Demande directe (CEACR) - adoptée 2024, publiée 113ème session CIT (2025)

Convention (n° 100) sur l'égalité de rémunération, 1951 - Honduras (Ratification: 1956)

The Committee notes the observations of the Honduran National Business Council (COHEP), transmitted with the Government’s report, on the objective evaluation of jobs.

Article 2 of the Convention. Minimum wages. The Committee recalls that the level of the minimum wage in the maquila sector, where the workforce is predominantly women, is the second lowest after the rate applicable to small enterprises in the agriculture, forestry, hunting and fishing sectors. The Government indicates in its report that information on employment by gender is produced for the maquila textile industry by the Central Bank of Honduras (BCH) and that it is awaiting a reply from the BCH concerning updated statistics on this issue. The Committee once again requests the Government to provide information on: (i) the procedures for fixing minimum wage rates for workers in the maquila sector; (ii) the distribution of the benefits granted to workers in the maquila sector (percentage of beneficiaries, level of the benefits, etc.); and (iii) the application in practice of Part Four of Executive Decision No. STSS 006-2019 (approving the minimum wage rates for the maquila sector for 2019–23), to which it referred in its previous report.

Article 3. Objective job evaluation. The Committee notes the indication by the COHEP in its observations that both its Committee on Gender and Sustainable Enterprises and its member organizations in the banking sector have an approved system which takes into account, for the definition of a job, a description covering, among others, the criteria of training, experience, responsibilities, structural level and attitudinal skills (In this regard, see the General Survey of 2012 on the fundamental Conventions, paragraphs 675, 695, 700 and 708). The Committee once again requests the Government to indicate whether: (i) objective job evaluation procedures exist and at what levels (national, sectoral, enterprise, etc.) and (ii) the standards developed by employers, based on a system for the management of gender equity, includes a method for the objective evaluation of jobs.

Article 4. Cooperation with workers’ and employers’ organizations. With reference to the manner in which employers’ and workers’ organizations participate in the application of the principle of equal remuneration for men and women for work of equal “value” in the context of the various national dialogue bodies. The Committee notes the Government indication that historically the Economic and Social Council (CES) has not had a tripartite round-table on employment and gender, although that does not prevent it from being considered in future. The Committee once again requests the Government to provide information on the framework in which cooperation takes place with the employers’ and workers’ organizations concerned to promote the application of the principle of equal remuneration for men and women for work of equal value.

Enforcement. Labour inspection. The Committee notes the Government’s indication that, according to the data of the regional departments for Tegucigalpa and San Pedro Sula, there are cases of inspections related to remuneration, and particularly concerning deductions from wages, the non-payment of the minimum wage and the non-payment of overtime hours, among other issues. The Committee requests the Government to provide information on: (i) any cases or complaints of unequal remuneration for men and women workers for work of equal “value” that have been dealt with by the labour inspection services, with an indication of the penalties imposed and remedies granted; and (ii) the possibility of providing training to labour inspectors on the identification and means of addressing cases of the violation of the principle of the Convention.