On April 28, 2012, the State Council of China issued the Special Rules on the Labor Protection of Female Employees (the “Rules”). These Rules aim to reduce and address the difficulties encountered by women at work due to sex-based physical differences and to protect women’s health. The Rules require employers to improve the labor safety facilities and reduce health concerns.
The legislation generally serves to protect of all male and female employees. Specifically targeting the protection of women, Article 6(4) states that female employees shall not perform work which, by its very nature, may hold specific dangers for women or alternatively, women may only perform such work with certain restrictions or measures suitable to prevent such risks. The Federal Ministry of Labor shall specify those works in a separate regulation (Article 18 no. 2).
The legislation generally serves to protect all male and female employees. Specifically targeting the protection of women, Article 6(4) states that female employees shall not perform work that, by its very nature, may hold specific dangers for women. Alternatively, women may only perform such work with certain restrictions or measures that prevent such risks. The Federal Ministry of Labor shall specify those works in a separate regulation (Article 18 no. 2).
Labor Code, Article 6 Employment Protection
The Labour Act was originally enacted in 2007 and was repealed and replaced with the modernized Labour Act of 2023. The Act regulates employment relationships in The Gambia, prohibits gender-based discrimination in the workplace, and ensures parental leave benefits. The Act also prohibits the requirement of night work for pregnant individuals and new mothers, unless they explicitly consent to the work.
Organic Law of Public Service (2010)
Article 10 of the Organic Law of Public Service establishes a special prohibition on employment in the public sector for persons who have been convicted of sexual harassment or exploitation, trafficking in persons, or rape, among other crimes.
El artículo 10 establece una prohibición especial de empleo en el sector público para las personas que hayan sido condenadas por acoso o explotación sexual, trata de personas o violación, entre otros delitos.
Louisiana Revised Statutes § 23:342 prohibits discrimination against pregnant persons. Employers can not refuse to promote a pregnant person because of their pregnancy status, can not deny benefits on the basis of pregnancy, and in the case of organizations with reduced work for disabled persons, employers can not refuse to transfer a pregnant person to those reduced work positions.
A group of on-sale liquor license holders sought a writ of mandate to prevent the Department of Alcoholic Beverage Control from revoking their licenses because they hired women as bartenders, contrary to the prohibition contained in § 25656 of the Business and Professions Code (1971).
