Employment discrimination

The law aims to generate change in business culture and promote awareness of women’s rights. The law allows the Ministry of Economy and Industry to provide substantial monetary incentives and annual grants to private sector employers that initiate programs that advance and integrate women in the workplace. For example, employers might meet eligibility criteria by modifying their workplace and offering work conditions to address the needs of women and parents.

The law aims to generate a change in the business culture and promote awareness of women’s rights. The law encourages employers to advance and integrate women in the workplace through substantial monetary incentives and grants provided annually by the Ministry of Economy and Industry to private sector employers who strive to integrate and promote women in the workplace, and employers who initiate respective programs. The grants are also given to employers who modify their workplace and offered work conditions to address the needs of women and parents.

The law aims to generate a change in the business culture and promote awareness of women’s rights. The law encourages employers to advance and integrate women in the workplace through substantial monetary incentives and grants provided annually by the Ministry of Economy and Industry to private sector employers who strive to integrate and promote women in the workplace, and employers who initiate respective programs. The grants are also given to employers who modify their workplace and offered work conditions to address the needs of women and parents.

The law aims to generate change in business culture and promote awareness of women’s rights. The law allows the Ministry of Economy and Industry to provide substantial monetary incentives and annual grants to private sector employers that initiate programs that advance and integrate women in the workplace. For example, employers might meet eligibility criteria by modifying their workplace and offering work conditions to address the needs of women and parents.

The Woman's Equal Rights Law of 1951 presents the principle of gender equality in Israel. The law deals with almost every aspect of the status of women in Israel. The law mandates that the same law applies to women and men concerning any legal act; that married women are granted full competence regarding property; and that women are granted full equal rights regarding children custody. Furthermore, any discrimination on succession rights is annulled according to the law. The Act prohibits sexual and gender-based violence, harassment, exploitation, and trafficking.

Article 27 prohibits employers from terminating pregnant women or issuing a warning of termination after six months of their pregnancy or during their maternity leave. Article 70 provides for a fully paid maternity leave of 10 weeks, with a prohibition on forcing woman to work less than 6 weeks after delivery. Article 71 goes on to provide that for up to the period of a year after delivery, women are entitled to take paid breaks to nurse their babies at a limit of one hour per day.

Discrimination against women or restriction of women’s participation in any political, economic, socio-cultural or family activity based on gender reasons is subject to one to three years of imprisonment.  Violators are subject to “public criticism,” “re-education without deprivation of liberty,” or imprisonment of one to three years and a fine of 3 million to 10 million kip. English translation available from the Laos Official Gazette here.

In September 2021, the State Council issued the Outline for Women’s Development in China. The Outline aims to protect women’s equal rights across eight key areas: health, education, employment, participation in management, social security, family support, environmental matters, and legal rights.

This is legislative outcome in Guangdong Province represents the local implementation of the national law. It encompasses six key aspects of protections: political rights, cultural and educational rights, labor and social security rights, property and interest, rights of the Person, and rights in marriage and family. Noticeably, this legislation addresses the employment discrimination against women in the private sector. Additionally, it also disqualifies discriminatory practices in rural communities against women.

The Gender Equality Promotion Ordinance is a “workaround” measure within Shenzhen Special Economic Zone. This means that the local workaround rule, like the Ordinance, takes precedence in situations where it conflicts with national legislation, administrative regulations, or provincial legislation within the jurisdiction of the Shenzhen. The Ordinance, attempting to create women-friendly communities in Shenzhen, is an innovative “workaround” in three ways.