 8379/2550, concerning a case of exaction of sexual favours by an employer from his employee. As regards the prohibition of sexual harassment by co-workers, the Committee notes that the Government states that the Criminal Code covers sexual offences as well as acts of bullying, maltreating, menacing, or causing to suffer humiliation or annoyance (section 397) that are committed by colleagues, customers or any other person met in relation to the performance of work duties. Section 397 of the Criminal Code also covers cases of sexual harassment in respect of vocational training, access to employment, and performing work in an occupation. In addition, the Government refers to the Rules on Acts Which Are Sexual Assault or Harassment (B.E. 2553 (2010)), issued under section 8(5) and section 83 of the Civil Service Act (B.E. 2551 (2008)), which provide for disciplinary actions in case of sexual harassment, ranging from warning and wage reduction to dismissal. The Government furthermore indicates that on 16 March 2021, Cabinet approved a Resolution on Administrative Measures for Effective Disciplinary and Ethical Procedures that provides for the application of maximum disciplinary and ethical measures to civil servants who are found to be guilty of sexual harassment, such as suspension or temporary dismissal. Concerning the application of section 10(2) of the Gender Equality Act with regard to employment and occupation, the Committee notes the Government’s indication that special measures to eliminate gender-based violence under section 10(2) of the Act are yet to be adopted. However, in 2020, the Gender Equality Promotion Committee elaborated a set of draft Measures to Prevent and Address Sexual Abuse or Harassment in the Workplace, including the establishment of internal complaint mechanisms and standard procedures to address cases of sexual harassment. The Committee recalls that addressing sexual harassment only through criminal proceedings is normally not sufficient, due to the sensitivity of the issue, the higher standard of proof and the fact that criminal law generally does not cover the full range of behaviour that constitutes sexual harassment in employment and occupation (see 2012 General Survey on the fundamental Conventions, paragraph 792). The Committee asks the Government to continue to provide examples of the application in practice of section 16 of the LPA, including cases of quid pro quo and hostile environment sexual harassment, and encourages the Government to consider amending section 16 so as to also cover cases of sexual harassment committed by co-workers and clients or other persons met in connection with the performance of work duties. Please also supply information on: (i) the application of section 397 of the Criminal Code to cases of sexual harassment in employment and occupation; (ii) any developments concerning the adoption and implementation of the draft Measures to Prevent and Address Sexual Abuse or Harassment in the Workplace; and (iii) any other measure adopted under section 10(2) of the Gender Equality Act to prevent and address sexual harassment in employment and occupation.

Article 1(2). Inherent requirements of the job. In its previous comments, the Committee requested the Government to provide information on the application in practice of article 27 of the Constitution – which provides that, in the case of members of the armed forces, the police force, government officials, other officials of the State, and officers or employees of State organizations, the enjoyment of equal rights may be restricted by law “in relation to politics, capacities, disciplines or ethics” – and section 17(2) of the Gender Equality Act – which allows for exceptions to the prohibition of gender discrimination “for the compliance with religious principles” – , and to indicate how it is ensured that the restrictions provided for in those provisions comply with the Convention. The Committee notes the Government’s indication that to date there have been no judicial decisions related to the application of article 27 of the Constitution or section 17(2) of the Gender Equality Act. The Government also states that concerns have been raised about section 17(2) of the Gender Equality Act and the Department of Women’s Affairs and Family Development is consequently conducting public hearings with a view to evaluating the impact of this provision. The evaluation should be completed in November 2021. The Committee asks the Government to continue to collect and provide information on the application in practice of article 27 of the Constitution and section 17(2) of the Gender Equality Act so as to assess the compliance of these provisions with the Convention. Please also provide information on the results of the evaluation exercise conducted by the Department of Women’s Affairs and Family Development concerning the application of section 17(2) of the Gender Equality Act as regards in particular exceptions to the prohibition of gender discrimination “for the compliance with religious principles” and any action taken as a follow-up to the evaluation.

Article 2. National Equality Policy. In its previous comments, the Committee asked the Government to provide information on the specific measures adopted under the 20-Year National Strategy (B.E. 2018 – 2037) and the 12th National Economic and Social Development Plan (2017 – 2021) to eliminate discrimination based on, at least, all the grounds prohibited under Article 1(1)(a) of the Convention and promote equality of opportunity and treatment in employment and occupation, and on their results. The Committee notes the information provided by the Government on the projects implemented under the 20-Year National Strategy to promote equality and support employment and career development of the elderly and persons with disabilities as well as to improve the quality of life of target populations, such as hill tribes. The Committee also notes the Occupational Development Program for Women, aimed at fostering skills development, which benefited 16,630 women in 2020. Concerning the implementation of the 12th National Economic and Social Development Plan, the Government refers to a number of measures directed at providing women with vocational training, personal career counselling and skills development, as well as measures aimed at improving access to education for persons with disabilities, including through financial support. The Committee asks the Government to continue to supply information on the measures adopted to eliminate discrimination based on, at least, all the grounds prohibited under Article 1(1)(a) the Convention and promote equality of opportunity and treatment in employment and occupation, and to monitor and report on their results, in cooperation with the social partners and other interested groups.

Articles 2 and 3. Equality of opportunity and treatment between men and women. In its previous comments, the Committee asked the Government to: (1) continue to provide information on the results of the various initiatives undertaken to promote equality of opportunity and treatment between men and women; (2) provide statistical data on the evolution of the distribution of men and women in the various economic sectors and occupations; and (3) provide information on any specific measure, policy or plan adopted by the Gender Equality Promotion Committee with a view to promoting and applying the principles of the Convention in the private and public sectors, including the promotion of workplace measures which favour shared family responsibility between men and women and address gender stereotypes affecting women’s access to and advancement in employment and occupation. The Committee notes the information provided by the Government concerning the Women in STEM (science, technology, engineering and mathematics) project, which aims to reduce the skills gap between men and women and enhance women’s opportunities to career advancement. The project provided for the training of 986 women in Nakhon Ratchasima province in 2019, and 656 women in Chonburi and Samut Prakan in 2020. In 2021, training is targeted at the provinces of Patumthani, Nontaburi, and Prachinburi. The Government also states that women are for the largest part unpaid family workers and are otherwise concentrated in clerical occupations (women represent 70.3 per cent of all clerical workers). Regarding the measures adopted to promote shared family responsibilities between men and women, the Committee notes the Government’s reference to the establishment of childcare centres in workplaces and in communities, and the promotion of breastfeeding areas in business enterprises. The Committee asks the Government to provide information on the impact of the Women in STEM project on increasing the number of women employed in a wider range of occupations, particularly those in which they are underrepresented. The Committee also asks the Government to: (i) continue to provide information on the measures adopted to promote equality of opportunity and treatment between men and women and their impact, including information on the initiatives undertaken by the Gender Equality Promotion Committee; (ii) provide statistical data on the evolution of the distribution of men and women in the various economic sectors and occupations; and (iii) continue to supply information on the measures adopted to promote shared family responsibilities between men and women and the results achieved in terms of women’s access to and advancement in employment and occupation.

Equality of opportunity and treatment irrespective of race, colour and national extraction. Highland peoples and other ethnic groups. In its previous comments, the Committee asked the Government to continue to provide information on the measures adopted to promote equality of opportunity and treatment in employment and occupation for Highland peoples and other ethnic groups, including information on the measures taken to ensure that they can engage without discrimination in their traditional occupations and livelihoods and on any measures adopted in this regard as a follow-up to the recommendations issued by the National Human Rights Commission (Recommendation No. 3/2561of 2018). The Committee notes the Government’s reference to the Highland Occupational Security and Community Income Promotion Program, which was created in 2020 and benefited 3,255 persons. The Government also provides information on the implementation of Royal Projects aimed at promoting careers in both agricultural and non-agricultural sectors which involved 4,822 participants. Concerning the follow-up to the recommendations issued by the National Human Rights Commission, the Government states that a number of measures have been adopted in favour of the Karen people, including compensations, support for traditional occupations and a survey on land entitlements of the Karen people in national parks and reserved forest areas. The Committee further notes the Government’s indication that the Ministries of Culture and Education are working towards a ‘local curriculum management’ with a view to involving communities in the definition of educational curricula and complementing main learning courses in line with communities’ lifestyles and culture. The Committee also notes from the report of the UN Working Group on the issue of human rights and transnational corporations and other business enterprises that: (1) ethnic minorities are disproportionately affected by large-scale development projects, with a significant negative impact on their livelihoods; (2) members of ethnic minorities who had toiled on the land for generations, through rotational farming, are being regarded as trespassers and are being criminalized, harassed and intimidated; and (3) a serious concern expressed by ethnic minorities relates to the lack of meaningful consultation before development projects are approved and/or special economic zones created (see A/HRC/41/43/Add.1, 21 Mai 2019, paragraph 72). In this regard, the Committee notes that the First National Action Plan on Business and Human Rights (2019–2022), available from the website of UNDP, provides for the conduct of consultations with ethnic groups “in order to get involved in the decision-making process in terms of strategy, policies and projects, especially in the formulation of land management and forest conservation policies as well as the development of large projects in accordance with the United Nations Declaration on the Rights of Indigenous Peoples” and also envisages the adoption of measures to ensure the livelihoods of highland peoples and other ethnic groups (p. 70). The Committee asks the Government to continue to provide information on the measures adopted to promote equality of opportunity and treatment in employment and occupation for Highland peoples and other ethnic groups, including information on the following: (i) the results of the survey on land entitlements of the Karen people in national parks and reserved forest areas and any follow-up action taken to ensure that the Karen people have access to the material goods, including secure access to land and resources required to carry out their traditional occupations, without discrimination; (ii) any measures adopted to prevent and address discriminatory criminalization, harassment and intimidation of workers belonging to Highland peoples and other ethnic groups that stem out of biased approaches towards their traditional occupations, which are often perceived as outdated, unproductive or environmentally harmful, adversely affecting their enjoyment of equality of opportunity and treatment in respect of occupation; and (iii) the measures adopted under the First National Action Plan on Business and Human Rights (2019–2022) to support the livelihoods of Highland peoples and other ethnic groups and involve them in the development of relevant policies, projects and strategies. Recalling the importance of access to education to achieve equality in employment and occupation, the Committee also asks the Government to continue to provide information on the implementation of the initiative directed at the ‘local curriculum management’.

General observation of 2018. In its previous comments, the Committee drew the Government’s attention to its general observation of 2018 and asked the Government to provide information in response to the questions raised in that observation. The Committee notes the information provided by the Government concerning various measures adopted in favour of stateless people in order to allow these people to live and work in Thailand.

Equality of opportunity and treatment irrespective of disabilities. Previously, the Committee asked the Government to continue to provide information on the measures taken to promote equality of opportunity and treatment in employment and occupation for persons with disabilities, including information on the following: (1) any action taken by the National Commission on Promotion and Development of Life Quality of Disabled Persons and any relevant services provided by the Service Centres for Persons with Disabilities, and their results; (2) any petitions concerning discrimination in employment and occupation dealt with by the National Commission and their outcomes; (3) statistical data on the situation of persons with disabilities in the labour market, disaggregated by sex; and (4) information on the application of the quotas established under the Ministerial Regulations B.E. 2554 (2011) and subsequent amendments. The Committee notes the Government’s reference to the 2020 Report of the Department of Empowerment of Persons with Disabilities, according to which a proposal developed by the Disability Network Assembly has been approved and includes measures to: promote access to work and self-employment of persons with disabilities; enhance the role of provincial and general disability service centres; and address negative stereotypes in society affecting disabled persons. In addition, the Government provides information on the efforts made to combat corruption in the recruitment of persons with disabilities, promoting their career and supporting entrepreneurs and employees with disabilities during the COVID-19 pandemic, including through incentives, such as tax reductions for employers who hire persons with disabilities during the pandemic in addition to the minimum number required by the quota system. Moreover, the Fund for Empowerment of Persons with Disabilities, which has been established under the Empowerment of Persons with Disabilities Act (B.E. 2550(2007)), funds capacity-building for persons with disabilities and supports their organizations. As regards the petitions concerning discrimination in employment and occupation dealt with by the National Commission, the Government states that one complaint was received in 2020 about a case of alleged discrimination in recruitment by a public education institute. The Committee notes that the Commission found that no discrimination occurred in that specific case but recommended that the province where the petitioner lived should assist him in finding suitable employment. The Committee also notes the Government’s indication that available data indicate that the number of persons with disabilities employed in the private sector is increasing, including through the implementation of the quota system under the Ministerial Regulations B.E. 2554 (2011). Nevertheless, a number of challenges remain in meeting the employment quota of persons with disabilities, notably the shortage of people having the required qualifications, restrictions on workplace facilities and the distance between the workplace and the accommodation of the people concerned. In this regard, the Committee notes from the report of the UN Working Group on the issue of human rights and transnational corporations and other business enterprises that about 1,152,254 persons with disabilities have only primary school education, and that public transport and workplaces are often inaccessible (see A/HRC/41/43/Add.1, 2019, paragraph 62). The Committee asks the Government to continue to provide information on the measures taken to promote equality of opportunity and treatment in employment and occupation for persons with disabilities, including information on the measures adopted or envisaged to tackle the barriers faced by persons with disabilities in accessing employment and occupation and those affecting the fulfilment of the quotas established under the Ministerial Regulations B.E. 2554 (2011), such as the lack of qualifications and the inaccessibility of workplaces and public transport. Please also continue to: (i) collect and provide updated statistical information on the situation of persons with disabilities in the labour market, disaggregated by sex, in order to allow for the monitoring and evaluation of the impact of the measures adopted; and (ii) supply information on the petitions concerning discrimination in employment and occupation dealt with by the National Commission and their outcomes.

Equality of opportunity and treatment irrespective of HIV status. The Committee notes the information provided by Government concerning the Notification of the Ministry of Labour on Prevention and Management of AIDS in the Workplace of 5 November 2020 and the elaboration of a Draft Bill on the Elimination of Discrimination at the initiative of the Foundation for Aids Rights (FAR) that is currently under consideration by the Government. The Committee asks the Government to provide information on the measures adopted in the framework of the Ministry of Labour’s Notification in order to promote equality of opportunity and treatment in employment and occupation for persons living with HIV. Please also provide information on any new developments concerning the Draft Bill on the Elimination of Discrimination.

Article 3(a). Cooperation with workers’ and employers’ organizations. In its previous comments, noting the establishment of various tripartite committees in charge of labour-related matters, the Committee asked the Government to provide details on any specific initiatives undertaken by these bodies with a view to promoting the principles of the Convention. The Committee notes the Government’s indication that at present 15 tripartite committees have been established. Concerning relevant initiatives taken by these committees to promote the principles of the Convention, the Committee notes the information provided by the Government concerning a number of them. In particular, the Committee notes that the Labour Welfare Committee has focused on the prevention and management of HIV/AIDS in the workplace with a view to eliminating discrimination against people living with HIV in employment through the elaboration of the ‘notification’ mentioned above and the provision of support to employers to ensure that they comply with its instructions. The Committee further notes that the Wage Committee, in its announcement ;o. 10 on the minimum wage, has stated that employers shall pay wages not inferior to the legal minimum wage regardless of the nationality, age or gender of the worker (clause 8). The Committee asks the Government to continue to provide information on the initiatives undertaken by the various tripartite committees to promote the principles of the Convention and their impact.

Article 4. Measures affecting an individual suspected of activities prejudicial to the security of the State. In its previous comments, the Committee asked the Government to provide examples of application of article 40 of the Constitution – which provides that a person’s freedom to engage in an occupation can be restricted by law for the purpose of maintaining the security of the country or for other public interests - and section 17(2) of the Gender Equality Act – which allows for exceptions to the application of the principle of non-discrimination for reasons related to the national security – in the areas of employment and occupation, and to indicate how it is ensured that the restrictions adopted comply with Article 4 of the Convention and do not constitute discrimination under its Article 1. The Committee notes the Government’s reference to an example of the application of article 40 of the Constitution, namely the National Vaccine Security Act B.E. 2561 (2018) which provides that the National Vaccine Committee shall consist of members who do not hold political positions, are not local council members, do not hold local administrative positions, are not part of the managing committee of political staff nor are consultants or staff of political parties. The Government explains that those restrictions are justified by the need to ensure that the distribution of vaccines is not affected by political factors. As regards section 17(2) of the Gender Equality Act, the Committee notes the Government’s statement that it is aware that there are suggestions that this provision should be amended. The Act is thus being reviewed by the Department of Women's Affairs and Family Development. The Committee asks the Government to provide information on the outcome of the review of section 17(2) of the Gender Equality Act undertaken by the Department of Women's Affairs and Family Development as far as the exceptions to the application of the principle of non-discrimination for reasons related to the national security are concerned and any amendments proposed. Please also continue to monitor the application of article 40 of the Constitution to ensure that the restrictions provided therein comply with Article 4 of the Convention and do not constitute discrimination under its Article 1, and continue to provide examples of its application in practice.

Article 5. Special measures. Previously, the Committee asked the Government to indicate if any special measures have been adopted by virtue of article 27 of the Constitution to promote equality of opportunity and treatment in employment and occupation for categories in need of special protection or assistance. The Committee notes the Government’s reference to the measures adopted in favour of the elderly, people with disabilities, women and highland people, which have been recalled in the paragraphs above.

Maternity protection. In its previous comments, the Committee noted that under section 15 of the LPA unequal treatment between men and women may be allowed if required by the “description or nature of work”. Section 38 of the LPA introduces restrictions to women’s access to a number of occupations, such as mining or construction work to be performed underground, underwater, in a cave, in a tunnel or mountain shaft, except where the conditions of work are not harmful to the health or body of the employee. Section 39 further provides for restrictions in the case of pregnant women, concerning the type of tasks that they are allowed to perform and their working time (i.e. night work, overtime work and work on holidays). Therefore, the Committee asked the Government to review periodically the provisions on restrictions to women’s access to certain jobs or occupations included in the LPA in the light of the above principles to ensure that any protective measures taken are limited to maternity protection, in the strict sense, or are based on occupational safety and health risk assessments and do not constitute obstacles to the employment of women, and to provide information on the results of such review. The Committee notes the Government’s indication that the nature and working conditions for women and pregnant women are determined on the basis of women’s health risks. The Government states that 30 per cent of the employees in the mining industry are women and that the measures adopted to protect their health were not an obstacle to their employment. The Government also explains that section 39 of the LPA is meant to ensure that pregnant women have working conditions suitable to their health needs and that overtime may, for example, be allowed with their consent and provided that it does not affect their health. The Committee further notes the Government’ indication that, due to the fact that some workers produce or assemble products outside the workplace, the Homeworkers Protection Act B.E. 2553 (2010) was enacted to protect them. Section 20 of the Act in particular prohibits pregnant women from performing work that could harm their health and safety, such as work that may be dangerous because of vibrations, that involves lifting or carrying more than 15 kilograms of heavy loads, or requires exposure to aerosols, vapour, gas, dust, fumes, or fibres. Furthermore, the Committee notes that the Government has provided information on its plan to conduct reviews of the LPA and the Homeworkers Protection Act, which are expected to be completed, respectively, in 2024 and 2022. Noting the information provided by the Government and recalling 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, the Committee asks the Government to provide information on the outcome of the reviews of the LPA and the Homeworkers Protection Act and the recommendations arising out thereof, as regards sections 15, 38 and 39 of the former and section 20 of the latter.

Enforcement. In its previous comments, the Committee asked the Government to: (1) continue to provide information on judicial decisions and cases dealt with by the National Human Rights Commission involving issues related to the application of the Convention, as well as information on any violations in this respect brought to the attention of or detected by the Labour Protection and Welfare Offices, and their outcomes; and (2) provide information on any relevant action taken by the Committee on Consideration of Unfair Gender Discrimination established under section 14 of the Gender Equality Act. The Committee notes the Government’s indication that in 2020 the National Human Rights Commission received nine complaints concerning discrimination in employment and occupation, including cases of gender-based discrimination and discrimination on the ground of HIV status. As regards the Committee on Consideration of Unfair Gender Discrimination, the Government states that a case of discrimination against a transgender woman was dealt with. The Committee also refers to the information about cases of discriminatory rejections of job applications and discriminatory dismissals on the ground of gender and gender identity and sexual orientation that have been noted in the previous paragraphs. The Committee asks the Government to continue to provide information on judicial decisions and cases dealt with by the National Human Rights Commission involving issues related to the application of the Convention as well as any relevant case addressed by the Committee on Consideration of Unfair Gender Discrimination. Please also provide information on any violations related to the principles of the Convention brought to the attention of or detected by the Labour Protection and Welfare Offices, and their outcomes as well as any measures adopted to enhance the capacity of labour inspectors to identify, prevent and address cases of discrimination.

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

The Committee notes that the Government’s report has not been received. It is therefore bound to repeat its previous comments.

Repetition

Articles 1(b) and 2 of the Convention. Equal remuneration for men and women for work of equal value. Legislation. In its previous observation, the Committee noted that section 53 of the Labour Protection Act of 2008, in providing only equal wages in cases where men and women perform work of the same nature, quality and quantity, did not fully reflect the principle of the Convention. It: (1) expressed the hope that the necessary steps would soon be taken to amend it in order to include the principle of equal remuneration for men and women for work of equal value explicitly; (2) requested the Government to report on the progress made in this regard; and (3) asked for information on any further activities undertaken, in cooperation with workers’ and employers’ organizations, to promote the principle of the Convention in the public and the private sectors. The Committee notes with satisfaction that section 53 of the Labour Protection Act was amended in 2019 (B.E. 2562/2019) so as to prescribe that an employer shall set equal rates of wage, overtime pay, holiday pay, and holiday overtime pay for men and women for “work of equal value”. The Committee also notes that, in its report, the Government indicates that under the Homeworkers Protection Act (B.E. 2553/2010) informal workers are recognized as having the right to equal remuneration, irrespective of their sex. The Committee notes that section 16 of the Homeworkers Protection Act prescribes equal remuneration for work “of the same nature and quality and with the same quantity” only, which is narrower than the principle of the Convention. Concerning the activities undertaken in cooperation with the social partners to promote the principle of the Convention in the public and the private sectors, the Committee notes the information provided by the Government on various initiatives, including awareness-raising activities on good labour practices and reach-out activities for businesses. The Committee asks the Government to provide information on the application in practice of section 53 as amended (B.E. 2562/2019) of the Labour Protection Act, including any judicial decisions invoking this provision and any violation detected by the labour inspectors, the sanctions imposed and the remedies granted. The Committee asks the Government to adopt the necessary measures so that section 16 of the Homeworkers Protection Act (B.E. 2553/2010) is aligned in the near future to the amended section 53 of the Labour Protection Act in order to include the principle of equal remuneration for men and women for work of equal value explicitly. The Committee also asks the Government to continue to provide information on the activities undertaken, in cooperation with workers’ and employers’ organizations, to promote the principle of the Convention in the public and the private sectors and to raise awareness about it.

Articles 2 and 3. Determination of remuneration. Objective job evaluation. Public sector. In its previous observation, the Committee urged the Government to indicate the specific measures taken to ensure that job descriptions and the selection of factors for job evaluation are free from gender bias, and more particularly with regard to employees working in the public service who are not public officials. The Committee also requested the Government to provide statistical data, disaggregated by sex, on the distribution and remuneration of men and women in the various groups of the compensation schedule. The Committee notes the Government’s indications that the Remuneration System Manual for Civil Servants, which has been elaborated by the Office of the Civil Service Commission, sets out the factors that must be taken into account when determining remuneration rates for civil servants. Among these factors figures the “value of the work” performed, however the criteria used to determine the value of the work performed are not indicated. The Committee recalls that in order to determine the value of work, the use of appropriate techniques for objective job evaluation, comparing factors such as skills, effort, responsibilities and working conditions, is required (see 2012 General Survey on the fundamental Conventions, paragraph 675). The Committee requests the Government to indicate how the value of the work performed by men and women is determined for the purpose of setting remuneration rates in the public sector and how it is ensured that there is no gender bias in the process, so as to comply fully with the principle of the Convention. The Committee also reiterates its request for statistical data, disaggregated by sex, on the distribution and remuneration of men and women in the various groups of the compensation schedule.

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

The Committee hopes that the Government will make every effort to take the necessary action in the near future.

Direct Request (CEACR) - adopted 2021, published 110th ILC session (2022)

The Committee notes the observations from the National Congress of Thai Labour (NCTL) transmitted by the Government with its reply and received on 25 November 2021.

Article 1(a) of the Convention. Additional emoluments. Overtime payments. The Committee notes the observations provided by the NCTL regarding the provisions of the Labour Protection Act, which set the maximum hours of work per week and stipulate that overtime work should be paid at 1.5 times the hourly rate. The union adds that the Thai Labour Standard (TLS) 8001-2020 states that the employer must pay wages and remuneration to employees for work performed outside work hours or exceeding normal working hours at not less than the legal requirement. It further indicates that Ministerial Regulation No.7 provides that workers involved in production who are paid monthly wages are eligible to be paid for overtime work only at the hourly rate. The NCTL states that therefore there is an inconsistency between Ministerial Regulation No. 7 and the Labour Protection Act, the latter being in conformity with the Convention. The Committee notes that, in its reply, the Government states that there is no inconsistency because Ministerial Regulation No. 7 indicates that employer and workers involved in production can agree the maximum hours worked in a day, as long as the weekly max is under 48 hours and states that the Convention is not relevant in this regard. The Committee recalls that, in accordance with the Convention, the principle of equal remuneration for men and women for work of equal applies not only to wages but also to any additional emoluments, including overtime payments. It also stresses that compliance with the requirements of the Convention is required in law and in practice and, therefore it is important to assess the impact of any legal provisions on the gender pay gap in practice. If, as a result of the implementation of the above legal provisions, women or men are disproportionally affected by lower supplements for overtime work, it may contribute to unequal pay for men and women and have an impact on the gender pay gap and therefore be contrary to the principle of the Convention. In order for the Committee to get an appreciation of how these legal provisions operate in practice and their possible impact on the gender pay gap, it requests the Government to provide statistical information disaggregated by sex on the distribution of men and women in the production sector and other sectors of the economy and, within the production sector, on the number of overtime hours worked as well as any other relevant information. It also requests the Government to provide any assessment it may have made of the impact of overtime payments on the remuneration of men and women.

Articles 2 and 3. Private sector. In its previous comments, the Committee urged the Government to provide information on the practical application of the Thai Labour Standards (TLS) 8001-2003 related to equal remuneration for men and women for work of equal value and also asked it to indicate whether any activities, including training, had been organized in the private sector to promote job evaluation and provide a better understanding of the principle of equal remuneration for men and women for work of equal value. The Committee notes the Government’s indication that the TLS are regularly updated and that, on 24 March 2020, the TLS 8001-2020 entered into force. The TLS 8001-2020 state that the employer “shall treat employees equally in payment of wage and remuneration, regardless of gender of employees” (standard 4.7.3). The Committee also notes the information provided by the Government concerning a series of training sessions on TLS 8001-2020 and evaluations of businesses’ application of the TLS, which were conducted by the Department of Labour Protection and Welfare. The Committee requests the Government to provide information on the results of the evaluation exercises conducted by the Department of Labour Protection and Welfare in relation to the application of standard 4.7.3 of the TLS 8001-2020 and the principle of equal remuneration for men and women for work of equal value, including information on the use of objective evaluation methods by employers. Please also continue to provide information on any activities undertaken to promote the application of the Convention in the private sector.

Gender pay gap. In its previous comments, the Committee asked the Government to provide: (1) information on the measures taken under the Eleventh National Economic and Social Development Plan to improve women’s access to decision-making and management positions, and their impact on reducing the gender pay gap; and (2) statistical data disaggregated by sex on the participation of men and women in different occupations and sectors of activity in the public and private sectors. The Committee notes that the Government refers to the Five-Year Report on the Eleventh National Economic and Social Development Plan (2012–2016) which highlights that the number of women in executive and decision-making positions increased during the years of implementation of the Plan. The Committee also notes that currently the Twelfth National Economic and Social Development Plan (2017–2021) includes a strategy (strategy no. 2) to reduce inequality in society which, among other things, envisages the adoption of measures to reduce income inequalities (target 1). Under the Plan, the Department of Women's Affairs and Family of the Ministry of Social Development and Human Security has introduced the Action Plan for Women Development (Phase 1: 2020-2022) with the objective of fostering gender equality by changing attitudes, empowering women and enhancing their public participation, among others. Concerning statistical data, the Committee notes from the statistics provided by the Government that in the last quarter of 2020 the average monthly wage of women was 14,780 Bath, compared to 14,484 Bath for men. The Committee also notes that according to the Labour Force Survey, in the last quarter of 2020, women accounted for 45.87 per cent of the total population in employment. In the same period, the majority of women in employment worked as skilled agricultural forest and fishery workers (26.9 per cent of all women workers) followed by service workers (24.76 per cent), while the majority of men engaged in agriculture, forestry, and fishing (35.5 per cent of all men workers), followed by wholesale and retail trade (15.15 per cent), and manufacturing (14.61 per cent). As regards the public sector, the Committee notes that women represented a majority of the civil servants, however they accounted only for 30.29 per cent of civil servants in managerial positions, and 20.93 per cent of civil servants in executive positions. The Committee requests the Government to provide information on the measures adopted under the Twelfth National Economic and Social Development Plan (2017 – 2021) to promote the principle of the Convention and foster greater participation of women in managerial and executive positions, in the public and private sectors, as well as in a wider range of occupations and sectors of activity, and their results. Please also continue to supply statistical information disaggregated by sex on the participation of men and women in different occupations and sectors of activity and their remuneration rates, in the public and private sectors.

Article 4. Cooperation with employers’ and workers’ organizations. In its previous comments, the Committee asked the Government to provide the following information: (1) the number of committees set up in order to follow up the workplace policy and how they ensure and monitor the implementation of the principle of equal remuneration for men and women for work of equal value; (2) how the Labour Welfare Committee as well as the welfare committees at the enterprise level are in practice promoting equal remuneration for men and women for work of equal value; and (3) whether any collective agreements explicitly providing for equal remuneration for men and women for work of equal value have been concluded, and if so please forward copies of such agreements. The Committee notes the Government’s indication that between October 2020 and March 2021 there were 4,289 welfare committees set up in business enterprises. The Government reports that, in general, the welfare committees can promote the principle of the Convention by: raising the issue with employers; making suggestions and providing advice to employers; monitoring the provision of welfare benefits to employees; and raising awareness about the right to equal remuneration for work of equal value. The Committee also notes the Government’s statement that there are no collective agreements covering specifically the question of equal remuneration for men and women for work of equal value. The Committee recalls that the determination of criteria for job evaluation and their weighting are matters on which cooperation between employers and workers is particularly relevant, giving collective bargaining an important place in this context (See General Survey on the fundamental Conventions, 2012, paragraph 705). In addition, Governments should take the necessary steps, in cooperation with the social partners, to ensure that the provisions of collective agreements observe the principle of the Convention (See General Survey 2012, paragraph 681). The Committee requests the Government to provide specific information on the measures adopted in practice by the welfare committees to promote and monitor the application of the principle of the Convention, including information on any initiatives directed at promoting objective job evaluations, and their impact. Please also indicate if any measures have been adopted or envisaged, in cooperation with the social partners, to promote the inclusion of specific clauses on equal remuneration for men and women for work of equal value in collective agreements.

Enforcement. In its previous comments, the Committee asked the Government to provide information on the following points: 1) how training activities undertaken on ILO standards, labour protection and labour law enforcement had contributed to increasing the awareness of labour inspectors on the issue of equal remuneration for work of equal value, and assisted them in better detecting and addressing violations of the principle of the Convention; and 2) the results of labour inspection activities, such as the number of written orders delivered to employers and any proceedings that have followed such delivery under sections 15 and 53 of the Labour Protection Act. The Committee notes that the Government refers to the implementation of various training and awareness-raising activities concerning the principle of the Convention that involved labour inspectors. The Committee also notes the Government’s indication that no violation of the principle of equal remuneration for men and women for work of equal value has been detected by the labour inspectors. The Committee encourages the Government to continue to conduct training and awareness-raising activities for labour inspectors on the principle of the Convention and to provide information about these activities as well as on the number of violations detected, the sanctions imposed and remedies granted under the Labour Protection Act.

Direct Request (CEACR) - adopted 2021, published 110th ILC session (2022)

Article 1 of the Convention. Prohibition of discrimination and scope of application. Legislation. In its previous comments, the Committee noted that the non-exhaustive list of the prohibited grounds of discrimination contained in article 27 of the Constitution may cover all the grounds spelt out in Article 1(1)(a) of the Convention, although the ground of colour is not explicitly referred to. At the same time, the Committee noted that the Labour Protection Act (LPA) (B.E. 2541 (1998) and subsequent amendments) does not contain a general prohibition of discrimination in employment and occupation. Moreover, in the national legislation there is no definition of discrimination, with the exception of the provision of the Gender Equality Act (B.E. 2558 (2015)), section 3. In the light of the above, the Committee requested the Government to: (1) provide information on how article 27 of the Constitution as well as the relevant provisions of the LPA, and the Gender Equality Act are applied in practice to ensure that the principles of the Convention extend to all aspects of employment and occupation covered by Article 1(3) of the Convention and all grounds of discrimination prohibited under Article 1(1)(a) of the Convention, in particular how the Courts have been interpreting the expression “any other grounds”; (2) indicate how it is ensured that the same protection is applied to all workers – including the categories of workers excluded from the scope of application of the LPA and subsequent amendments under section 22; (3) indicate how non-discrimination and equality of opportunity and treatment are ensured and promoted in respect of the workers in provinces where emergency laws are applied; and (4) provide information on the application of the Convention to workers in the public sector with respect to all aspects of employment and occupation covered in Article 1(3) of the Convention and in respect of all the grounds of discrimination prohibited under Article 1(1)(a).

The Committee notes that in its report the Government states that, although the ground of “colour” is not expressly referred to in article 27 of the Constitution, the reference to “other grounds” gives the judiciary room to address cases of discrimination based on colour. Nevertheless, no judgment has so far been handed down concerning article 27 of the Constitution. Concerning the application of section 15 of the LPA, which prohibits discrimination between men and women, the Committee notes the Government’s reference to Supreme Court's decision No. 6011 - 6017/2545 concerning a case of discrimination in the determination of the retirement age of women and men employees. The Government further indicates that the Committee on the Determination of Unfair Gender Discrimination, which has been established under the Gender Equality Act to examine complaints concerning cases of discrimination, has received 60 petitions from 2015 to 2021, 12 of which concerned discrimination in employment, including alleged discriminatory rejections of job applications and discriminatory dismissals on the ground of gender and gender identity and sexual orientation. As regards the application of the protections of the Convention to the categories of workers excluded from the scope of application of the LPA, the Committee notes the Government’s statement that these workers benefit from the protections afforded by the Constitution and the Gender Equality Act, in addition to the ministerial regulations issued under section 22 of the LPA, such as the Ministerial Regulation on Labour Protection in Agriculture or the Ministerial Regulation on the Protection of Workers in Fisheries (B.E. 2557 (2014)), which make reference to the non-discrimination provisions included in the LPA. Concerning the workers in provinces where emergency laws are applied, the Government indicates that the application of emergency laws may nullify the provisions on discrimination under the Constitution and the Gender Equality Act. The Governments also states that it has been persistently trying to promote equality of opportunity for workers in these areas through the Labour Service Program in the Southern Border Provinces, the programme on Economic Development and Empowerment in Southern Border Provinces, and the Royal Vocational Training Center, among others. Finally, as far as workers in the public sector are concerned, the Committee notes the Government’s reference to a set of recommendations issued by the sub-Committee on Gender Equality Promotion to tackle gender discrimination and promote equality, which include, for example, the recommendation to have gender neutral job descriptions and requirements, to encourage women’s representation in decision-making positions and to raise awareness about sexual harassment and the means to prevent and address it. The Committee asks the Government to continue to provide information on the practical application of: (i) article 27 of the Constitution; (ii) the relevant provisions of the Labour Protection Act (LPA); and (iii) the Ministerial Regulations issued under section 22 of the LPA and the Gender Equality Act (BE 2558 (2015)), including relevant judicial decisions, cases dealt with by the Committee on the Determination of Unfair Gender Discrimination and any infraction detected by the labour inspectors, where applicable, as well as examples of application of the principles of the Convention to workers in the public sector. Please also indicate what mechanisms are available to workers in the provinces where emergency laws are in force allowing them to lodge complaints and obtain reparation in case of discrimination in employment and occupation based on at least the grounds listed in Article 1(1)(a) of the Convention.

Article 1(1)(a). Discrimination based on sex. Sexual harassment. In its previous comments, the Committee requested the Government to provide information on the following: (1) whether the prohibition of sexual harassment under section 16 of the LPA covers both quid pro quo harassment (any physical, verbal or non-verbal conduct of a sexual nature and other conduct based on sex affecting the dignity of women and men which is unwelcome, unreasonable and offensive to the recipient; and a person’s rejection of, or submission to, such conduct is used explicitly or implicitly as a basis for a decision which affects that person’s job) and hostile work environment (conduct that creates an intimidating, hostile or humiliating working environment for the recipient); (2) examples of application of this provision in practice; (3) how protection from sexual harassment is ensured in law and practice in respect of harassment practised by co-workers and clients or other persons met in connection with performance of work duties; (4) how protection from sexual harassment is ensured in law and practice in respect of vocational training, access to employment, and performing work in an occupation; and (5) examples of application of section 10(2) of the Gender Equality Act, which envisages the adoption of special measures to eliminate gender-based violence, with regard to employment and occupation.

The Committee notes the Government’s statement that “any act which is intrusive, threatening, or annoying committed by those in superior positions against subordinates, either in the form of quid pro quo or hostile environment, shall be considered an offence under section 16” of the LPA. Concerning the practical application of this provision, the Government states that labour inspectors are charged with monitoring the application of section 16 of the LPA and receiving complaints from employees. However, no information is provided on violations detected or complaints received in this respect. The Government refers to two judgments of the Supreme Court related to section 16 of the LPA, namely: decision No. 1372/2545, concerning a case of sexual harassment by a worker in charge of assessing the probation period of a women worker; and decision No. 8379/2550, concerning a case of exaction of sexual favours by an employer from his employee. As regards the prohibition of sexual harassment by co-workers, the Committee notes that the Government states that the Criminal Code covers sexual offences as well as acts of bullying, maltreating, menacing, or causing to suffer humiliation or annoyance (section 397) that are committed by colleagues, customers or any other person met in relation to the performance of work duties. Section 397 of the Criminal Code also covers cases of sexual harassment in respect of vocational training, access to employment, and performing work in an occupation. In addition, the Government refers to the Rules on Acts Which Are Sexual Assault or Harassment (B.E. 2553 (2010)), issued under section 8(5) and section 83 of the Civil Service Act (B.E. 2551 (2008)), which provide for disciplinary actions in case of sexual harassment, ranging from warning and wage reduction to dismissal. The Government furthermore indicates that on 16 March 2021, Cabinet approved a Resolution on Administrative Measures for Effective Disciplinary and Ethical Procedures that provides for the application of maximum disciplinary and ethical measures to civil servants who are found to be guilty of sexual harassment, such as suspension or temporary dismissal. Concerning the application of section 10(2) of the Gender Equality Act with regard to employment and occupation, the Committee notes the Government’s indication that special measures to eliminate gender-based violence under section 10(2) of the Act are yet to be adopted. However, in 2020, the Gender Equality Promotion Committee elaborated a set of draft Measures to Prevent and Address Sexual Abuse or Harassment in the Workplace, including the establishment of internal complaint mechanisms and standard procedures to address cases of sexual harassment. The Committee recalls that addressing sexual harassment only through criminal proceedings is normally not sufficient, due to the sensitivity of the issue, the higher standard of proof and the fact that criminal law generally does not cover the full range of behaviour that constitutes sexual harassment in employment and occupation (see 2012 General Survey on the fundamental Conventions, paragraph 792). The Committee asks the Government to continue to provide examples of the application in practice of section 16 of the LPA, including cases of quid pro quo and hostile environment sexual harassment, and encourages the Government to consider amending section 16 so as to also cover cases of sexual harassment committed by co-workers and clients or other persons met in connection with the performance of work duties. Please also supply information on: (i) the application of section 397 of the Criminal Code to cases of sexual harassment in employment and occupation; (ii) any developments concerning the adoption and implementation of the draft Measures to Prevent and Address Sexual Abuse or Harassment in the Workplace; and (iii) any other measure adopted under section 10(2) of the Gender Equality Act to prevent and address sexual harassment in employment and occupation.

Article 1(2). Inherent requirements of the job. In its previous comments, the Committee requested the Government to provide information on the application in practice of article 27 of the Constitution – which provides that, in the case of members of the armed forces, the police force, government officials, other officials of the State, and officers or employees of State organizations, the enjoyment of equal rights may be restricted by law “in relation to politics, capacities, disciplines or ethics” – and section 17(2) of the Gender Equality Act – which allows for exceptions to the prohibition of gender discrimination “for the compliance with religious principles” – , and to indicate how it is ensured that the restrictions provided for in those provisions comply with the Convention. The Committee notes the Government’s indication that to date there have been no judicial decisions related to the application of article 27 of the Constitution or section 17(2) of the Gender Equality Act. The Government also states that concerns have been raised about section 17(2) of the Gender Equality Act and the Department of Women’s Affairs and Family Development is consequently conducting public hearings with a view to evaluating the impact of this provision. The evaluation should be completed in November 2021. The Committee asks the Government to continue to collect and provide information on the application in practice of article 27 of the Constitution and section 17(2) of the Gender Equality Act so as to assess the compliance of these provisions with the Convention. Please also provide information on the results of the evaluation exercise conducted by the Department of Women’s Affairs and Family Development concerning the application of section 17(2) of the Gender Equality Act as regards in particular exceptions to the prohibition of gender discrimination “for the compliance with religious principles” and any action taken as a follow-up to the evaluation.

Article 2. National Equality Policy. In its previous comments, the Committee asked the Government to provide information on the specific measures adopted under the 20-Year National Strategy (B.E. 2018 – 2037) and the 12th National Economic and Social Development Plan (2017 – 2021) to eliminate discrimination based on, at least, all the grounds prohibited under Article 1(1)(a) of the Convention and promote equality of opportunity and treatment in employment and occupation, and on their results. The Committee notes the information provided by the Government on the projects implemented under the 20-Year National Strategy to promote equality and support employment and career development of the elderly and persons with disabilities as well as to improve the quality of life of target populations, such as hill tribes. The Committee also notes the Occupational Development Program for Women, aimed at fostering skills development, which benefited 16,630 women in 2020. Concerning the implementation of the 12th National Economic and Social Development Plan, the Government refers to a number of measures directed at providing women with vocational training, personal career counselling and skills development, as well as measures aimed at improving access to education for persons with disabilities, including through financial support. The Committee asks the Government to continue to supply information on the measures adopted to eliminate discrimination based on, at least, all the grounds prohibited under Article 1(1)(a) the Convention and promote equality of opportunity and treatment in employment and occupation, and to monitor and report on their results, in cooperation with the social partners and other interested groups.

Articles 2 and 3. Equality of opportunity and treatment between men and women. In its previous comments, the Committee asked the Government to: (1) continue to provide information on the results of the various initiatives undertaken to promote equality of opportunity and treatment between men and women; (2) provide statistical data on the evolution of the distribution of men and women in the various economic sectors and occupations; and (3) provide information on any specific measure, policy or plan adopted by the Gender Equality Promotion Committee with a view to promoting and applying the principles of the Convention in the private and public sectors, including the promotion of workplace measures which favour shared family responsibility between men and women and address gender stereotypes affecting women’s access to and advancement in employment and occupation. The Committee notes the information provided by the Government concerning the Women in STEM (science, technology, engineering and mathematics) project, which aims to reduce the skills gap between men and women and enhance women’s opportunities to career advancement. The project provided for the training of 986 women in Nakhon Ratchasima province in 2019, and 656 women in Chonburi and Samut Prakan in 2020. In 2021, training is targeted at the provinces of Patumthani, Nontaburi, and Prachinburi. The Government also states that women are for the largest part unpaid family workers and are otherwise concentrated in clerical occupations (women represent 70.3 per cent of all clerical workers). Regarding the measures adopted to promote shared family responsibilities between men and women, the Committee notes the Government’s reference to the establishment of childcare centres in workplaces and in communities, and the promotion of breastfeeding areas in business enterprises. The Committee asks the Government to provide information on the impact of the Women in STEM project on increasing the number of women employed in a wider range of occupations, particularly those in which they are underrepresented. The Committee also asks the Government to: (i) continue to provide information on the measures adopted to promote equality of opportunity and treatment between men and women and their impact, including information on the initiatives undertaken by the Gender Equality Promotion Committee; (ii) provide statistical data on the evolution of the distribution of men and women in the various economic sectors and occupations; and (iii) continue to supply information on the measures adopted to promote shared family responsibilities between men and women and the results achieved in terms of women’s access to and advancement in employment and occupation.

Equality of opportunity and treatment irrespective of race, colour and national extraction. Highland peoples and other ethnic groups. In its previous comments, the Committee asked the Government to continue to provide information on the measures adopted to promote equality of opportunity and treatment in employment and occupation for Highland peoples and other ethnic groups, including information on the measures taken to ensure that they can engage without discrimination in their traditional occupations and livelihoods and on any measures adopted in this regard as a follow-up to the recommendations issued by the National Human Rights Commission (Recommendation No. 3/2561of 2018). The Committee notes the Government’s reference to the Highland Occupational Security and Community Income Promotion Program, which was created in 2020 and benefited 3,255 persons. The Government also provides information on the implementation of Royal Projects aimed at promoting careers in both agricultural and non-agricultural sectors which involved 4,822 participants. Concerning the follow-up to the recommendations issued by the National Human Rights Commission, the Government states that a number of measures have been adopted in favour of the Karen people, including compensations, support for traditional occupations and a survey on land entitlements of the Karen people in national parks and reserved forest areas. The Committee further notes the Government’s indication that the Ministries of Culture and Education are working towards a ‘local curriculum management’ with a view to involving communities in the definition of educational curricula and complementing main learning courses in line with communities’ lifestyles and culture. The Committee also notes from the report of the UN Working Group on the issue of human rights and transnational corporations and other business enterprises that: (1) ethnic minorities are disproportionately affected by large-scale development projects, with a significant negative impact on their livelihoods; (2) members of ethnic minorities who had toiled on the land for generations, through rotational farming, are being regarded as trespassers and are being criminalized, harassed and intimidated; and (3) a serious concern expressed by ethnic minorities relates to the lack of meaningful consultation before development projects are approved and/or special economic zones created (see A/HRC/41/43/Add.1, 21 Mai 2019, paragraph 72). In this regard, the Committee notes that the First National Action Plan on Business and Human Rights (2019–2022), available from the website of UNDP, provides for the conduct of consultations with ethnic groups “in order to get involved in the decision-making process in terms of strategy, policies and projects, especially in the formulation of land management and forest conservation policies as well as the development of large projects in accordance with the United Nations Declaration on the Rights of Indigenous Peoples” and also envisages the adoption of measures to ensure the livelihoods of highland peoples and other ethnic groups (p. 70). The Committee asks the Government to continue to provide information on the measures adopted to promote equality of opportunity and treatment in employment and occupation for Highland peoples and other ethnic groups, including information on the following: (i) the results of the survey on land entitlements of the Karen people in national parks and reserved forest areas and any follow-up action taken to ensure that the Karen people have access to the material goods, including secure access to land and resources required to carry out their traditional occupations, without discrimination; (ii) any measures adopted to prevent and address discriminatory criminalization, harassment and intimidation of workers belonging to Highland peoples and other ethnic groups that stem out of biased approaches towards their traditional occupations, which are often perceived as outdated, unproductive or environmentally harmful, adversely affecting their enjoyment of equality of opportunity and treatment in respect of occupation; and (iii) the measures adopted under the First National Action Plan on Business and Human Rights (2019–2022) to support the livelihoods of Highland peoples and other ethnic groups and involve them in the development of relevant policies, projects and strategies. Recalling the importance of access to education to achieve equality in employment and occupation, the Committee also asks the Government to continue to provide information on the implementation of the initiative directed at the ‘local curriculum management’.

General observation of 2018. In its previous comments, the Committee drew the Government’s attention to its general observation of 2018 and asked the Government to provide information in response to the questions raised in that observation. The Committee notes the information provided by the Government concerning various measures adopted in favour of stateless people in order to allow these people to live and work in Thailand.

Equality of opportunity and treatment irrespective of disabilities. Previously, the Committee asked the Government to continue to provide information on the measures taken to promote equality of opportunity and treatment in employment and occupation for persons with disabilities, including information on the following: (1) any action taken by the National Commission on Promotion and Development of Life Quality of Disabled Persons and any relevant services provided by the Service Centres for Persons with Disabilities, and their results; (2) any petitions concerning discrimination in employment and occupation dealt with by the National Commission and their outcomes; (3) statistical data on the situation of persons with disabilities in the labour market, disaggregated by sex; and (4) information on the application of the quotas established under the Ministerial Regulations B.E. 2554 (2011) and subsequent amendments. The Committee notes the Government’s reference to the 2020 Report of the Department of Empowerment of Persons with Disabilities, according to which a proposal developed by the Disability Network Assembly has been approved and includes measures to: promote access to work and self-employment of persons with disabilities; enhance the role of provincial and general disability service centres; and address negative stereotypes in society affecting disabled persons. In addition, the Government provides information on the efforts made to combat corruption in the recruitment of persons with disabilities, promoting their career and supporting entrepreneurs and employees with disabilities during the COVID-19 pandemic, including through incentives, such as tax reductions for employers who hire persons with disabilities during the pandemic in addition to the minimum number required by the quota system. Moreover, the Fund for Empowerment of Persons with Disabilities, which has been established under the Empowerment of Persons with Disabilities Act (B.E. 2550(2007)), funds capacity-building for persons with disabilities and supports their organizations. As regards the petitions concerning discrimination in employment and occupation dealt with by the National Commission, the Government states that one complaint was received in 2020 about a case of alleged discrimination in recruitment by a public education institute. The Committee notes that the Commission found that no discrimination occurred in that specific case but recommended that the province where the petitioner lived should assist him in finding suitable employment. The Committee also notes the Government’s indication that available data indicate that the number of persons with disabilities employed in the private sector is increasing, including through the implementation of the quota system under the Ministerial Regulations B.E. 2554 (2011). Nevertheless, a number of challenges remain in meeting the employment quota of persons with disabilities, notably the shortage of people having the required qualifications, restrictions on workplace facilities and the distance between the workplace and the accommodation of the people concerned. In this regard, the Committee notes from the report of the UN Working Group on the issue of human rights and transnational corporations and other business enterprises that about 1,152,254 persons with disabilities have only primary school education, and that public transport and workplaces are often inaccessible (see A/HRC/41/43/Add.1, 2019, paragraph 62). The Committee asks the Government to continue to provide information on the measures taken to promote equality of opportunity and treatment in employment and occupation for persons with disabilities, including information on the measures adopted or envisaged to tackle the barriers faced by persons with disabilities in accessing employment and occupation and those affecting the fulfilment of the quotas established under the Ministerial Regulations B.E. 2554 (2011), such as the lack of qualifications and the inaccessibility of workplaces and public transport. Please also continue to: (i) collect and provide updated statistical information on the situation of persons with disabilities in the labour market, disaggregated by sex, in order to allow for the monitoring and evaluation of the impact of the measures adopted; and (ii) supply information on the petitions concerning discrimination in employment and occupation dealt with by the National Commission and their outcomes.

Equality of opportunity and treatment irrespective of HIV status. The Committee notes the information provided by Government concerning the Notification of the Ministry of Labour on Prevention and Management of AIDS in the Workplace of 5 November 2020 and the elaboration of a Draft Bill on the Elimination of Discrimination at the initiative of the Foundation for Aids Rights (FAR) that is currently under consideration by the Government. The Committee asks the Government to provide information on the measures adopted in the framework of the Ministry of Labour’s Notification in order to promote equality of opportunity and treatment in employment and occupation for persons living with HIV. Please also provide information on any new developments concerning the Draft Bill on the Elimination of Discrimination.

Article 3(a). Cooperation with workers’ and employers’ organizations. In its previous comments, noting the establishment of various tripartite committees in charge of labour-related matters, the Committee asked the Government to provide details on any specific initiatives undertaken by these bodies with a view to promoting the principles of the Convention. The Committee notes the Government’s indication that at present 15 tripartite committees have been established. Concerning relevant initiatives taken by these committees to promote the principles of the Convention, the Committee notes the information provided by the Government concerning a number of them. In particular, the Committee notes that the Labour Welfare Committee has focused on the prevention and management of HIV/AIDS in the workplace with a view to eliminating discrimination against people living with HIV in employment through the elaboration of the ‘notification’ mentioned above and the provision of support to employers to ensure that they comply with its instructions. The Committee further notes that the Wage Committee, in its announcement ;o. 10 on the minimum wage, has stated that employers shall pay wages not inferior to the legal minimum wage regardless of the nationality, age or gender of the worker (clause 8). The Committee asks the Government to continue to provide information on the initiatives undertaken by the various tripartite committees to promote the principles of the Convention and their impact.

Article 4. Measures affecting an individual suspected of activities prejudicial to the security of the State. In its previous comments, the Committee asked the Government to provide examples of application of article 40 of the Constitution – which provides that a person’s freedom to engage in an occupation can be restricted by law for the purpose of maintaining the security of the country or for other public interests - and section 17(2) of the Gender Equality Act – which allows for exceptions to the application of the principle of non-discrimination for reasons related to the national security – in the areas of employment and occupation, and to indicate how it is ensured that the restrictions adopted comply with Article 4 of the Convention and do not constitute discrimination under its Article 1. The Committee notes the Government’s reference to an example of the application of article 40 of the Constitution, namely the National Vaccine Security Act B.E. 2561 (2018) which provides that the National Vaccine Committee shall consist of members who do not hold political positions, are not local council members, do not hold local administrative positions, are not part of the managing committee of political staff nor are consultants or staff of political parties. The Government explains that those restrictions are justified by the need to ensure that the distribution of vaccines is not affected by political factors. As regards section 17(2) of the Gender Equality Act, the Committee notes the Government’s statement that it is aware that there are suggestions that this provision should be amended. The Act is thus being reviewed by the Department of Women's Affairs and Family Development. The Committee asks the Government to provide information on the outcome of the review of section 17(2) of the Gender Equality Act undertaken by the Department of Women's Affairs and Family Development as far as the exceptions to the application of the principle of non-discrimination for reasons related to the national security are concerned and any amendments proposed. Please also continue to monitor the application of article 40 of the Constitution to ensure that the restrictions provided therein comply with Article 4 of the Convention and do not constitute discrimination under its Article 1, and continue to provide examples of its application in practice.

Article 5. Special measures. Previously, the Committee asked the Government to indicate if any special measures have been adopted by virtue of article 27 of the Constitution to promote equality of opportunity and treatment in employment and occupation for categories in need of special protection or assistance. The Committee notes the Government’s reference to the measures adopted in favour of the elderly, people with disabilities, women and highland people, which have been recalled in the paragraphs above.

Maternity protection. In its previous comments, the Committee noted that under section 15 of the LPA unequal treatment between men and women may be allowed if required by the “description or nature of work”. Section 38 of the LPA introduces restrictions to women’s access to a number of occupations, such as mining or construction work to be performed underground, underwater, in a cave, in a tunnel or mountain shaft, except where the conditions of work are not harmful to the health or body of the employee. Section 39 further provides for restrictions in the case of pregnant women, concerning the type of tasks that they are allowed to perform and their working time (i.e. night work, overtime work and work on holidays). Therefore, the Committee asked the Government to review periodically the provisions on restrictions to women’s access to certain jobs or occupations included in the LPA in the light of the above principles to ensure that any protective measures taken are limited to maternity protection, in the strict sense, or are based on occupational safety and health risk assessments and do not constitute obstacles to the employment of women, and to provide information on the results of such review. The Committee notes the Government’s indication that the nature and working conditions for women and pregnant women are determined on the basis of women’s health risks. The Government states that 30 per cent of the employees in the mining industry are women and that the measures adopted to protect their health were not an obstacle to their employment. The Government also explains that section 39 of the LPA is meant to ensure that pregnant women have working conditions suitable to their health needs and that overtime may, for example, be allowed with their consent and provided that it does not affect their health. The Committee further notes the Government’ indication that, due to the fact that some workers produce or assemble products outside the workplace, the Homeworkers Protection Act B.E. 2553 (2010) was enacted to protect them. Section 20 of the Act in particular prohibits pregnant women from performing work that could harm their health and safety, such as work that may be dangerous because of vibrations, that involves lifting or carrying more than 15 kilograms of heavy loads, or requires exposure to aerosols, vapour, gas, dust, fumes, or fibres. Furthermore, the Committee notes that the Government has provided information on its plan to conduct reviews of the LPA and the Homeworkers Protection Act, which are expected to be completed, respectively, in 2024 and 2022. Noting the information provided by the Government and recalling 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, the Committee asks the Government to provide information on the outcome of the reviews of the LPA and the Homeworkers Protection Act and the recommendations arising out thereof, as regards sections 15, 38 and 39 of the former and section 20 of the latter.

Enforcement. In its previous comments, the Committee asked the Government to: (1) continue to provide information on judicial decisions and cases dealt with by the National Human Rights Commission involving issues related to the application of the Convention, as well as information on any violations in this respect brought to the attention of or detected by the Labour Protection and Welfare Offices, and their outcomes; and (2) provide information on any relevant action taken by the Committee on Consideration of Unfair Gender Discrimination established under section 14 of the Gender Equality Act. The Committee notes the Government’s indication that in 2020 the National Human Rights Commission received nine complaints concerning discrimination in employment and occupation, including cases of gender-based discrimination and discrimination on the ground of HIV status. As regards the Committee on Consideration of Unfair Gender Discrimination, the Government states that a case of discrimination against a transgender woman was dealt with. The Committee also refers to the information about cases of discriminatory rejections of job applications and discriminatory dismissals on the ground of gender and gender identity and sexual orientation that have been noted in the previous paragraphs. The Committee asks the Government to continue to provide information on judicial decisions and cases dealt with by the National Human Rights Commission involving issues related to the application of the Convention as well as any relevant case addressed by the Committee on Consideration of Unfair Gender Discrimination. Please also provide information on any violations related to the principles of the Convention brought to the attention of or detected by the Labour Protection and Welfare Offices, and their outcomes as well as any measures adopted to enhance the capacity of labour inspectors to identify, prevent and address cases of discrimination.

Observation (CEACR) - adopted 2021, published 110th ILC session (2022)

Articles 1(b) and 2 of the Convention. Equal remuneration for men and women for work of equal value. Legislation. In its previous observation, the Committee noted that section 53 of the Labour Protection Act of 2008, in providing only equal wages in cases where men and women perform work of the same nature, quality and quantity, did not fully reflect the principle of the Convention. It: (1) expressed the hope that the necessary steps would soon be taken to amend it in order to include the principle of equal remuneration for men and women for work of equal value explicitly; (2) requested the Government to report on the progress made in this regard; and (3) asked for information on any further activities undertaken, in cooperation with workers’ and employers’ organizations, to promote the principle of the Convention in the public and the private sectors. The Committee notes with satisfaction that section 53 of the Labour Protection Act was amended in 2019 (B.E. 2562/2019) so as to prescribe that an employer shall set equal rates of wage, overtime pay, holiday pay, and holiday overtime pay for men and women for “work of equal value”. The Committee also notes that, in its report, the Government indicates that under the Homeworkers Protection Act (B.E. 2553/2010) informal workers are recognized as having the right to equal remuneration, irrespective of their sex. The Committee notes that section 16 of the Homeworkers Protection Act prescribes equal remuneration for work “of the same nature and quality and with the same quantity” only, which is narrower than the principle of the Convention. Concerning the activities undertaken in cooperation with the social partners to promote the principle of the Convention in the public and the private sectors, the Committee notes the information provided by the Government on various initiatives, including awareness-raising activities on good labour practices and reach-out activities for businesses. The Committee asks the Government to provide information on the application in practice of section 53 as amended (B.E. 2562/2019) of the Labour Protection Act, including any judicial decisions invoking this provision and any violation detected by the labour inspectors, the sanctions imposed and the remedies granted. The Committee asks the Government to adopt the necessary measures so that section 16 of the Homeworkers Protection Act (B.E. 2553/2010) is aligned in the near future to the amended section 53 of the Labour Protection Act in order to include the principle of equal remuneration for men and women for work of equal value explicitly. The Committee also asks the Government to continue to provide information on the activities undertaken, in cooperation with workers’ and employers’ organizations, to promote the principle of the Convention in the public and the private sectors and to raise awareness about it.

Articles 2 and 3. Determination of remuneration. Objective job evaluation. Public sector. In its previous observation, the Committee urged the Government to indicate the specific measures taken to ensure that job descriptions and the selection of factors for job evaluation are free from gender bias, and more particularly with regard to employees working in the public service who are not public officials. The Committee also requested the Government to provide statistical data, disaggregated by sex, on the distribution and remuneration of men and women in the various groups of the compensation schedule. The Committee notes the Government’s indications that the Remuneration System Manual for Civil Servants, which has been elaborated by the Office of the Civil Service Commission, sets out the factors that must be taken into account when determining remuneration rates for civil servants. Among these factors figures the “value of the work” performed, however the criteria used to determine the value of the work performed are not indicated. The Committee recalls that in order to determine the value of work, the use of appropriate techniques for objective job evaluation, comparing factors such as skills, effort, responsibilities and working conditions, is required (see 2012 General Survey on the fundamental Conventions, paragraph 675). The Committee requests the Government to indicate how the value of the work performed by men and women is determined for the purpose of setting remuneration rates in the public sector and how it is ensured that there is no gender bias in the process, so as to comply fully with the principle of the Convention. The Committee also reiterates its request for statistical data, disaggregated by sex, on the distribution and remuneration of men and women in the various groups of the compensation schedule.

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

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

Thailand (ratification: 2017)

The Committee notes the Government’s first report.

Article 1 of the Convention. Prohibition of discrimination and scope of application. Legislation. The Committee notes that article 27 of the Constitution prohibits “unfair discrimination” on the grounds of “origin, race, language, sex, age, disability, physical or health condition, personal status, economic and social standing, religious belief, education or political view” as well as discrimination on the basis “of any other grounds”. Article 27 further proclaims that men and women shall have equal rights and article 40 states that a person shall enjoy freedom to engage in an occupation. The Committee also notes that according to article 5 of the Constitution “[t]he provisions of any law, rule or regulation or any acts, which are contrary to or inconsistent with the Constitution, shall be unenforceable”. The Committee also notes that, according to the 2017 final observations of the United Nations (UN) Committee on the Elimination of Discrimination against Women (CEDAW), the prohibition of discrimination included in the Constitution and the legislation does not apply in the southern border provinces (Narathiwat, Pattani and Yala), where special emergency laws are applied (CEDAW/C/THA/CO/6-7, 24 July 2017, paragraph 8). With respect to working and employment conditions, promotion and termination, the Committee notes the Government’s indication in its report that every worker is treated equally under the Labour Protection Act (LPA) (BE 2541 (1998)). In this regard, the Committee notes that the LPA does not apply to: (1) central administration, provincial administration, and local administration; and (2) state enterprises under the law governing state enterprise labour relations (section 4). Furthermore, pursuant to section 22 of the LPA, agriculture, sea fishing, loading or unloading of marine cargoes, home work and transport work, among others, are subject to different labour regulations. The Committee notes that in some of these sectors, migrant workers are highly represented (A/HRC/41/43/Add.1, 21 May 2019, paragraph 55). Concerning discrimination based on sex, the Committee notes that, under section 15 of the LPA and subsequent amendments, men and women employees shall be treated equally; section 43 prohibits termination of employment of the basis of pregnancy; and section 53 enshrines the principle of equal remuneration between men and women for work of equal value. The Committee also notes that the Gender Equality Act (BE 2558 (2015)) prohibits “unfair gender discrimination” (section 17) and defines it as “any act or omission of the act which causes division, discrimination or limitation of any right and benefit either directly or indirectly without justification due to the fact that the person is male or female or of a different appearance from his/her own sex by birth” (section 3).

The Committee notes that the non-exhaustive list of the prohibited grounds of discrimination contained in the Constitution may cover all the grounds spelt out in Article 1(1)(a) of the Convention, although the grounds of colour is not explicitly referred to (“any other ground”). At the same time, the Committee notes that the LPA does not contain a general prohibition of discrimination in employment and occupation. Moreover, in the national legislation there is no definition of discrimination, with the exception of the provision of the Gender Equality Act mentioned above. The Committee notes that the definition of gender discrimination contained in the Gender Equality Act explicitly refers to direct and indirect discrimination, in line with the Convention, but is narrower than the definition provided in Article 1(1)(a) of the Convention, in that it appears to refer to the impact of any act or omission on the equality of treatment only (“rights and benefits”), and does not encompass the adverse effect of the acts and omissions on the equality of opportunity.

In light of the above, the Committee requests the Government to:

• - provide information on how article 27 of the Constitution as well as the relevant provisions of the Labour Protection Act (LPA), and the Gender Equality Act (BE 2558 (2015)) are applied in practice to ensure that the principles of the Convention extends to all aspects of employment and occupation covered by Article 1(3) the Convention and all grounds of discrimination prohibited under Article 1(1)(a) of the Convention, in particular how the Courts have been interpreting the expression “any other grounds”;
• - indicate how it is ensured that the same protection is applied to all workers - including the categories of workers excluded from the scope of application of the Labour Protection Act (LPA) (BE 2541 (1998)) and subsequent amendments under section 22; and
• - indicate how non-discrimination and equality of opportunity and treatment are ensured and promoted in respect of the workers in provinces where emergency laws are applied.

The Committee requests the Government to provide information on the application of the Convention to workers in the public sector with respect to all aspects of employment and occupation covered in Article 1(3) of the Convention and in respect of all the grounds of discrimination prohibited under Article 1(1)(a).

Article 1(1)(a). Discrimination based on sex. Sexual harassment. The Committee notes that under section 16 of the LPA, an employer, a chief, a supervisor, or a work inspector shall be prohibited from committing sexual abuse, harassment or nuisance against an employee. In this regard, the Committee notes the Government’s indication that this provision is intended to protect both women and men in employment from sexual harassment and abuses by those holding supervisory roles. The Committee also notes the Government’s indication that, in 2010, the Civil Official Regulation on Acts Constituting Sexual Harassment or Sexual Abuses BE 2553 (2010) was adopted and that guidelines on preventing and addressing sexual harassment in the workplace were issued in 2015 by Cabinet Resolution. The Committee further notes that section 10(2), of the Gender Equality Act, envisages the adoption of special measures to eliminate gender-based violence.

The Committee therefore requests the Government to provide information on the following:

• - whether the prohibition of sexual harassment under section 16 of the LPA covers both quid pro quo harassment (any physical, verbal or non-verbal conduct of a sexual nature and other conduct based on sex affecting the dignity of women and men which is unwelcome, unreasonable and offensive to the recipient; and a person’s rejection of, or submission to, such conduct is used explicitly or implicitly as a basis for a decision which affects that person’s job) and hostile work environment (conduct that creates an intimidating, hostile or humiliating working environment for the recipient);
• - examples of application of this provision in practice;
• - how protection from sexual harassment is ensured in law and practice in respect of harassment practised by co-workers and clients or other persons met in connection with performance of work duties;
• - how protection from sexual harassment is ensured in law and practice in respect of vocational training, access to employment, and performing work in an occupation; and
• - examples of application of section 10(2) of the Gender Equality Act with regard to employment and occupation.

Article 1(2). Inherent requirements of the job. The Committee notes that article 27 of the Constitution provides that, in the case of members of the armed forces, police force, government officials, other officials of the State, and officers or employees of State organizations, the enjoyment of equal rights may be restricted by law “in relation to politics, capacities, disciplines or ethics”. The Committee also notes that section 17(2) of the Gender Equality Act allows for exceptions to the prohibition of gender discrimination “for the compliance with religious principles”. The Committee recalls that, under Article 1(2) of the Convention, distinctions exclusions or preferences in respect of a particular job are not deemed to be discriminatory if they are based on the inherent requirements of such job. These measures should correspond in a concrete and objective way to the inherent requirements of a specific and definable job, function or tasks. Criteria such as political opinion or religion may be taken into account as inherent requirements of certain posts involving special responsibilities. However, the inherent requirements of the particular job must be evaluated in the light of the actual bearing of the tasks performed. The systematic application of requirements involving one or more of the grounds of discrimination set out in the Convention is not admissible (General Survey on the fundamental Conventions, 2012, paragraphs 828 et seq.). In light of the above, the Committee asks the Government to provide information on the application in practice of article 27 of the Constitution and section 17(2) of the Gender Equality Act, including any relevant judicial decisions, and to indicate how it is ensured that the restrictions provided for in those provisions comply with the Convention.

Article 2. National Equality Policy. The Committee notes the Government’s indication that it has adopted various policies to promote equality in respect of employment and occupation. The Committee notes in particular that the 20-Year National Strategy (BE 2018–2037) sets out, among others, to promote social equality and equity and encompasses interventions in the areas of vocational training, employment and occupation. The Committee also notes that, under the 12th National Economic and Social Development Plan (2017–2021), strategic actions are envisaged to reduce inequality (strategy 2), including through improving access to education, skills-training and employment, and supporting income generating opportunities for the most disadvantaged groups. The Committee asks the Government to provide information on the specific measures adopted under the 20-Year National Strategy (BE 2018 2037) and the 12th National Economic and Social Development Plan (2017 – 2021) to eliminate discrimination based on, at least, all the grounds prohibited under Article 1(1)(a) the Convention and promoting equality of opportunity and treatment in employment and occupation, and on their results.

Articles 2 and 3. Equality of opportunity and treatment between men and women. The Committee notes that section 10(1) of the Gender Equality Act provides for the creation of a Gender Equality Promotion Committee mandated, among other things, to formulate policies, measures and plans to promote gender equality in the public and private sectors. The Committee also notes the Government’s reference to the Women Empowerment Strategy 2017–21, which focuses on local actions to improve women’s livelihoods and to provide relevant training for women unemployed, educationally disadvantaged and at risk of sexual exploitation and human trafficking. Furthermore, the Committee notes that the 20-Year National Strategy (BE 2018–2037) includes, among its objectives, the promotion of gender equality through the tackling of social attitudes about gender roles, the promotion of shared family responsibilities between men and women, the adoption of workplaces measures that would allow both men and women to meet their family responsibilities, and the enhancement of economic opportunities for women. The Government also informs about various occupational training activities for women undertaken by the Department of Women’s Affairs and Family Development of the Ministry of Social Development and Human Security as well as by the Ministry of Labour in cooperation with the ILO with a view to reducing the gap in science, technology, engineering and mathematics (STEM) skills between men and women and promote women’s access to employment. The Committee moreover notes that, in its latest report (2019) to the UN Commission on the Status of Women (Beijing+25), the Government indicates that traditional attitudes on gender roles are still an obstacle to the promotion of gender equality and women’s advancement, and it is therefore also focusing on changing those attitudes by taking measures to address stereotyping in the mass media, education curricula and textbooks, among others. The Committee takes notes of all the initiatives and measures taken to address discrimination and promote equality of opportunity and treatment between men and women in employment and occupation. The Committee asks the Government to continue to provide information on the results of the above-mentioned initiatives and measures and any obstacle encountered. It also asks the Government to provide statistical data on the evolution of the distribution of men and women in the various economic sectors and occupations. Please also provide information on any specific measure, policy or plan adopted by the Gender Equality Promotion Committee with a view to promoting and applying the principles of the Convention in the private and public sectors, including the promotion of workplace measures which favour shared family responsibility between men and women and address gender stereotypes affecting women’s access to and advancement in employment and occupation.

Equality of opportunity and treatment irrespective of race, colour and national extraction. Highland peoples and other ethnic groups. The Committee notes the Government’s indication that the Ministry of Social Development and Human Security has been implementing programmes to support the occupation and employment of highland peoples (“hill tribes”) and improving the marketability of their products. The Government also refers to the activities undertaken by the Social Welfare Promotion for Highland People Centre which is charged with realizing surveys and collecting information on highland communities and providing services in a number of areas, including education, income-generation and employment, on the basis of community plans. The Committee further notes that under the 20-Year National Strategy (BE 2018–2037) various measures are envisaged with a view to securing access to land, including certifying communal land-use rights and resolving disputes around forested lands, among many others. In this regard, the Committee also notes the Recommendation No. 3/2561of 2018 by the National Human Rights Commission, available on its website, on measures or guidelines for promotion and protection of human rights, including recommendations for improvement of laws, rules, regulations or orders in case of determination of areas to make a living, to reside and to carry on the way of life of ethnic group and local traditional communities in national forest reserve areas and national park areas.

The Committee refers to its general observation of 2018, in which it noted that unsecure land tenure and biased approaches towards the traditional occupations engaged by certain ethnic groups, which are often perceived as outdated, unproductive or environmentally harmful, continue to pose serious challenges to the enjoyment of equality of opportunity and treatment in respect of occupation. It recalls that promoting and ensuring access to material goods and services required to carry out an occupation, such as secure access to land, and access to credit and resources, without discrimination, should be part of the objectives of a national policy of equality under Article 2 of the Convention. In the light of the above, the Committee asks the Government to continue to provide information on the measures adopted to promote equality of opportunity and treatment in employment and occupation for Highland peoples and other ethnic groups, including information on the measures taken to ensure that they can engage without discrimination in their traditional occupations and livelihoods and on any measures adopted in this regard as a follow-up to the recommendations issued by the National Human Rights Commission.

General observation of 2018. Regarding the above issues, and more generally, the Committee would like to draw the Government’s attention to its general observation on discrimination based on race, colour and national extraction which was adopted in 2018. In the general observation, the Committee notes with concern that discriminatory attitudes and stereotypes based on the race, colour or national extraction of men and women workers continue to hinder their participation in education, vocational training programmes and access to a wider range of employment opportunities, resulting in persisting occupational segregation and lower remuneration received for work of equal value. Furthermore, the Committee considers that it is necessary to adopt a comprehensive and coordinated approach to tackling the obstacles and barriers faced by persons in employment and occupation because of their race, colour or national extraction, and to promote equality of opportunity and treatment for all. Such an approach should include the adoption of interlocking measures aimed at addressing gaps in education, training and skills, providing unbiased vocational guidance, recognizing and validating the qualifications obtained abroad, and valuing and recognizing traditional knowledge and skills that may be relevant both to accessing and advancing in employment and to engaging in an occupation. The Committee also recalls that, in order to be effective, these measures must include concrete steps, such as laws, policies, programmes, mechanisms and participatory processes, remedies designed to address prejudices and stereotypes and to promote mutual understanding and tolerance among all sections of the population.

The Committee draws the Government’s attention to its general observation of 2018 and asks the Government to provide information in response to the questions raised in that observation.

Equality of opportunity and treatment irrespective of disabilities. The Committee notes the Empowerment of Persons with Disabilities Act BE 2550 (2007), which, among other things, charges the National Commission on Promotion and Development of Life Quality of Disabled Persons with addressing discrimination against persons with disabilities, including through the adoption of policies, plans and programmes (section 6), and the examination of petitions alleging discriminatory treatments (section 16). The Committee also notes the Ministerial Regulations prescribing the Number of Persons with Disabilities Quota for Entrepreneurs and Government Agencies and the Fees to be Remitted by Employers or Entrepreneurs to the Fund for Promotion and Empowerment of Persons with Disabilities’ Quality of Life (BE 2554 (2011) and the Amendment No. 2, BE 2560 (2017)). It further notes the information provided by the Government on the programmes supported through the Fund for Persons with Disabilities Empowerment with a view to promoting the access of persons with disabilities to employment or the engagement in an occupation as well as the establishment of Service Centres for Persons with Disabilities. The Committee asks the Government to continue to provide information on the measures taken to promote equality of opportunity and treatment in employment and occupation for persons with disabilities, including information on the following: (i) any action taken by the National Commission on Promotion and Development of Life Quality of Disabled Persons and any relevant services provided by the Service Centres for Persons with Disabilities, and their results; (ii) any petitions concerning discrimination in employment and occupation dealt with by the National Commission and their outcomes; (iii) statistical data on the situation of persons with disabilities in the labour market, disaggregated by sex; and (iv) information on the application of the quotas established under the Ministerial Regulations BE 2554 (2011) and subsequent amendments.

Article 3(a). Cooperation with workers’ and employers’ organizations. Noting the information provided by the Government concerning the establishment of various tripartite committees in charge of labour-related matters, the Committee asks the Government to provide details on any specific initiatives undertaken by these bodies with a view to promoting the principles of the Convention.

Article 4. Measures affecting an individual suspected of activities prejudicial to the security of the State. The Committee notes that section 17(2) of the Gender Equality Act allows for exceptions to the application of the principle of non-discrimination for reasons related to the national security. The Committee also notes that under section 40 of the Constitution a person’s freedom to engage in an occupation can be restricted by law for the purpose of maintaining the security of the country or for other public interests, among other reasons. The Committee further notes the Government’s indication that there are no legal or administrative measures nor national guidelines governing employment or occupation for individuals who are suspected of or have engaged in activities prejudicial to the security of the State. The Committee recalls that all measures of State security should be sufficiently well defined and precise to ensure that they do not become instruments of discrimination on the basis of any ground prescribed in the Convention. The application of such measures must be examined in the light of the bearing which the activities concerned may have on the actual performance of the job, tasks or occupation of the person concerned. Otherwise, there is a danger, and even likelihood, that such measures entail distinctions and exclusions based on political opinion or religion, which would be contrary to the Convention. Furthermore, the persons concerned shall have the right to appeal to a competent body, which should be separate from the administrative or governmental authority and should offer a guarantee of objectivity and independence (General Survey of 1988 on equality in employment and occupation, paragraph 136; and General Survey of 2012, paragraphs 834–835). In light of the above, the Committee asks the Government to provide examples of application of article 40 of the Constitution and section 17(2) of the Gender Equality Act in the areas of employment and occupation, and to indicate how it is ensured that the restrictions adopted comply with Article 4 of the Convention and do not constitute discrimination under its Article 1.

Article 5. Special measures. Noting that article 27 of the Constitution provides for the adoption of special measures to eliminate obstacles to or promote persons’ ability to exercise their rights or freedoms on the same basis as other persons, the Committee asks the Government to indicate if any special measures have been adopted under this article to promote equality of opportunity and treatment in employment and occupation for categories in need of special protection or assistance.

Maternity protection. The Committee notes that under section 15 of the LPA unequal treatment between men and women may be allowed if required by the “description or nature of work”. Section 38 of the LPA introduces restrictions to women’s access to a number of works, such as mining or construction work to be performed underground, underwater, in a cave, in a tunnel or mountain shaft, except where the conditions of work are not harmful to the health or body of the employee. Section 39 further provides for restrictions in the case of pregnant women, concerning the type of tasks that they are allowed to perform and their working time (i.e. night work, overtime work and work on holidays). Noting these provisions, the Committee wishes to underscore that protective measures for women may be broadly categorized into: (1) those aimed at protecting maternity, in the strict sense, which come within the scope of Article 5 of the Convention; and (2) those aimed at protecting women generally because of their sex or gender based on stereotypical perceptions about their capabilities and appropriate role in society, which are contrary to the Convention and constitute obstacles to the recruitment and employment of women (General Survey of 2012, paragraph 839). The Committee recalls that it considers 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. Therefore, any restrictions on women’s access to work based on health and safety considerations must be justified and based on scientific evidence and, when in place, must be periodically reviewed in the light of technological developments and scientific progress, to determine whether they are still necessary for protection purposes. The Committee asks the Government to review periodically the provisions on restrictions to women’s access to certain jobs or occupations included in the LPA in the light of the above principles to ensure that any protective measures taken are limited to maternity protection, in the strict sense, or are based on occupational safety and health risk assessments and do not constitute obstacles to the employment of women, and to provide information on the results of such review.

Enforcement. The Committee notes the information provided by the Government concerning the complaints received by the National Human Rights Commission about unfair discrimination in 2018, which represented 5.6 per cent of the total complaints received. It also notes the information concerning judicial decisions handed down by the Supreme Court on cases involving gender discrimination in respect of retirement age and discrimination based on disability in respect of access to employment. The Committee asks the Government to continue to provide information on judicial decisions and cases dealt with by the National Human Rights Commission involving issues related to the application of the Convention, as well as information on any violations in this respect brought to the attention of or detected by the Labour Protection and Welfare Offices, and their outcomes. Please also provide information on any relevant action taken by the Committee on Consideration of Unfair Gender Discrimination established under section 14 of the Gender Equality Act.

Direct Request (CEACR) - adopted 2016, published 106th ILC session (2017)

Articles 2 and 3 of the Convention. Private sector. The Government previously indicated that the Thai Labour Standards (TLS) 8001-2003 state that employers must not engage in or support any discrimination in employment, wage and remuneration payment, labour welfare provision, opportunities for training and development, promotion, termination of employment or retirement. The Committee notes however that again no information has been provided by the Government on compliance with standards related to non-discrimination and remuneration and recalls it previous comments noting the need for appropriate training for employers and employees on the principle of equal remuneration for men and women for work of equal value. With regard to the TLS 8001-2003, the Committee urges the Government to provide information on the practical application of the TLS (8001-2003) standards related to equal remuneration for men and women for work of equal value. Please also indicate whether any activities, including training, have been organized in the private sector, such as to promote job evaluation and to provide a better understanding of the principle of equal remuneration for men and women for work of equal value.

Gender pay gap. The Committee recalls its previous comments which referred to the underrepresentation of female ordinary civil servants at the executive, and occupational gender segregation as a main cause of the gender pay gap. The Committee notes that the Eleventh National Economic and Social Development Plan (2012–16) acknowledges that more opportunities should be given to women for career advancement toward managerial and decision- making positions at both local and national levels in the public and private sectors. The Plan also refers to the need to develop laws and regulations to prevent discrimination against women and to amend legislation to allow the appointment for more women to local and national committees. The Committee asks the Government to provide information on the following:

• (i) the measures taken under the Eleventh National Economic and Social Development Plan to improve women’s access to decision-making and management positions, and their impact on reducing the gender pay gap; and
• (ii) statistical data disaggregated by sex on the participation of men and women in different occupations and sectors of activity in the public and private sectors.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee previously noted that in the private sector, in order to follow up on the application of the labour laws, the adoption of a workplace policy and the implementation of TLS 8001-2003, committees comprised of representatives of employers and employees were set up within the workplace. Noting the absence of additional information on this point, the Committee once again asks the Government to provide information on the following:

• (i) the number of committees set up in order to follow up the workplace policy and how they ensure and monitor the implementation of the principle of equal remuneration for men and women for work of equal value;
• (ii) how the Labour Welfare Committee as well as the welfare committees at the enterprise level are in practice promoting equal remuneration for men and women for work of equal value; and
• (iii) whether any collective agreements explicitly providing for equal remuneration for men and women for work of equal value have been concluded, and if so please forward copies of such agreements.

Enforcement. The Committee recalls the many training activities conducted in respect of ILO Standards, as well as the training to enhance practical skills on labour protection and labour law enforcement. The Committee once again asks the Government to provide specific information on how these training activities have contributed to increasing awareness of labour inspectors on the issue of equal remuneration for work of equal value, and assisted them in better detecting and addressing violations of the principle of the Convention. Please provide additional information concerning labour inspection activities that have occurred such as the number of written orders delivered to employers and any proceedings that have followed these orders delivered under sections 15 and 53 of the Labour protection Act.

Observation (CEACR) - adopted 2016, published 106th ILC session (2017)

Article 1 of the Convention. Work of equal value. Legislation. In its previous comments, the Committee noted that section 53 of the Labour Protection Act of 2008, in providing only equal wages in cases where men and women perform work of the same nature, quality and quantity, did not fully reflect the principle of the Convention. The Committee notes the Government’s indication that the Department of Labour Protection and Welfare has set up a working group to revise the Labour Protection Act, which will take into consideration the definitions of the terms “remuneration” and the terms “equal remuneration for men and women for work of equal value”, as provided by the Convention. The Committee hopes that the necessary steps will soon be taken to amend section 53 of the Labour Protection Act of 2008 in order to include the principle of equal remuneration for men and women for work of equal value explicitly, and requests the Government to report on the progress made in this regard. The Committee further requests the Government to provide information on any further activities undertaken, in cooperation with workers’ and employers’ organizations, to promote the principle of the Convention in the public and the private sectors.

Articles 2 and 3. Public sector. The Committee previously noted that the former classification method which divided workers into four occupational clusters (unskilled, semi-skilled, skilled and special skilled employees) had been maintained. The Committee notes with regret that once again no further information has been provided on the manner in which it is ensured that the wage determination mechanisms are free from gender bias. The Committee urges the Government to indicate the specific measures taken to ensure that job descriptions and the selection of factors for job evaluation are free from gender bias, and more particularly with regard to employees working in the public service who are not public officials. The Committee also requests the Government to provide statistical data, disaggregated by sex, on the distribution and remuneration of men and women in the various groups of the compensation schedule.

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

Direct Request (CEACR) - adopted 2014, published 104th ILC session (2015)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous comments.

Repetition

The Committee notes the observations of the National Congress of Thai Labour (NCTL).

Article 1(a) of the Convention. The Committee notes the Government’s indication that section 15 of the Labour Protection Act (LPA) covers all benefits, welfare and remuneration both in kind and in cash that the employer agreed to pay their employees in the course of employment, though no further details are provided. However, the Committee notes that section 15 of the LPA does not explicitly indicate whether the principle of equal remuneration applies to all additional allowances, paid in cash or in kind. In order to ensure greater clarity and legal certainty, the Committee asks the Government to amend section 53 of the Labour Protection Act so as to ensure that all additional emoluments paid in cash or in kind, are included in the definition of remuneration.

Articles 2 and 3. Government employees. The Committee notes the information provided by the Government concerning the reform of the civil service which has affected the remuneration system for civil service employees. In this regard, the Committee notes that the former classification method which divided workers into four occupational clusters (unskilled, semi-skilled, skilled and special skilled employees), has been maintained. The Committee further notes the Government’s indication that the wage determination mechanisms are free from gender bias. The Committee asks the Government to indicate the specific measures taken to ensure that job descriptions and the selection of factors for job evaluation are free from gender bias, and more particularly with regard to non-civil servants working in the public service. Please also provide disaggregated statistical data on the distribution and remuneration of men and women in the various groups of the compensation schedule.

Private sector. The Committee notes the Government’s indication that the Thai Labour Standards (TSL) 8001-2003 state that employers must not engage in or support any discrimination in employment, wage and remuneration payment, labour welfare provision, opportunities for training and development, promotion, termination of employment or retirement. The Committee further notes that no information on compliance with standards related to non-discrimination and remuneration has been provided. The Committee also notes the observations of the NCTL which indicate that TLS do not concentrate on the principle of equal remuneration of men and women for work of equal value and suggest that appropriate training for employers and employees on the issue should be organized. With regard to the TLS 8001-2003, the Committee asks the Government to provide information on the cases of compliance and non compliance with any standards related to equal remuneration for men and women for work of equal value. Please also indicate whether any activities, including training, have been organized in the private sector, such as to promote job evaluation and to provide a better understanding of the principle of equal remuneration for men and women for work of equal value.

Remuneration gap. The Committee recalls its previous comments which referred to the statistics of 2005 on the employment of ordinary civil servants showing that women continued to be underrepresented at the executive level. The Committee notes the NCTL’s indication that the percentage of female ordinary civil servants at the executive level still remains low. With regard to the persisting occupational segregation, the Committee notes that the Government has adopted several measures in order to promote gender equality in the civil service, such as setting up gender focal points, gender focal point committees and appointing chiefs of gender equality offices in some Ministries and Departments. The Committee notes that the Master Plan on the Promotion of Gender Equality (2007–11), conducted by the Ministry of Labour, aimed inter alia at improving women’s participation with respect to employment and economic issues, in decision-making and management positions and improving the database on the promotion of gender equality. The Committee asks the Government to provide the following information:

• (i) the impact that the measures taken by the Government, such as setting up gender focal points, have had on reducing pay inequalities between men and women;
• (ii) the results obtained after conducting the Master Plan on the Promotion of Gender Equality, and more particularly whether women’s access to decision-making and management positions has increased; and
• (iii) disaggregated statistical data on the participation of men and women in different occupations and sectors of activity in the public and private sectors.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes that in the private sector, in order to follow up on the application of the labour laws, the adoption of a workplace policy and the implementation of TLS 8001-2003, committees comprised of representatives of employers and employees are set up within the workplace. The Committee asks the Government to provide information on the following:

• (i) the number of committees set up in order to follow up the workplace policy and how they ensure and monitor the implementation of the principle of equal remuneration for work of equal value;
• (ii) how the Labour Welfare Committee as well as the welfare committees at the enterprise level are in practice promoting equal remuneration for men and women for work of equal value; and
• (iii) whether any collective agreements explicitly providing for equal remuneration for men and women for work of equal value have been concluded, and if so please forward copies of such agreements.

Enforcement. The Committee notes that many training activities have been conducted, such as the Training on the Obligation of the Department of Labour Protection and Welfare in respect of ILO Labour Standards, as well as the training to enhance practical skills on labour protection and labour law enforcement. With respect to the enforcement of sections 15 and 53 of the LPA, the Committee notes the information provided by the Government concerning the role and activities of labour inspectors. The Committee asks the Government to provide specific information on how these training activities have contributed to increasing awareness of labour inspectors on the issue of equal remuneration for work of equal value, and assisted them in better detecting and addressing violations of the principle of the Convention. Please provide additional information concerning labour inspection activities that have occurred such as the number of written orders delivered to employers and any criminal proceedings that have followed these orders delivered under sections 15 and 53 of the LPA.

Observation (CEACR) - adopted 2014, published 104th ILC session (2015)

The Committee notes that the Government’s report has not been received. It must therefore repeat its previous comments.

Repetition

Article 1(b) of the Convention. Work of equal value. The Committee notes that the Government states in very general terms that sections 15 and 53 of the Labour Protection Act (LPA), protect men and women in conformity with the principle of the Convention. The Committee recalls its previous comments in which it urged the Government to amend section 53 of the LPA in order to ensure that legislation provides for equal remuneration for men and women not only for equal, the same or similar work, but also for different work which is nevertheless of equal value. The Committee notes that the Government has not taken any steps to amend section 53 of the LPA. The Committee recalls that provisions that are narrower than the principle laid down in the Convention hinder progress in eradicating gender-based pay discrimination, because they do not reflect the concept of “work of equal value”. The Committee notes however that the Government plans to conduct a study on the understanding of the principle of the Convention and has taken steps to improve awareness of the concept of “equal remuneration for work of equal value” through publicizing the Committee’s general observation of 2006. The Committee again urges the Government to take the necessary steps to amend section 53 of the LPA in order to include the principle of equal remuneration for men and women for work of equal value explicitly. Please also provide information on the results achieved through the study and the activities undertaken to publicise the principle of the Convention.

The Committee recalls that it raised other matters in a request addressed directly to the Government.

The Committee hopes that the Government will make every effort to take the necessary action in the near future.

Direct Request (CEACR) - adopted 2011, published 101st ILC session (2012)

The Committee notes the observations of the National Congress of Thai Labour (NCTL).

Article 1(a) of the Convention. The Committee notes the Government’s indication that section 15 of the Labour Protection Act (LPA) covers all benefits, welfare and remuneration both in kind and in cash that the employer agreed to pay their employees in the course of employment, though no further details are provided. However, the Committee notes that section 15 of the LPA does not explicitly indicate whether the principle of equal remuneration applies to all additional allowances, paid in cash or in kind. In order to ensure greater clarity and legal certainty, the Committee asks the Government to amend section 53 of the Labour Protection Act so as to ensure that all additional emoluments paid in cash or in kind, are included in the definition of remuneration.

Articles 2 and 3. Government employees. The Committee notes the information provided by the Government concerning the reform of the civil service which has affected the remuneration system for civil service employees. In this regard, the Committee notes that the former classification method which divided workers into four occupational clusters (unskilled, semi-skilled, skilled and special skilled employees), has been maintained. The Committee further notes the Government’s indication that the wage determination mechanisms are free from gender bias. The Committee asks the Government to indicate the specific measures taken to ensure that job descriptions and the selection of factors for job evaluation are free from gender bias, and more particularly with regard to non-civil servants working in the public service. Please also provide disaggregated statistical data on the distribution and remuneration of men and women in the various groups of the compensation schedule.

Private sector. The Committee notes the Government’s indication that the Thai Labour Standards (TSL) 8001-2003 state that employers must not engage in or support any discrimination in employment, wage and remuneration payment, labour welfare provision, opportunities for training and development, promotion, termination of employment or retirement. The Committee further notes that no information on compliance with standards related to non-discrimination and remuneration has been provided. The Committee also notes the observations of the NCTL which indicate that TLS do not concentrate on the principle of equal remuneration of men and women for work of equal value and suggest that appropriate training for employers and employees on the issue should be organized. With regard to the TLS 8001-2003, the Committee asks the Government to provide information on the cases of compliance and non compliance with any standards related to equal remuneration for men and women for work of equal value. Please also indicate whether any activities, including training, have been organized in the private sector, such as to promote job evaluation and to provide a better understanding of the principle of equal remuneration for men and women for work of equal value.

Remuneration gap. The Committee recalls its previous comments which referred to the statistics of 2005 on the employment of ordinary civil servants showing that women continued to be underrepresented at the executive level. The Committee notes the NCTL’s indication that the percentage of female ordinary civil servants at the executive level still remains low. With regard to the persisting occupational segregation, the Committee notes that the Government has adopted several measures in order to promote gender equality in the civil service, such as setting up gender focal points, gender focal point committees and appointing chiefs of gender equality offices in some Ministries and Departments. The Committee notes that the Master Plan on the Promotion of Gender Equality (2007–11), conducted by the Ministry of Labour, aimed inter alia at improving women’s participation with respect to employment and economic issues, in decision-making and management positions and improving the database on the promotion of gender equality. The Committee asks the Government to provide the following information:

• (i) the impact that the measures taken by the Government, such as setting up gender focal points, have had on reducing pay inequalities between men and women;
• (ii) the results obtained after conducting the Master Plan on the Promotion of Gender Equality, and more particularly whether women’s access to decision-making and management positions has increased; and
• (iii) disaggregated statistical data on the participation of men and women in different occupations and sectors of activity in the public and private sectors.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes that in the private sector, in order to follow up on the application of the labour laws, the adoption of a workplace policy and the implementation of TLS 8001-2003, committees comprised of representatives of employers and employees are set up within the workplace. The Committee asks the Government to provide information on the following:

• (i) the number of committees set up in order to follow up the workplace policy and how they ensure and monitor the implementation of the principle of equal remuneration for work of equal value;
• (ii) how the Labour Welfare Committee as well as the welfare committees at the enterprise level are in practice promoting equal remuneration for men and women for work of equal value; and
• (iii) whether any collective agreements explicitly providing for equal remuneration for men and women for work of equal value have been concluded, and if so please forward copies of such agreements.

Enforcement. The Committee notes that many training activities have been conducted, such as the Training on the Obligation of the Department of Labour Protection and Welfare in respect of ILO Labour Standards, as well as the training to enhance practical skills on labour protection and labour law enforcement. With respect to the enforcement of sections 15 and 53 of the LPA, the Committee notes the information provided by the Government concerning the role and activities of labour inspectors. The Committee asks the Government to provide specific information on how these training activities have contributed to increasing awareness of labour inspectors on the issue of equal remuneration for work of equal value, and assisted them in better detecting and addressing violations of the principle of the Convention. Please provide additional information concerning labour inspection activities that have occurred such as the number of written orders delivered to employers and any criminal proceedings that have followed these orders delivered under sections 15 and 53 of the LPA.

Observation (CEACR) - adopted 2011, published 101st ILC session (2012)

The Committee notes the comments of the National Congress of Thai Labour (NCTL).

Article 1(b) of the Convention. Work of equal value. The Committee notes that the Government states in very general terms that sections 15 and 53 of the Labour Protection Act (LPA), protect men and women in conformity with the principle of the Convention. The Committee recalls its previous comments in which it urged the Government to amend section 53 of the LPA in order to ensure that legislation provides for equal remuneration for men and women not only for equal, the same or similar work, but also for different work which is nevertheless of equal value. The Committee notes that the Government has not taken any steps to amend section 53 of the LPA. The Committee recalls that provisions that are narrower than the principle laid down in the Convention hinder progress in eradicating gender-based pay discrimination, because they do not reflect the concept of “work of equal value”. The Committee notes however that the Government plans to conduct a study on the understanding of the principle of the Convention and has taken steps to improve awareness of the concept of “equal remuneration for work of equal value” through publicising the Committee’s general observation of 2006. The Committee again urges the Government to take the necessary steps to amend section 53 of the LPA in order to include the principle of equal remuneration for men and women for work of equal value explicitly. Please also provide information on the results achieved through the study and the activities undertaken to publicise the principle of the Convention.

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

Direct Request (CEACR) - adopted 2009, published 99th ILC session (2010)

The Committee notes with regret that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

Article 1(a) of the Convention. Definition of remuneration. The Committee recalls its previous comments on section 53 of the Labour Protection Act and the application of the principle to all additional benefits. The Committee notes the Government’s statement that pursuant to section 15 of the Labour Protection Act male and female employees must be treated equally with respect to all aspects of employment conditions, for example employment benefits such as transportation fees and allowances. The Committee notes, however, that section 15 does not further clarify whether the principle of equal remuneration is being applied to all additional allowances, paid in cash or in kind. The Committee, therefore, asks the Government to consider revising section 53 of the Labour Protection Act so as to ensure more explicitly that equal remuneration for men and women is guaranteed with respect to all additional emoluments, paid in cash or in kind, in addition to the basic wage or salary. In the meantime, please provide information on the practical application and enforcement of sections 15 and 53 of the Labour Protection Act by the competent administrative and judicial bodies.

Article 1(b). Work of equal value. In its previous comments the Committee considered that section 53 of the Labour Protection Act, in providing only equal wages in cases where men and women perform work of the same nature, quality and quantity, did not fully reflect the principle of the Convention. The Committee notes the Government’s reply that the Ministry of Labour is giving priority to a system of job appraisals to clarify equal value of different types of work and that the National Wage Committee (NWC) has submitted draft revisions of the Labour Protection Act with regard to the notion of “wage rates”. The proposed revisions provide that the term “wage rate” means “the minimum wage or basic wage rate fixed by job appraisals and all types of wage rates determined by the NWC” and that the term “wage rate fixed by job appraisals” is defined as “wage rates for each type of occupation determined and valued by skills, knowledge, abilities, potential and experience or occupational achievement at various levels”. While the proposed revisions may somehow further help in applying the Convention, the Committee, recalling its general observation of 2006 on this Convention, considers that legal provisions that do not give full expression to the concept of “work of equal value” hinder the progress in eradicating gender-based pay discrimination against women at work. The Committee, therefore, urges the Government to take the necessary steps to amend section 53 of the Labour Protection Act to ensure that the legislation not only provides for equal remuneration for men and women for equal, the same or similar work, but also for equal remuneration in situations where men and women perform different work that is nevertheless of equal value.

Articles 2 and 3. Government employees. Concerning the determination of pay for civil service employees, the Committee notes from the Government’s report that job descriptions are used to categorize permanent employees in four categories of labour. For unskilled and semi-skilled labour, job descriptions are mainly based on physical effort and some skill, while for skilled labour and special skilled labour, advanced skills and experience are added to manual work. The Committee also notes, however, the Government’s statement that the job description is one of the main factors influencing the sex of the person performing the job. The Committee recalls that a job description is an essential element of job evaluation and is based on a systematic examination of jobs to determine the nature of the tasks performed, the skill and effort required and the working conditions associated with a job (see General Survey on equal remuneration, 1986, paragraph 139). Whatever methods are used for the objective evaluation of jobs, particular care must be taken to ensure that they are free from gender bias: it is important to ensure that the selection of factors for comparison, the weighting of such factors and the actual comparison carried out, are not inherently discriminatory. Often skills considered to be “female”, such as manual dexterity and those required in caring professions, are undervalued or even overlooked, in comparison with traditionally “male” skills, such as heavy lifting (see general observation of 2006). The Committee asks the Government to indicate the measures taken to ensure that job descriptions and the selection of factors for job evaluation are free from gender bias. Please also provide an indication of the distribution of men and women in the various groups of the compensation schedule.

Private sector. The Committee notes from the Government’s report that the Department of Labour Protection and Welfare monitors the implementation of the Thai Labour Standard (TLS 8001-2003) and verifies whether wages of men and women are paid equally, whether the employer has announced work rules concerning remuneration and whether a complaints procedure for discrimination has been established. The Committee notes that since 2002, 657 establishments have received the TLS 8001-2003 certificate and that in 2006, 530 establishments were attending the system of labour standard development for renewing the
TLS 8001-2003 certificate. The Committee asks the Government to provide more specific information on the type of measures taken by the employers to promote the principle of equal remuneration for men and women for work of equal value in their enterprise, for instance through the use of objective job evaluation methods, and how the Thai Labour Standard 8001-2003 has helped to reduce inequalities between men and women in remuneration. Please also provide information on the number and nature of cases of non-compliance with the TLS 8001-2003 detected by the Ministry of Labour Protection and Welfare.

Remuneration gap. The Committee notes from the statistics for 2005 on the employment of ordinary civil servants that women continue to be over-represented in the levels from 1 to 7. While their percentage at the executive level increased from 10.55 per cent in 1993 to 21.85 per cent in 2005, the overall percentage of female ordinary civil servants in the executive levels remains low, especially at level 11 where they represent only 12.90 per cent. More than half of the female ordinary civil servants work in the Ministry of Health (58.40 per cent) and they exceed 65 per cent of the total employees in the Ministries of Health, Education, Labour and Finance. The Committee further notes from the statistics for 2006 of the National Statistics Office (NSO) 06 on the position of men and women in the labour market that women represent less than half the workers among legislators and managers, including in the highest income class categories. While they outnumber men in the occupational groupings of professionals, technicians and clerks, they do not necessarily outnumber them in the highest income class categories of these occupations. Where women have entered occupations which are predominately male such as the craft and related trades and the plant and machine operators, they appear to be primarily employed in the lower income class categories. The Committee notes that the Government has set up the Internal Coordinating Centre for Equality between Men and Women and has developed a master plan on the promotion of equality between men and women from 2006 to 2010. The Committee asks the Government to provide the following information in its next report:

(a)   the specific measures taken or envisaged, and the results achieved, to reduce the remuneration gap in the civil service and the private sector through addressing the occupational segregation of women in certain occupations and lower income class categories and their promotion into higher level and higher paid occupations in the private sector; and

(b)    the activities of the Internal Coordinating Centre for Equality between Men and Women to reduce the remuneration gap between men and women and a copy of the master plan on the promotion of equality between men and women, with an indication of the strategies proposed to ensure and promote the principle of the Convention.

Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes the information in the Government’s report regarding the role of the Labour Welfare Committee. It also notes the Government’s indication that as a result of tripartite seminars on equality between men and women, there have been no complaints in collective bargaining related to equality in remuneration or wages. The Committee asks the Government to provide more specific information on how the Labour Welfare Committee as well as the welfare committees at enterprise level are in practice promoting equal remuneration for men and women for work of equal value, and the results achieved. Please also indicate whether the abovementioned seminars have resulted in any collective agreements explicitly providing for the principle of the Convention, and provide copies of such agreements.

Enforcement. The Committee notes that the labour inspection services have not found any cases of non-compliance concerning inequalities in pay. It recalls that the absence of complaints on pay inequalities may result from the lack of knowledge on the rights derived from the Convention among workers as well as law enforcers or difficulties in accessing complaints and dispute resolution mechanisms. The Committee asks the Government to indicate whether any training has been envisaged to raise awareness of the rights of workers or to increase the capacity of labour inspectors and other law enforcers to detect violations of the principle of the Convention.

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

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

1. Article 1(a) of the Convention. Definition of remuneration. The Committee recalls its previous comments on section 53 of the Labour Protection Act and the application of the principle to all additional benefits. The Committee notes the Government’s statement that pursuant to section 15 of the Labour Protection Act male and female employees must be treated equally with respect to all aspects of employment conditions, for example employment benefits such as transportation fees and allowances. The Committee notes, however, that section 15 does not further clarify whether the principle of equal remuneration is being applied to all additional allowances, paid in cash or in kind. The Committee, therefore, asks the Government to consider revising section 53 of the Labour Protection Act so as to ensure more explicitly that equal remuneration for men and women is guaranteed with respect to all additional emoluments, paid in cash or in kind, in addition to the basic wage or salary. In the meantime, please provide information on the practical application and enforcement of sections 15 and 53 of the Labour Protection Act by the competent administrative and judicial bodies.

2. Article 1(b). Work of equal value. In its previous comments the Committee considered that section 53 of the Labour Protection Act, in providing only equal wages in cases where men and women perform work of the same nature, quality and quantity, did not fully reflect the principle of the Convention. The Committee notes the Government’s reply that the Ministry of Labour is giving priority to a system of job appraisals to clarify equal value of different types of work and that the National Wage Committee (NWC) has submitted draft revisions of the Labour Protection Act with regard to the notion of “wage rates”. The proposed revisions provide that the term “wage rate” means “the minimum wage or basic wage rate fixed by job appraisals and all types of wage rates determined by the NWC” and that the term “wage rate fixed by job appraisals” is defined as “wage rates for each type of occupation determined and valued by skills, knowledge, abilities, potential and experience or occupational achievement at various levels”. While the proposed revisions may somehow further help in applying the Convention, the Committee, recalling its general observation of 2006 on this Convention, considers that legal provisions that do not give full expression to the concept of “work of equal value” hinder the progress in eradicating gender-based pay discrimination against women at work. The Committee, therefore, urges the Government to take the necessary steps to amend section 53 of the Labour Protection Act to ensure that the legislation not only provides for equal remuneration for men and women for equal, the same or similar work, but also for equal remuneration in situations where men and women perform different work that is nevertheless of equal value.

3. Articles 2 and 3. Government employees. Concerning the determination of pay for civil service employees, the Committee notes from the Government’s report that job descriptions are used to categorize permanent employees in four categories of labour. For unskilled and semi-skilled labour, job descriptions are mainly based on physical effort and some skill, while for skilled labour and special skilled labour, advanced skills and experience are added to manual work. The Committee also notes, however, the Government’s statement that the job description is one of the main factors influencing the sex of the person performing the job. The Committee recalls that a job description is an essential element of job evaluation and is based on a systematic examination of jobs to determine the nature of the tasks performed, the skill and effort required and the working conditions associated with a job (see General Survey on equal remuneration, 1986, paragraph 139). Whatever methods are used for the objective evaluation of jobs, particular care must be taken to ensure that they are free from gender bias: it is important to ensure that the selection of factors for comparison, the weighting of such factors and the actual comparison carried out, are not inherently discriminatory. Often skills considered to be “female”, such as manual dexterity and those required in caring professions, are undervalued or even overlooked, in comparison with traditionally “male” skills, such as heavy lifting (see general observation of 2006). The Committee asks the Government to indicate the measures taken to ensure that job descriptions and the selection of factors for job evaluation are free from gender bias. Please also provide an indication of the distribution of men and women in the various groups of the compensation schedule.

4. Private sector. The Committee notes from the Government’s report that the Department of Labour Protection and Welfare monitors the implementation of the Thai Labour Standard (TLS 8001-2003) and verifies whether wages of men and women are paid equally, whether the employer has announced work rules concerning remuneration and whether a complaints procedure for discrimination has been established. The Committee notes that since 2002, 657 establishments have received the TLS 8001-2003 certificate and that in 2006, 530 establishments were attending the system of labour standard development for renewing the
TLS 8001-2003 certificate. The Committee asks the Government to provide more specific information on the type of measures taken by the employers to promote the principle of equal remuneration for men and women for work of equal value in their enterprise, for instance through the use of objective job evaluation methods, and how the Thai Labour Standard 8001-2003 has helped to reduce inequalities between men and women in remuneration. Please also provide information on the number and nature of cases of non-compliance with the TLS 8001-2003 detected by the Ministry of Labour Protection and Welfare.

5. Remuneration gap. The Committee notes from the statistics for 2005 on the employment of ordinary civil servants that women continue to be over-represented in the levels from 1 to 7. While their percentage at the executive level increased from 10.55 per cent in 1993 to 21.85 per cent in 2005, the overall percentage of female ordinary civil servants in the executive levels remains low, especially at level 11 where they represent only 12.90 per cent. More than half of the female ordinary civil servants work in the Ministry of Health (58.40 per cent) and they exceed 65 per cent of the total employees in the Ministries of Health, Education, Labour and Finance. The Committee further notes from the statistics for 2006 of the National Statistics Office (NSO) 06 on the position of men and women in the labour market that women represent less than half the workers among legislators and managers, including in the highest income class categories. While they outnumber men in the occupational groupings of professionals, technicians and clerks, they do not necessarily outnumber them in the highest income class categories of these occupations. Where women have entered occupations which are predominately male such as the craft and related trades and the plant and machine operators, they appear to be primarily employed in the lower income class categories. The Committee notes that the Government has set up the Internal Coordinating Centre for Equality between Men and Women and has developed a master plan on the promotion of equality between men and women from 2006 to 2010. The Committee asks the Government to provide the following information in its next report:

(a)   the specific measures taken or envisaged, and the results achieved, to reduce the remuneration gap in the civil service and the private sector through addressing the occupational segregation of women in certain occupations and lower income class categories and their promotion into higher level and higher paid occupations in the private sector; and

(b)    the activities of the Internal Coordinating Centre for Equality between Men and Women to reduce the remuneration gap between men and women and a copy of the master plan on the promotion of equality between men and women, with an indication of the strategies proposed to ensure and promote the principle of the Convention.

6. Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes the information in the Government’s report regarding the role of the Labour Welfare Committee. It also notes the Government’s indication that as a result of tripartite seminars on equality between men and women, there have been no complaints in collective bargaining related to equality in remuneration or wages. The Committee asks the Government to provide more specific information on how the Labour Welfare Committee as well as the welfare committees at enterprise level are in practice promoting equal remuneration for men and women for work of equal value, and the results achieved. Please also indicate whether the abovementioned seminars have resulted in any collective agreements explicitly providing for the principle of the Convention, and provide copies of such agreements.

7. Enforcement. The Committee notes that the labour inspection services have not found any cases of non-compliance concerning inequalities in pay. It recalls that the absence of complaints on pay inequalities may result from the lack of knowledge on the rights derived from the Convention among workers as well as law enforcers or difficulties in accessing complaints and dispute resolution mechanisms. The Committee asks the Government to indicate whether any training has been envisaged to raise awareness of the rights of workers or to increase the capacity of labour inspectors and other law enforcers to detect violations of the principle of the Convention.

Direct Request (CEACR) - adopted 2007, published 97th ILC session (2008)

1. Article 1(a) of the Convention. Definition of remuneration. The Committee recalls its previous comments on section 53 of the Labour Protection Act and the application of the principle to all additional benefits. The Committee notes the Government’s statement that pursuant to section 15 of the Labour Protection Act male and female employees must be treated equally with respect to all aspects of employment conditions, for example employment benefits such as transportation fees and allowances. The Committee notes, however, that section 15 does not further clarify whether the principle of equal remuneration is being applied to all additional allowances, paid in cash or in kind. The Committee, therefore, asks the Government to consider revising section 53 of the Labour Protection Act so as to ensure more explicitly that equal remuneration for men and women is guaranteed with respect to all additional emoluments, paid in cash or in kind, in addition to the basic wage or salary. In the meantime, please provide information on the practical application and enforcement of sections 15 and 53 of the Labour Protection Act by the competent administrative and judicial bodies.

2. Article 1(b). Work of equal value. In its previous comments the Committee considered that section 53 of the Labour Protection Act, in providing only equal wages in cases where men and women perform work of the same nature, quality and quantity, did not fully reflect the principle of the Convention. The Committee notes the Government’s reply that the Ministry of Labour is giving priority to a system of job appraisals to clarify equal value of different types of work and that the National Wage Committee (NWC) has submitted draft revisions of the Labour Protection Act with regard to the notion of “wage rates”. The proposed revisions provide that the term “wage rate” means “the minimum wage or basic wage rate fixed by job appraisals and all types of wage rates determined by the NWC” and that the term “wage rate fixed by job appraisals” is defined as “wage rates for each type of occupation determined and valued by skills, knowledge, abilities, potential and experience or occupational achievement at various levels”. While the proposed revisions may somehow further help in applying the Convention, the Committee, recalling its general observation of 2006 on this Convention, considers that legal provisions that do not give full expression to the concept of “work of equal value” hinder the progress in eradicating gender-based pay discrimination against women at work. The Committee, therefore, urges the Government to take the necessary steps to amend section 53 of the Labour Protection Act to ensure that the legislation not only provides for equal remuneration for men and women for equal, the same or similar work, but also for equal remuneration in situations where men and women perform different work that is nevertheless of equal value.

3. Articles 2 and 3. Government employees. Concerning the determination of pay for civil service employees, the Committee notes from the Government’s report that job descriptions are used to categorize permanent employees in four categories of labour. For unskilled and semi-skilled labour, job descriptions are mainly based on physical effort and some skill, while for skilled labour and special skilled labour, advanced skills and experience are added to manual work. The Committee also notes, however, the Government’s statement that the job description is one of the main factors influencing the sex of the person performing the job. The Committee recalls that a job description is an essential element of job evaluation and is based on a systematic examination of jobs to determine the nature of the tasks performed, the skill and effort required and the working conditions associated with a job (see General Survey on equal remuneration, 1986, paragraph 139). Whatever methods are used for the objective evaluation of jobs, particular care must be taken to ensure that they are free from gender bias: it is important to ensure that the selection of factors for comparison, the weighting of such factors and the actual comparison carried out, are not inherently discriminatory. Often skills considered to be “female”, such as manual dexterity and those required in caring professions, are undervalued or even overlooked, in comparison with traditionally “male” skills, such as heavy lifting (see general observation of 2006). The Committee asks the Government to indicate the measures taken to ensure that job descriptions and the selection of factors for job evaluation are free from gender bias. Please also provide an indication of the distribution of men and women in the various groups of the compensation schedule.

4. Private sector. The Committee notes from the Government’s report that the Department of Labour Protection and Welfare monitors the implementation of the Thai Labour Standard (TLS 8001-2003) and verifies whether wages of men and women are paid equally, whether the employer has announced work rules concerning remuneration and whether a complaints procedure for discrimination has been established. The Committee notes that since 2002, 657 establishments have received the TLS 8001-2003 certificate and that in 2006, 530 establishments were attending the system of labour standard development for renewing the TLS 8001-2003 certificate. The Committee asks the Government to provide more specific information on the type of measures taken by the employers to promote the principle of equal remuneration for men and women for work of equal value in their enterprise, for instance through the use of objective job evaluation methods, and how the Thai Labour Standard 8001-2003 has helped to reduce inequalities between men and women in remuneration. Please also provide information on the number and nature of cases of non-compliance with the TLS 8001-2003 detected by the Ministry of Labour Protection and Welfare.

5. Remuneration gap. The Committee notes from the statistics for 2005 on the employment of ordinary civil servants that women continue to be over-represented in the levels from 1 to 7. While their percentage at the executive level increased from 10.55 per cent in 1993 to 21.85 per cent in 2005, the overall percentage of female ordinary civil servants in the executive levels remains low, especially at level 11 where they represent only 12.90 per cent. More than half of the female ordinary civil servants work in the Ministry of Health (58.40 per cent) and they exceed 65 per cent of the total employees in the Ministries of Health, Education, Labour and Finance. The Committee further notes from the statistics for 2006 of the National Statistics Office (NSO) 06 on the position of men and women in the labour market that women represent less than half the workers among legislators and managers, including in the highest income class categories. While they outnumber men in the occupational groupings of professionals, technicians and clerks, they do not necessarily outnumber them in the highest income class categories of these occupations. Where women have entered occupations which are predominately male such as the craft and related trades and the plant and machine operators, they appear to be primarily employed in the lower income class categories. The Committee notes that the Government has set up the Internal Coordinating Centre for Equality between Men and Women and has developed a master plan on the promotion of equality between men and women from 2006 to 2010. The Committee asks the Government to provide the following information in its next report:

(a)   the specific measures taken or envisaged, and the results achieved, to reduce the remuneration gap in the civil service and the private sector through addressing the occupational segregation of women in certain occupations and lower income class categories and their promotion into higher level and higher paid occupations in the private sector; and

(b)   the activities of the Internal Coordinating Centre for Equality between Men and Women to reduce the remuneration gap between men and women and a copy of the master plan on the promotion of equality between men and women, with an indication of the strategies proposed to ensure and promote the principle of the Convention.

6. Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes the information in the Government’s report regarding the role of the Labour Welfare Committee. It also notes the Government’s indication that as a result of tripartite seminars on equality between men and women, there have been no complaints in collective bargaining related to equality in remuneration or wages. The Committee asks the Government to provide more specific information on how the Labour Welfare Committee as well as the welfare committees at enterprise level are in practice promoting equal remuneration for men and women for work of equal value, and the results achieved. Please also indicate whether the abovementioned seminars have resulted in any collective agreements explicitly providing for the principle of the Convention, and provide copies of such agreements.

7. Enforcement. The Committee notes that the labour inspection services have not found any cases of non-compliance concerning inequalities in pay. It recalls that the absence of complaints on pay inequalities may result from the lack of knowledge on the rights derived from the Convention among workers as well as law enforcers or difficulties in accessing complaints and dispute resolution mechanisms. The Committee asks the Government to indicate whether any training has been envisaged to raise awareness of the rights of workers or to increase the capacity of labour inspectors and other law enforcers to detect violations of the principle of the Convention.

Direct Request (CEACR) - adopted 2006, published 96th ILC session (2007)

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which read as follows:

The Committee notes the Government’s report and the attached documentation, as well as the comments made by the National Congress of Thai Labour (NCTL), and the Government’s response thereto.

1. Article 1 of the Convention. Definition of remuneration. The Committee notes that section 53 of the Labour Protection Act requires the employer to fix not only equal wages for men and women, but also equal overtime pay, holiday pay, and holiday overtime pay. However, the Committee points out that the Convention calls for equality in respect of all elements of remuneration as defined in Article 1(a). It therefore asks the Government to indicate how the application of the principle of equal remuneration for work of equal value is ensured in respect of other additional benefits, in cash or in kind, such as bonuses, allowances, food or meals, cloth, accommodation.

2. Work of equal value. As section 53 of the Labour Protection Act only requires equal payments in cases where men and women perform work of the same nature, quality and quantity, but not for work of equal value, as envisaged in the Convention, the Committee had previously encouraged the Government to consider amending this provision. In reply, the Government draws attention to section 15 of the Labour Protection Act, which provides that an employer shall treat male and female employees equally in employment unless the description or nature of work prevents such treatment. The Committee notes that section 15 goes some way in applying the Convention by prescribing that differential treatment has to be related to the description or nature of the work. Nevertheless, the Committee maintains that neither section 53 alone, nor when read in conjunction with section 15, fully reflects the principle of equal remuneration established by the Convention. Section 53 only requires employers to pay equal wages for men and women engaged in the same work, while the Convention also requires equal remuneration to be paid to men and women performing different types of work, which is nevertheless of equal value. While objective criteria such as quality and quantity may be used to determine the level of earnings, it is important that the use of such criteria does not have the effect of impeding the full application of the principle of equal remuneration for men and women for work of equal value. In order to apply this principle, legislation in an increasing number of countries relies on the concept of work of equal value, while criteria such as skills, efforts, responsibility and working conditions are used to determine and compare work value. The Committee reiterates its recommendation to the Government to consider amending section 53 of the Labour Act to give full legislative expression to the principle of equal remuneration for men and women for work of equal value. Please provide information on any measures taken in this regard, including cooperation with employers’ and workers’ organizations.

3. Articles 2 and 3. Civil servants and civil service employees. The Committee thanks the Government for providing detailed information concerning Thailand’s civil service compensation and position classification systems. With regard to the determination of salaries for civil service employees, the Committee notes that their salaries are paid according to a compensation schedule contained in the Ministry of Finance Regulation on Permanent Government Employees B.E. 2537. The Government indicates that the compensation schedule is categorized into four groups according to the nature of the work and the skill level. The Committee asks the Government to provide additional information on the methodology used to establish the four groups referred to and an indication of the distribution of male and female public employees in the various groups and salary levels. Please also provide a copy of Ministry of Finance Regulation on Permanent Government Employees B.E. 2537.

4. Private sector. The Committee notes from the Government’s report that in the private sector the application of the Convention is promoted through collective bargaining agreements. It notes the sample collective agreement supplied by the Government, which applies equally to men and women, but which does not contain specific provisions that would promote equal remuneration for work of equal value. The Committee also notes that the Convention is promoted by the Thai Labour Standard, a corporate social responsibility initiative of the Ministry of Labour, launched in June 2003. This initiative aims at the establishment of management systems in accordance with international labour standards, including Convention No. 100. The Committee asks the Government to provide further information on the Thai Labour Standard initiative, including information on the number of participating employers and the measures taken by them to promote the principle of equal remuneration for men and women for work of equal value, for instance through the use of objective job evaluation methods.

5. Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes from the Government’s report that the Ministry of Labour promotes cooperation with employers’ and workers’ organizations to give effect to the Convention, in particular through the National Wage Committee. The views of these organizations were being sought in the legislative process, through seminars and tripartite committees. The Committee asks the Government to continue to provide information on the measures taken to cooperate with employers’ and workers’ organizations with a view to giving effect to the provisions of the Convention. Please indicate whether any tripartite efforts are being made to raise awareness of the meaning and importance of the principle of equal remuneration for work of equal value and to discuss the use of collective bargaining as a tool to promote this principle.

6. Part V of the report form. General appreciation of the Convention’s application. The Committee notes that according to NCTL, men and women generally receive equal pay in jobs remunerated at the minimum wage level, but that women have fewer opportunities to obtain equal remuneration in higher paid positions. The Committee notes that this question involves two issues which need to be addressed: (1) the access of women to better-paying positions without discrimination; and (2) the issue of whether women and men, when being employed in better positions, do in fact receive equal remuneration for work of equal value. The Committee notes from the Government’s report that in the civil service, women outnumber men in levels 1 to 7, while they are under-represented in levels 8 to 11. Further, the Committee notes from the 2004 report submitted by the Government under the Convention on the Elimination of All Forms of Discrimination against Women that a survey conducted in 1998 by the National Statistical Office in respect of private sector enterprises with more than 100 employees showed that men received higher remuneration at all levels of employment (CEDAW/C/THA/4-5, 24 June 2004, paragraph 179). Finally, the Committee notes the Government’s indication that the Ministry of Labour has carried out measures to promote and support female employees to access career opportunities. In order to allow the Committee to continue to assess the Convention’s application, the Government is asked to provide the following information in its next report:

(a)   updated statistical information on the distribution of men and women at the various levels of the civil service;

(b)    up-to-date statistical information compiled by the National Statistical Office regarding the position of men and women in the labour market, including their participation in the various occupations and earning levels;

(c)    additional information on the measures taken to promote equal career opportunities for women in the private and public sectors, including indications as to progress made in this regard; and

(d)   information concerning the specific activities carried out by the labour inspection service to ensure the strict application of minimum wage and equal remuneration provisions of the labour legislation, and the provisions of the Convention. Please indicate whether any cases involving issues relating to equal remuneration for men and women have been addressed by the labour inspection service or the courts.

Direct Request (CEACR) - adopted 2005, published 95th ILC session (2006)

The Committee notes the Government’s report and the attached documentation, as well as the comments made by the National Congress of Thai Labour (NCTL), and the Government’s response thereto.

1. Article 1 of the Convention. Definition of remuneration. The Committee notes that section 53 of the Labour Protection Act requires the employer to fix not only equal wages for men and women, but also equal overtime pay, holiday pay, and holiday overtime pay. However, the Committee points out that the Convention calls for equality in respect of all elements of remuneration as defined in Article 1(a). It therefore asks the Government to indicate how the application of the principle of equal remuneration for work of equal value is ensured in respect of other additional benefits, in cash or in kind, such as bonuses, allowances, food or meals, cloth, accommodation.

2. Work of equal value. As section 53 of the Labour Protection Act only requires equal payments in cases where men and women perform work of the same nature, quality and quantity, but not for work of equal value, as envisaged in the Convention, the Committee had previously encouraged the Government to consider amending this provision. In reply, the Government draws attention to section 15 of the Labour Protection Act, which provides that an employer shall treat male and female employees equally in employment unless the description or nature of work prevents such treatment. The Committee notes that section 15 goes some way in applying the Convention by prescribing that differential treatment has to be related to the description or nature of the work. Nevertheless, the Committee maintains that neither section 53 alone, nor when read in conjunction with section 15, fully reflects the principle of equal remuneration established by the Convention. Section 53 only requires employers to pay equal wages for men and women engaged in the same work, while the Convention also requires equal remuneration to be paid to men and women performing different types of work, which is nevertheless of equal value. While objective criteria such as quality and quantity may be used to determine the level of earnings, it is important that the use of such criteria does not have the effect of impeding the full application of the principle of equal remuneration for men and women for work of equal value. In order to apply this principle, legislation in an increasing number of countries relies on the concept of work of equal value, while criteria such as skills, efforts, responsibility and working conditions are used to determine and compare work value. The Committee reiterates its recommendation to the Government to consider amending section 53 of the Labour Act to give full legislative expression to the principle of equal remuneration for men and women for work of equal value. Please provide information on any measures taken in this regard, including cooperation with employers’ and workers’ organizations.

3. Articles 2 and 3. Civil servants and civil service employees. The Committee thanks the Government for providing detailed information concerning Thailand’s civil service compensation and position classification systems. With regard to the determination of salaries for civil service employees, the Committee notes that their salaries are paid according to a compensation schedule contained in the Ministry of Finance Regulation on Permanent Government Employees B.E. 2537. The Government indicates that the compensation schedule is categorized into four groups according to the nature of the work and the skill level. The Committee asks the Government to provide additional information on the methodology used to establish the four groups referred to and an indication of the distribution of male and female public employees in the various groups and salary levels. Please also provide a copy of Ministry of Finance Regulation on Permanent Government Employees B.E. 2537.

4. Private sector. The Committee notes from the Government’s report that in the private sector the application of the Convention is promoted through collective bargaining agreements. It notes the sample collective agreement supplied by the Government, which applies equally to men and women, but which does not contain specific provisions that would promote equal remuneration for work of equal value. The Committee also notes that the Convention is promoted by the Thai Labour Standard, a corporate social responsibility initiative of the Ministry of Labour, launched in June 2003. This initiative aims at the establishment of management systems in accordance with international labour standards, including Convention No. 100. The Committee asks the Government to provide further information on the Thai Labour Standard initiative, including information on the number of participating employers and the measures taken by them to promote the principle of equal remuneration for men and women for work of equal value, for instance through the use of objective job evaluation methods.

5. Article 4. Cooperation with employers’ and workers’ organizations. The Committee notes from the Government’s report that the Ministry of Labour promotes cooperation with employers’ and workers’ organizations to give effect to the Convention, in particular through the National Wage Committee. The views of these organizations were being sought in the legislative process, through seminars and tripartite committees. The Committee asks the Government to continue to provide information on the measures taken to cooperate with employers’ and workers’ organizations with a view to giving effect to the provisions of the Convention. Please indicate whether any tripartite efforts are being made to raise awareness of the meaning and importance of the principle of equal remuneration for work of equal value and to discuss the use of collective bargaining as a tool to promote this principle.

6. Part V of the report form. General appreciation of the Convention’s application. The Committee notes that according to NCTL, men and women generally receive equal pay in jobs remunerated at the minimum wage level, but that women have fewer opportunities to obtain equal remuneration in higher paid positions. The Committee notes that this question involves two issues which need to be addressed: (1) the access of women to better-paying positions without discrimination; and (2) the issue of whether women and men, when being employed in better positions, do in fact receive equal remuneration for work of equal value. The Committee notes from the Government’s report that in the civil service, women outnumber men in levels 1 to 7, while they are under-represented in levels 8 to 11. Further, the Committee notes from the 2004 report submitted by the Government under the Convention on the Elimination of All Forms of Discrimination against Women that a survey conducted in 1998 by the National Statistical Office in respect of private sector enterprises with more than 100 employees showed that men received higher remuneration at all levels of employment (CEDAW/C/THA/4-5, 24 June 2004, paragraph 179). Finally, the Committee notes the Government’s indication that the Ministry of Labour has carried out measures to promote and support female employees to access career opportunities. In order to allow the Committee to continue to assess the Convention’s application, the Government is asked to provide the following information in its next report:

(a)  updated statistical information on the distribution of men and women at the various levels of the civil service;

(b)  up-to-date statistical information compiled by the National Statistical Office regarding the position of men and women in the labour market, including their participation in the various occupations and earning levels;

(c)  additional information on the measures taken to promote equal career opportunities for women in the private and public sectors, including indications as to progress made in this regard; and

(d)  information concerning the specific activities carried out by the labour inspection service to ensure the strict application of minimum wage and equal remuneration provisions of the labour legislation, and the provisions of the Convention. Please indicate whether any cases involving issues relating to equal remuneration for men and women have been addressed by the labour inspection service or the courts.

Direct Request (CEACR) - adopted 2002, published 91st ILC session (2003)

The Committee notes the first report of the Government and the comments of the National Congress of Thai Labour (NCTL) contained in the report.

1. Article 1 of the Convention. The Committee asks the Government to provide information with its next report on how the principle of equal remuneration for work of equal value is ensured with respect not only to wages but also to "any emoluments, payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment" and, in particular, how it is guaranteed in relation to the emoluments not included in the definition of wages provided by the Labour Protection Act.

2. The Committee notes that section 53 of the Labour Protection Act, 1998, ensures equal wages in cases where the work is of the same nature and quality and equal quantity. However, the Committee recalls that, under the Convention, equal remuneration shall be established with respect not only to the same or equal work, but for all work of equal value. It therefore encourages the Government to consider amending section 53 so as to give full expression to the principle of the Convention, and to inform the Committee of developments in this regard.

3. The Committee notes that section 4 of the Labour Protection Act restricts the protections of the Act solely to workers in the private sector. The Committee therefore asks the Government to indicate how the principle of equal remuneration for work of equal value is ensured with respect to public sector employees.

4. Article 2 and 3. The Committee notes that the Labour Protection Act provides for the setting of a basic minimum wage rate, as well as minimum wage rates for specific businesses and localities. It asks the Government to provide a copy of the various minimum wage rates and indicate which businesses fall under each of the rates. Also, please provide information regarding the number of female and male workers covered by each minimum wage rate.

5. The Committee notes that the Civil Services Act, 1992, establishes 11 position levels for the civil service on the basis of the complexity of the work entailed. It asks the Government to indicate the number of workers, disaggregated by sex, covered by each position level.

6. The Committee notes that section 13 of the Salaries and Positions Allowances Act, 1995, establishes a National Compensation Committee charged with formulating wage recommendations for various classes of public employees. In this capacity, the National Compensation Committee employs such wage-fixing criteria as the cost of living, private sector compensation and "differences in earnings among officials at different levels in the same or different services". The Committee asks the Government to indicate how the National Compensation Committee applies the principle of the Convention in formulating its wage recommendations, and to provide also statistical data, disaggregated by sex, respecting the number of women and men employed at each of the position levels outlined in the schedule annexed to the Salaries and Positions Allowances Act.

7. Referring to the schedule of posts annexed to the Salaries and Positions Allowances Act, the Committee asks the Government to indicate the methods adopted to promote an objective appraisal of these posts on the basis of the work to be performed.

8. The Committee asks the Government to indicate how the Convention is promoted in the private sector and through collective bargaining agreements, including measures taken to promote objective job appraisals in these areas. Please supply copies of any collective agreements that promote application of the Convention.

9. Article 4. The Committee notes the NCTL’s indication that the application of the Convention is not clear due to a lack of information from the Government. Recalling the obligation of States to secure the cooperation of employers’ and workers’ organizations concerned for the purpose of giving effect to the principle of equal remuneration, the Committee asks the Government to indicate the methods of securing such cooperation, including measures to provide information to the concerned organizations on the application of the Convention.

10. Part III of the report form. The Committee notes from the NCTL’s statement that enforcement of the relevant laws and regulations has been inadequate due to a lack of labour inspectors, and that violations of the minimum wage rules continue to exist, especially in the small enterprise sector. In this regard, the Committee asks the Government to provide information on the measures taken or planned to ensure that the Department of Labour Protection and Welfare effectively enforces the regulations respecting equal remuneration, and the provisions of the Convention.