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

Latest items for GIC-LAW-2

April 11, 2018, 9:23 a.m.
Countries: Burkina Faso
Variables: GIC-LAW-2

"However, save under a court decision, a woman is ineligible for family benefits or parenthood deduction from the single tax on wages and salary (IUTS), which are automatically granted to the father. That practice is discriminatory and advocacy with the authorities is under way with a view to its termination" (26).
March 21, 2018, 5:20 p.m.
Countries: Namibia
Variables: ERBG-PRACTICE-2, ERBG-PRACTICE-3, ERBG-LAW-2, ERBG-DATA-5, DLB-DATA-1, GIC-LAW-1, GIC-LAW-2, GIC-LAW-3

"The Committee is concerned about the high rates of unemployment among women in the State party. It also notes with concern the continued occupational segregation between women and men in the labour market and the low representation of women in managerial positions in the private sector. The Committee is also concerned that, notwithstanding the concentration of women in domestic work in private households, it has not ratified the Domestic Workers Convention, 2011 (No. 189), of the International Labour Organization. It is further concerned at the lack of statistical data on cases of sexual harassment in the workplace and measures taken to address it. In addition, the Committee is concerned that ...more
March 14, 2018, 6:54 p.m.
Countries: Senegal
Variables: ERBG-PRACTICE-1, ERBG-PRACTICE-2, ERBG-LAW-2, ERBG-DATA-1, ERBG-DATA-2, ERBG-DATA-5, GIC-LAW-1, GIC-LAW-2, GIC-LAW-3

"The Committee welcomes the adoption of the 2009-2015 plan for the implementation of the National Gender Equality and Equity Strategy, which includes measures for economic empowerment and autonomy of women. It remains concerned, however, about: (a) The persistent gender wage gap and occupational segregation of women and men; (b) The high unemployment rate among women and the concentration of women in the informal sector; (c) The absence of legal provisions explicitly criminalizing sexual harassment in the workplace; (d) The existence of discriminatory legal provisions allocating child benefits only to the father (art. 21 of the Code of Social Security), excluding the children of a deceased employed woman from her pension ...more
March 7, 2018, 9:50 p.m.
Countries: Mexico
Variables: GIC-LAW-2

According to the data from the Intercensal Survey 2015, 68.5% of women who dedicate themselves to paid domestic work don't have employment benefits; in 2010, the percentage was 76.3%, in sum, the obligation that paid domestic workers should enjoy full workers' rights is still pending (page 29).
Feb. 7, 2018, 10:37 a.m.
Countries: Sweden
Variables: GIC-LAW-2

"Pregnancy benefit can be paid to a woman at the end of her pregnancy if she has a physically demanding job that reduces her work capacity. A pregnant employee who is prohibited from continuing to work on account of risks in her work environment may also be entitled to pregnancy benefit. As of 1 January 2014 pregnant self-employed persons are also covered by the right to pregnancy benefit on account of risks in their work environment. In 2012 some 20 per cent of all pregnant women received pregnancy benefit. A woman also has the option of using parental leave days at the end of her pregnancy if she wishes to ...more
Jan. 31, 2018, 6:14 p.m.
Countries: Burkina Faso
Variables: GIC-LAW-2

""The Committee is concerned that […] That women continue to be ineligible to receive family benefits or a parenthood deduction from the single tax on wages and salaries, which are automatically granted to fathers," (9). (LC CODER COMMENT: Single, working mothers, therefore, would not benefit from these deductions at all.)
Nov. 29, 2017, 1:38 p.m.
Countries: India
Variables: GIC-LAW-1, GIC-LAW-2, GIC-LAW-3

"Of the MGNREGA [National Rural Employment Guarantee Act], it has been reported that despite incorporation of a provision which 'in the event that there are at least five children under the age of 6 at the worksite, one of the female workers should be deputed to look after them and she should be paid the same wage as other NREGA workers,' most women joining the program are discouraged from bringing children to work. A social audit on the implementation of the MGNREGA revealed that 70% of the women interviewed had no access to child-care services at the worksite, and 65% of them were unaware of this guaranteed right (Nayaranan 2008, ...more
May 25, 2017, 12:13 p.m.
Countries: Iran
Variables: GIC-LAW-1, GIC-LAW-2

"Iran is considering legislation that would encourage businesses to prioritize the hiring of men with children" (p 7)
Feb. 10, 2017, 5:18 p.m.
Countries: Sweden
Variables: GIC-LAW-2

"Parents are entitled to share 480 days of parental leave when a child is born or adopted…A single parent is entitled to the full 480 days" (2).
Jan. 26, 2017, 2:18 p.m.
Countries: Iraq
Variables: GIC-LAW-2

"Major restrictions on access to contraception were put in place, and penalties for performing illegal abortions were increased. Family planning services provided by the Iraqi Family Planning Association and the private sector were reserved exclusively for medical reasons (United Nations 1987; Efrati 1999). Only in the aftermath of the 1990–1991 Gulf War did the regime finally issue a decree allowing the provision of family planning services to all women" (2).
Jan. 4, 2017, 1:13 p.m.
Countries: Georgia
Variables: ERBG-LAW-1, GIC-LAW-2

“Pregnant women or women who have recently given birth may not be required to work overtime without their consent” (52).
Jan. 3, 2017, 8:26 p.m.
Countries: Portugal
Variables: DACH-PRACTICE-2, GIC-LAW-2

“The law bars lesbian, gay, bisexual, transgender, and intersex couples and single women from receiving medically assisted reproductive health care from government-funded health-care providers” (13).
Dec. 30, 2016, 12:30 p.m.
Countries: Ireland
Variables: GIC-LAW-1, GIC-LAW-2

"Section 47 [of Ireland’s Social Welfare Consolidation Act 2005]. (5) Subject to this Chapter, maternity benefit [government financial support] shall be payable to (a) a woman . . .(c) a man . . .(I) [only] where the mother dies . . . (II) . . . [within 40 weeks after giving birth] . . ." (para 2)
Nov. 30, 2016, 8:42 p.m.
Countries: Mali
Variables: GIC-LAW-2

"A woman’s employment contract cannot be terminated by reason of absence when she is on maternity leave, and her pay cannot be reduced" (12). "For each living dependent child she has, a woman is credited with one additional year’s service; If a woman with three living children resigns from her employment without being entitled to a pension, she is paid a 10 per cent bonus...For each child that is born to her, a woman’s retirement age is reduced by one year" (12).
Nov. 17, 2016, 4:20 p.m.
Countries: Uzbekistan
Variables: GIC-LAW-2, GIC-LAW-3

"Women are paid the following benefits from the State budget fund: maternity benefits to women employed in budget organizations, which in 2013 amounted to 168.8 billion sum; a lump sum maternity grant, which in 2013 amounted to 71.9 billion sum; monthly child care benefits paid until the child reaches two years of age, which in 2013 amounted to 679.2 billion sum" (38). "Mothers who have children disabled since birth and who raised those children to the age of eight have a right to begin receiving a pension five years before the standard retirement age (which is 55), and women who have at least 20 years on the job have a ...more
Aug. 29, 2016, 10:29 a.m.
Countries: Zimbabwe
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status nor is the dismissal of pregnant mothers prohibited. However, mothers are guaranteed their position, or an equivalent position, when they return from maternity leave and nursing mothers are entitled to nursing breaks in the workplace (247).
Aug. 29, 2016, 10:26 a.m.
Countries: Zambia
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status nor are nursing mothers entitled to nursing breaks in the workplace. As well, mothers are not guaranteed their position, or an equivalent position, when they return from maternity leave. However, the dismissal of pregnant mothers is prohibited (245).
Aug. 29, 2016, 10:25 a.m.
Countries: Yemen
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status nor is the dismissal of pregnant mothers prohibited. As well, mothers are not guaranteed their position, or an equivalent position, when they return from maternity leave. However, nursing mothers are entitled to nursing breaks in the workplace (245).
Aug. 29, 2016, 10:23 a.m.
Countries: Palestine
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status in West Bank and Gaza. As well, mothers are not guaranteed their position, or an equivalent position, when they return from maternity leave. However, the dismissal of pregnant mothers is prohibited and nursing mothers are entitled to nursing breaks in the workplace (243).
Aug. 21, 2016, 11:20 a.m.
Countries: Vietnam
Variables: GIC-LAW-2

Though it is not prohibited for prospective employers to ask about family status, mothers are guaranteed their position, or an equivalent position, when they return from maternity leave and the dismissal of pregnant mothers is prohibited. As well, nursing mothers are entitled to nursing breaks in the workplace (243).
Aug. 21, 2016, 11:18 a.m.
Countries: Venezuela
Variables: GIC-LAW-2

Though it is not prohibited for prospective employers to ask about family status, mothers are guaranteed their position, or an equivalent position, when they return from maternity leave and the dismissal of pregnant mothers is prohibited. As well, nursing mothers are entitled to nursing breaks in the workplace (241).
Aug. 21, 2016, 11:16 a.m.
Countries: Uzbekistan
Variables: GIC-LAW-2

Though it is not prohibited for prospective employers to ask about family status, mothers are guaranteed their position, or an equivalent position, when they return from maternity leave and the dismissal of pregnant mothers is prohibited. As well, nursing mothers are entitled to nursing breaks in the workplace (241).
Aug. 21, 2016, 11:14 a.m.
Countries: United States
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status. However, the dismissal of pregnant mothers is prohibited and nursing mothers are entitled to nursing breaks in the workplace (239).
Aug. 21, 2016, 11:12 a.m.
Countries: Uruguay
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status. As well, mothers are not guaranteed their position, or an equivalent position, when they return from maternity leave. However, the dismissal of pregnant mothers is prohibited and nursing mothers are entitled to nursing breaks in the workplace (239).
Aug. 21, 2016, 11:10 a.m.
Countries: Ukraine
Variables: GIC-LAW-2

Though it is not prohibited for prospective employers to ask about family status, mothers are guaranteed their position, or an equivalent position, when they return from maternity leave and the dismissal of pregnant mothers is prohibited. As well, nursing mothers are entitled to nursing breaks in the workplace (235).
Aug. 21, 2016, 11:06 a.m.
Countries: United Kingdom
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status. As well, nursing mothers are not entitled to nursing breaks in the workplace. However, the dismissal of pregnant mothers is prohibited and mothers are guaranteed their position, or an equivalent position, when they return from maternity leave (237).
Aug. 21, 2016, 11:05 a.m.
Countries: Uganda
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status nor are nursing mothers entitled to nursing breaks in the workplace. However, the dismissal of pregnant mothers is prohibited and mothers are guaranteed their position, or an equivalent position, when they return from maternity leave (235).
Aug. 21, 2016, 11 a.m.
Countries: United Arab Emirates
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status nor is the dismissal of pregnant mothers prohibited. As well, mothers are not guaranteed their position, or an equivalent position, when they return from maternity leave. However, nursing mothers are entitled to nursing breaks in the workplace (237).
Aug. 21, 2016, 10:50 a.m.
Countries: Turkey
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status. As well, mothers are not guaranteed their position, or an equivalent position, when they return from maternity leave. However, the dismissal of pregnant mothers is prohibited and nursing mothers are entitled to nursing breaks in the workplace (233).
Aug. 21, 2016, 10:42 a.m.
Countries: Tunisia
Variables: GIC-LAW-2

It is not prohibited for prospective employers to ask about family status. As well, mothers are not guaranteed their position, or an equivalent position, when they return from maternity leave. However, the dismissal of pregnant mothers is prohibited and nursing mothers are entitled to nursing breaks in the workplace (233).