The most comprehensive compilation of information on the status of
women in the world.

Latest items for ERBG-LAW-2

Feb. 22, 2019, 10:58 a.m.
Countries: Barbados
Variables: ERBG-LAW-2

Barbados law does not mandate nondiscrimination based on gender in employment, but the dismissal of pregnant workers is prohibited. There is no legislation on sexual harassment in employment or in education. There are no criminal penalties or civil remedies for sexual harassment in employment (65).
Feb. 22, 2019, 10:43 a.m.
Countries: Bangladesh
Variables: ERBG-LAW-2

Bangladesh law does not mandate nondiscrimination based on gender in employment and the dismissal of pregnant workers is not prohibited. There is legislation on sexual harassment in employment and in education. There are no criminal penalties or civil remedies for sexual harassment in employment (65).
Feb. 22, 2019, 10:18 a.m.
Countries: Bahrain
Variables: ERBG-LAW-2

Bahrain law mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is no legislation on sexual harassment in employment or in education. There are no criminal penalties or civil remedies for sexual harassment in employment (64).
Feb. 22, 2019, 10 a.m.
Countries: Bahamas
Variables: ERBG-LAW-2

Bahamian law mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is legislation on sexual harassment in employment, but not in education. There are criminal penalties for sexual harassment in employment, but there are not civil remedies (64).
Feb. 22, 2019, 9:44 a.m.
Countries: Azerbaijan
Variables: ERBG-LAW-2

The law in Azerbaijan mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is legislation on sexual harassment in employment, but not in education. There are no criminal penalties for sexual harassment in employment, but there are civil remedies (63).
Feb. 22, 2019, 9:27 a.m.
Countries: Austria
Variables: ERBG-LAW-2

Austrian law mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is legislation on sexual harassment in employment, but not in education. There are no criminal penalties for sexual harassment in employment, but there are civil remedies (63).
Feb. 21, 2019, 3:19 p.m.
Countries: Australia
Variables: ERBG-LAW-2

Australian law mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is legislation on sexual harassment in employment and education. There are no criminal penalties sexual harassment in employment, but there are civil remedies (62).
Feb. 21, 2019, 2:56 p.m.
Countries: Armenia
Variables: ERBG-LAW-2

According to the table, Armenian law mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is legislation on sexual harassment in employment, but not in education. There are no criminal penalties and no civil remedies for sexual harassment in employment (62).
Feb. 21, 2019, 2:55 p.m.
Countries: Argentina
Variables: ERBG-LAW-2

According to the table, Argentine law mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is legislation on sexual harassment in employment, but not in education. There are no criminal penalties and no civil remedies for sexual harassment in employment (61).
Feb. 21, 2019, 2:55 p.m.
Countries: Angola
Variables: ERBG-LAW-2

According to the table, Angolan law mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is no legislation on sexual harassment in employment or education. There are no criminal penalties and no civil remedies for sexual harassment in employment (60).
Feb. 21, 2019, 2:55 p.m.
Countries: Algeria
Variables: ERBG-LAW-2

According to the table, Algerian law does not mandate nondiscrimination based on gender in employment and the dismissal of pregnant workers is not prohibited. There is legislation on sexual harassment in employment, but not in education. There are criminal penalties and no civil remedies for sexual harassment in employment (60).
Feb. 21, 2019, 2:54 p.m.
Countries: Albania
Variables: ERBG-LAW-2

According to the table, the law in Albania mandates nondiscrimination based on gender in employment and the dismissal of pregnant workers is prohibited. There is also legislation on sexual harassment in employment and education. There are no criminal penalties for sexual harassment in employment, but there are civil remedies. (59).
Feb. 21, 2019, 2:54 p.m.
Countries: Afghanistan
Variables: ERBG-LAW-2

According to the table, the law does not mandate nondiscrimination in employment based on gender (59). According to the table, the law does not prohibit the dismissal of pregnant workers (59). According to the table, there is legislation on sexual harassment in employment (59). According to the table, there is legislaton on sexual harassment in education (59). According to the table, there are criminal penalties and civil remedies for sexual harassment in employment (59).
Feb. 14, 2019, 11:11 p.m.
Countries: Mauritius
Variables: ERBG-LAW-2

"The law prohibits sexual harassment, which is punishable by up to two years’ imprisonment. Sexual harassment was a problem, however, and the government was not effective at enforcing the prohibition against it" (para 56). "Labor laws and regulations prohibit discrimination regarding race, sex, gender, disability, sexual orientation, HIV-positive status or having other communicable diseases, social status, religion, political opinion, and national origin" (para 85).
Feb. 14, 2019, 10:48 p.m.
Countries: Belarus
Variables: ERBG-LAW-2, IIP-LAW-2

"Sexual harassment reportedly was widespread, but no specific laws, other than those against physical assault, address the problem" (36).
Feb. 8, 2019, 4:42 p.m.
Countries: Mali
Variables: ERBG-LAW-2

"The law does not prohibit sexual harassment, which routinely occurred, including in schools, without any governmental efforts to prevent it" (page 21). "The labor law prohibits discrimination in employment and occupation based on race, sex, religion, political opinion, nationality, or ethnicity, but not that based on age, disability, language, sexual orientation, gender identity, social status, HIV-positive status or having other communicable diseases. The government’s Labor Inspection Agency is responsible for investigating and preventing discrimination based on race, gender, religion, political opinion, nationality, or ethnicity, but the laws were not effectively enforced. Discrimination in employment and occupation occurred with respect to gender, sexual orientation, disability, and ethnicity (see section 6)" (page...more
Feb. 8, 2019, 2:46 p.m.
Countries: Kosovo
Variables: ERBG-LAW-2

"Kosovo established an anti-discrimination commission that allows women to submit complaints of discrimination to an Ombudsperson" (p. 39).
Feb. 8, 2019, 2:13 p.m.
Countries: Chad
Variables: ERBG-LAW-2

"Chad adopted a new criminal code that aggravates penalties for domestic violence and criminalizes sexual harassment in employment" (p. 37).
Feb. 8, 2019, 2:11 p.m.
Countries: Cameroon
Variables: ERBG-LAW-2

"Cameroon adopted a new criminal code that covers sexual harassment in employment and education, and established criminal penalties for sexual harassment" (p. 37).
Feb. 8, 2019, 1:55 p.m.
Countries: Albania
Variables: ERBG-LAW-2

"Albania’s new labor code also guarantees that after maternity leave, employees can return to their job or to an equivalent job on terms that are no less favorable than before the leave" (p. 36).
Feb. 8, 2019, 1:41 p.m.
Countries: Afghanistan
Variables: ERBG-LAW-2

"Afghanistan now prohibits sexual harassment in employment and education. It also established criminal penalties and civil remedies for sexual harassment in employment" (p. 36).
Feb. 7, 2019, 3:47 p.m.
Countries: Lebanon
Variables: ERBG-PRACTICE-1, ERBG-LAW-2

"The law prohibits sexual harassment, but authorities did not enforce the law effectively, and it remained a widespread problem. According to the UN Population Fund, the labor law does not explicitly prohibit sexual harassment in the workplace; it merely gives a male or female employee the right to resign without prior notice from his or her position in the event that an indecent offense is committed towards the employee or a family member by the employer or his or her representative, without any legal consequences for the perpetrator. Legal consequences are cited in the penal code and the criminal procedure" (Pg 28).
Feb. 6, 2019, 3:14 p.m.
Countries: Kyrgyzstan
Variables: ERBG-PRACTICE-1, ERBG-LAW-2

"According to the local NGO Shans, sexual harassment was widespread, especially in private-sector workplaces and among university students, but it was rarely reported or prosecuted. The law prohibits physical sexual assault but not verbal sexual harassment" (Pg 25).
Feb. 6, 2019, 2:48 p.m.
Countries: Liberia
Variables: ERBG-LAW-2

"The law does not specifically prohibit sexual harassment, which remained a major problem, including in schools and places of work. Government billboards and notices in government offices warned against harassment in the workplace" (Pg 16).
Feb. 4, 2019, 3:44 p.m.
Countries: United Kingdom
Variables: ERBG-LAW-2

"In England, the Code for Sports Governance was published in 2016 and requires each funded organisation to adopt a target of a minimum of 30% of each gender on its board" (16). "Scottish Government introduced the Gender Representation on Public Boards (Scotland) Bill on 15 June 2017. The Bill sets a 'gender representation objective' for public boards in Scotland that 50% of the board’s non-executive members are women, and requires certain steps to be taken in the appointing of non-executive members to achieve the objective. The Bill also requires steps to be taken to encourage women to apply to become a nonexecutive member of a public board... In June 2015,...more
Feb. 4, 2019, 11:55 a.m.
Countries: Moldova
Variables: ERBG-LAW-2

"Sexual harassment remained a common problem. The law provides criminal penalties for sexual harassment ranging from a fine to a maximum of two years’ imprisonment. The law prohibits sexual advances that affect a person’s dignity or create an unpleasant, hostile, degrading, or humiliating environment in a workplace or educational institution. According to NGOs law enforcement agencies steadily improved their handling of sexual harassment cases, by addressing harassment of students by university professors and several instances of workplace harassment" (Pg 31).
Feb. 1, 2019, 4:30 p.m.
Countries: Paraguay
Variables: ERBG-LAW-2

"The law prohibits sexual harassment and stipulates a penalty of two years in prison or a fine; however, sexual harassment remained a widespread problem for many women, especially in workplace environments" (page 22). "The labor code specifically prohibits discrimination based on race, color, sex, religion, political opinion, and social origin" (page 34).
Jan. 29, 2019, 2:53 p.m.
Countries: Kuwait
Variables: ERBG-LAW-2

"Absence of legislation criminalizing sexual harassment in the workplace" (pg. 10).
Jan. 28, 2019, 7:32 p.m.
Countries: Honduras
Variables: ERBG-LAW-2

"The Committee welcomes the progress achieved since its consideration in 2007 of the State party's combined fourth to sixth periodic reports (CEDAW/C/HON/6) in undertaking legislative reforms, in particular the adoption of the following: a) Act on Wage Equality (Decree No. 27-2015)" (1). "The Committee notes that a bill on harassment and political violence towards women is in process" (9).
Jan. 2, 2019, 2:04 p.m.
Countries: Tunisia
Variables: ERBG-LAW-2

"The law requires victims of sexual harassment seeking redress to file a complaint in criminal court, where authorities then investigate the allegations. According to the criminal code, the penalty for sexual harassment is one year in prison and a fine of 3,000 dinars ($1,469). Civil society groups criticized the law on harassment as too vague and susceptible to abuse" (page 17). "The law explicitly requires equal pay for equal work, and the government generally enforced it. The law allows female employees in the public sector to receive twothirds of their full-time salary for half-time work, provided they have at least one child under 16 or a child with special needs,...more