The law provides that workers, except for civil servants, domestic workers, court officers and certain other categories of workers, are free to form and join independent unions, bargain collectively, and conduct legal strikes. A broad range of essential service employees, including in the military, police, health, ambulance, prison, water and electricity services, and radio and telecommunication services sectors, are prohibited from forming unions or going on strike. Additionally, the law authorizes the minister responsible for labor matters to exclude any other category of workers from the protection of the law. Unions must register to be recognized. The law requires a minimum membership of 50 workers for the registration of a trade union, a threshold few workplaces could meet. The law also provides that the registrar of unions may examine without because the financial accounts of workers’ associations.

The law restricts the right to strike by requiring unions to give the commissioner of labor written notice 14 days before beginning an industrial action (28 days for actions involving essential services). Police and military personnel had access to a complaints unit, and civil servants could take union complaints to the public service commission or the government’s personnel management office. An employer may apply for a court injunction to prohibit industrial action deemed to be in pursuit of a political objective. The court also may forbid action judged to be in breach of a collectively agreed procedure for settlement of industrial disputes. The law prohibits retribution against strikers who comply with the law regulating strikes. Employers may not fire or discriminate against members of registered unions for engaging in legal union activities, and the law provides for reinstatement of workers fired for union activity. The law also sets minimum contract standards for hiring, training, and terms of employment and provides that contracts may not prohibit union membership.

The government did not effectively enforce the law; however, there were no official reports of persistent abuses of workers’ right of freedom of association. Resources, inspections, and remediation were inadequate. Penalties were not commensurate with those for similar violations and were rarely applied. Administrative and judicial procedures were subject to lengthy delays and appeals.

Although trade unions were small and fragmented, collective bargaining took place. Union members were able to negotiate without government interference; however, they lacked experience, organization, and professionalism and often turned to the government for assistance in negotiations. The Department of Labor registered most collective agreements, which remained valid for three years and were renewable.

The constitution and law prohibit all forms of forced or compulsory labor, including that of children, but the government did not effectively enforce the law. The law sets forth general employment protections, including contractual rights, freedom of association, the right to collective bargaining, and disciplinary procedures in the workplace, among other important labor regulations. Domestic laborers were not protected under the national labor law, however, which rendered them vulnerable to exploitation. The penalties for forced labor were commensurate with those for other serious crimes but were seldom applied.

Military service members may be compelled to undertake work that is not purely military in character, including in agriculture, engineering, health, and education. Women and children were subjected to forced labor primarily for domestic labor and commercial sexual exploitation. Contrary to International Labor Organization conventions, the law permits compulsory labor for prisoners convicted of possession of prohibited publications, seditious statements or writings, and publishing rumors or false statements.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

The law does not prohibit all the worst forms of child labor. The constitution prohibits economic exploitation of children younger than age 16, and regulations prohibit children younger than 18 from engaging in exploitive labor or hazardous employment, including mining and quarrying, going to sea, carrying heavy loads, operating heavy machinery, and working in establishments serving alcohol. The law sets the minimum age at 16 for light work but allows children as young as 12 to apprentice in the informal sector.

The Department of Labor is responsible for enforcing child labor laws and conventions on the worst forms of child labor, but it did not effectively do so. The government took few actions to prevent or combat child labor during the year. The penalties for conviction of child labor laws were commensurate with those for similar serious crimes but were seldom applied. The labor commissioner registered employee labor cards, which include a person’s age; the law authorizes the commissioner to enforce child labor laws. Enforcement inspections rarely took place and when they took place, no one was prosecuted.

Child labor occurred primarily in the informal sector and was largely unregulated. Rising school fees combined with stagnating incomes prevented some families from sending their children to school, contributing to the vulnerability of children to child labor. Additionally, many children completed nine years of compulsory schooling at age 14, rendering them vulnerable to child labor. In urban areas some children worked as street vendors, domestic laborers, or taxi and bus assistants. There were instances of children begging on the streets, including cases of forced begging. Children between ages 14 and 17 also worked in carpentry, masonry, plumbing, tailoring, and auto repair. Children in rural areas worked on family farms, often under hazardous conditions.

See also the Department of Labor’s Findings on the Worst Forms of Child Labor at https://www.dol.gov/agencies/ilab/resources/reports/child-labor/findings .

d. Discrimination with Respect to Employment and Occupation

The constitution prohibits discrimination based on race, color, gender, language, religion, political or other opinion, national or social origin, disability, sex, property, or birth. The law does not specifically prohibit discrimination on the basis of HIV/AIDS status, sexual orientation, or gender identity but prohibits discrimination based on other status. The law defines the criteria that prohibit discrimination with respect to employment and occupation, and the government enforced the law inconsistently, applying it in the formal sector but not in the large informal sector. Penalties were commensurate with those for other similar violations.

Employment in the formal sector was open to women at the same salary rates as men, and no statutory discrimination existed in other kinds of employment; however, societal discrimination lingered, and women generally worked in such low-wage pursuits as food vending and subsistence farming. The law also prohibits discrimination in private companies certified by the Department of Labor.

During the year the government did not report any cases of discriminatory practices with respect to employment or occupation.

Collective bargaining, arbitration, or agreements reached between unions and management determined union members’ wages, and the minimum wage was generally less than the World Bank’s international poverty line, although it was above the government’s national poverty baseline. Employers paid most workers above the minimum wage. Most citizens did not live on a single worker’s earnings and shared resources within extended families. The Department of Labor is responsible for enforcing the minimum wage; however, the government did not effectively enforce the law. Penalties for wage and hour violations were rarely enforced. Most workers were employed in the private sector or were self-employed, often in agriculture and other informal sectors where labor laws were not enforced.

The basic legal workweek is 48 hours within a period not to exceed six consecutive days. The government’s workweek consists of four eight-hour workdays Monday through Thursday and a four-hour workday on Friday. The private sector typically operates from Monday through Saturday. Regulations mandate a 30-minute lunch break. Regulations entitle government employees to one month of paid annual leave after one year of service. The government does not pay most government employees overtime compensation. Government workers holding temporary positions and private-sector workers, however, receive overtime pay calculated at time and a half per hour. There is no exception for foreign or migrant workers.

The law specifies appropriate safety equipment an employer must provide to employees working in designated occupations. The law also authorizes the Department of Labor to regulate factory health and safety, accident prevention, and dangerous trades and to appoint inspectors to conduct unannounced inspections, identify unsafe conditions, and issue sanctions to enforce compliance. Workers may demand protective equipment and clothing for hazardous workplaces and have recourse to the Labor Department for violations of occupational safety and health standards. Workers could not remove themselves from unsafe conditions without possible jeopardy to their jobs. The law protects foreign workers employed by the government; however, it provides protection for privately employed foreigners only if they have valid work permits.

The government did not effectively enforce the law on occupational health and safety. Penalties were not commensurate with those for similar violations and were seldom applied. Court remedies were lengthy, expensive, and generally ineffective. The number of labor inspectors was insufficient to enforce compliance. Wage and safety standards were not enforced in the informal sector, which included most workers.

Violations of health and safety standards were common in the service, construction, agricultural, and domestic labor sectors. According to Forbes’ 2020 report, The World’s Most Dangerous Countries for Workers, 64 percent of Gambian workers stated they had been injured on the job. In February, two sanitation workers died inside a sanitation sewer at a local restaurant.

The constitution, federal legislation, and government regulations provide for the right of employees to form and join independent unions, bargain collectively, and conduct legal strikes. Wildcat strikes are not allowed. The law prohibits antiunion discrimination and offers legal remedies to claim damages, including the reinstatement of unlawfully dismissed workers.

Some laws and regulations limit these labor rights. While civil servants are free to form or join unions, their wages and working conditions are determined by legislation, not by collective bargaining. All civil servants (including some teachers, postal workers, railroad employees, and police) and members of the armed forces are prohibited from striking.

Employers are generally free to decide whether to be a party to a collective bargaining agreement. Even if they decide not to be a party, companies must apply the provisions of a collective agreement if the Federal Ministry of Labor and Social Affairs declares a collective bargaining agreement generally binding for the whole sector. Employers not legally bound by collective bargaining agreements often used them to determine part or all of their employees’ employment conditions. Employers may contest in court a strike’s proportionality and a trade union’s right to take strike actions. The law does not establish clear criteria on strikes, and courts often rely on case law and precedent.

The government enforced applicable laws effectively. Actions and measures by employers to limit or violate freedom of association and the right to collective bargaining are considered unlawful and lead to fines. Penalties and remediation efforts were commensurate with those of equivalent laws denying civil rights.

Laws regulate cooperation between management and work councils (companies’ elected employee representation), including the right of the workers to be involved in management decisions that could affect them. Work councils are independent from labor unions but often have close ties to the sector’s labor movement. The penalty for employers who interfere in work councils’ elections and operations is up to one year in prison or a fine. Findings from 2019 showed that a significant number of employers interfered with the election of work council members or tried to deter employees from organizing new work councils. This practice has been criticized by labor unions for a long time; they call for stronger legislation that shields employees seeking to exercise their rights under the law.

The constitution and federal law prohibit all forms of forced or compulsory labor. Penalties for forced labor range from six months to 10 years in prison and were generally commensurate with those of other serious crimes.

The government effectively enforced the law when they found violations, but NGOs questioned the adequacy of resources to investigate and prosecute the crime. Some traffickers received light or suspended sentences that weakened deterrence and undercut efforts to hold traffickers accountable, but the language was generally consistent with the country’s sentencing practices. In March media outlets released findings from a detailed investigation regarding migrant workers in the country who were lured under false pretenses and forced to work in squalid conditions with barely any pay. One media outlet reported that workers “described a sophisticated operation which kept tight control over their livelihoods. The men picked them up when they arrived, ran their accommodations, set rules for their workdays, and … decided when and how they would be paid.” Further, the workers “described deductions for everything from up-front ‘bureaucratic costs’ to monthly rent to gasoline for the car they were driven to work in, even the special safety boots they had to wear.”

There were reports of forced labor involving adults, mainly in the construction and food service industries. There were also reported cases in domestic households and industrial plants. In 2019 police completed 14 labor-trafficking investigations that identified 43 victims, nearly a third (13) of whom were from Ukraine.

In August 2019, 800 federal police officers conducted raids in the states of Thuringia and Saxony-Anhalt on the suspicion of human trafficking and labor exploitation of workers from Eastern Europe. As of September the general prosecutor in Erfurt was still investigating two Ukrainian nationals, one German recruiter, and one employee of a local authority.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

The law prohibits the worst forms of child labor and provides for a minimum age of employment, including limitations on working hours and occupational safety and health restrictions for children. The law prohibits the employment of children younger than 15 with a few exceptions: Children who are 13 or 14 may perform work on a family-run farm for up to three hours per day or perform services such as delivering magazines and leaflets, babysitting, and dog walking for up to two hours per day, if authorized by their custodial parent. Children younger than 15 may not work during school hours, before 8 a.m., after 6 p.m., or on Saturdays, Sundays, or public holidays. The type of work must not pose any risk to the security, health, or development of the child and must not prevent the child from obtaining schooling and training. Children are not allowed to work with hazardous materials, carry or handle items weighing more than 22 pounds, perform work requiring an unsuitable posture, or engage in work that exposes them to the risk of an accident. Children between the ages of three and 14 may take part in cultural performances, but there are strict limits on the kind of activity, number of hours, and time of day.

The government effectively enforced the applicable laws, and penalties were commensurate with those of other serious crimes. Isolated cases of child labor occurred in small, family-owned businesses, such as cafes, restaurants, family farms, and grocery stores. Inspections by the regional inspection agencies and the resources and remediation available to them were adequate to ensure broad compliance.

d. Discrimination with Respect to Employment and Occupation

The law prohibits discrimination in all areas of occupation and employment, from recruitment, self-employment, and promotion to career advancement. Although origin and citizenship are not explicitly listed as grounds of discrimination in the law, victims of such discrimination have other means to assert legal claims. The law obliges employers to protect employees from discrimination at work.

The government effectively enforced these laws and regulations during the year. Employees who believe they are victims of discrimination have a right to file an official complaint and to have the complaint heard. If an employer fails to protect the employee effectively, employees may remove themselves from places and situations of discrimination without losing employment or pay. In cases of violations of the law, victims of discrimination are entitled to injunctions, removal, and material or nonmaterial damages set by court decision. Penalties were commensurate with those of other civil rights violations.

FADA highlighted that applicants of foreign descent and with foreign names faced discrimination even when they had similar or better qualifications than others. Workers filed 1,176 complaints with FADA alleging workplace discrimination because of their ethnic background; the majority of complaints concerned the private sector, where barriers for persons with disabilities also persisted.

The law provides for equal pay for equal work. In March the Federal Statistical Office found the gross hourly wages of women in 2019 were on average 20 percent lower than those of men. It blamed pay differences in the sectors and occupations in which women and men were employed, as well as unequal requirements for leadership experience and other qualifications as the principal reasons for the pay gap. Women were underrepresented in highly paid managerial positions and overrepresented in some lower-wage occupations. FADA reported women were also at a disadvantage regarding promotions, often due to career interruptions for child rearing.

The law imposes a gender quota of 30 percent for supervisory boards of certain publicly traded corporations. It also requires approximately 3,500 companies to set and publish self-determined targets for increasing the share of women in leading positions (executive boards and management) and to report on their performance. Consequently, the share of women on the supervisory boards of those companies bound by the law increased from approximately 20 percent in 2015 to nearly 35 percent in 2019. The representation of women on management boards in the top 200 companies stood at 14 percent.

There were reports of employment discrimination against persons with disabilities. The unemployment rate among persons with disabilities decreased to 11.2 percent in 2018, remaining considerably higher than that of the general population (on average 5.2 percent for 2018). Employers with 20 or more employees must hire persons with significant disabilities to fill at least 5 percent of all positions; companies with 20 to 40 employees must fill one position with a person with disabilities, and companies with 40 to 60 employees must fill two positions. Each year companies file a mandatory form with the employment office verifying whether they meet the quota for employing persons with disabilities. Companies that fail to meet these quotas pay a monthly fine for each required position not filled by a person with disabilities. In 2018 nearly 100,000 employers did not employ enough persons with disabilities and paid fines.

The law provides for equal treatment of foreign workers, although foreign workers faced some wage discrimination. For example, employers, particularly in the construction sector, sometimes paid lower wages to seasonal workers from Eastern Europe.

The nationwide statutory minimum wage is below the internationally defined “at-risk-of poverty threshold” of two-thirds of the national median wage. The minimum wage does not apply to persons younger than 18, long-term unemployed persons during their first six months in a new job, or apprentices undergoing vocational training, regardless of age. A number of sectors set their own higher minimum wages through collective bargaining.

The government effectively enforced the laws and monitored compliance with the statutory and sector-wide minimum wages and hours of work through the Customs Office’s Financial Control Illicit Work Unit, which conducted checks on nearly 55,000 companies in 2019. Employees may sue companies if employers fail to comply with the Minimum Wage Act, and courts may sentence employers who violate the provisions to pay a substantial fine. Penalties for wage and hour violations were commensurate with those of similar crimes.

Federal regulations set the standard workday at eight hours, with a maximum of 10 hours, and limit the average workweek to 48 hours. For the 54 percent of employees who are directly covered by collective bargaining agreements, the average agreed working week under existing agreements is 37.7 hours. The law requires a break after no more than six hours of work, stipulates regular breaks totaling at least 30 minutes, and sets a minimum of 24 days of paid annual leave in addition to official holidays. Provisions for overtime, holiday, and weekend pay varied, depending upon the applicable collective bargaining agreement. Such agreements or individual contracts prohibited excessive compulsory overtime and protected workers against arbitrary employer requests.

Extensive laws and regulations govern occupational safety and health. A comprehensive system of worker insurance carriers enforced safety requirements in the workplace. Penalties for occupational safety and health violations were commensurate to those for other similar crimes.

The Federal Ministry of Labor and Social Affairs and its state-level counterparts monitored and enforced occupational safety and health standards through a network of government bodies, including the Federal Agency for Occupational Safety and Health. At the local level, professional and trade associations self-governing public corporations with delegates representing both employers and unions as well as works councils oversaw worker safety. The number of inspectors was sufficient to ensure compliance. Inspectors had the authority to make unannounced inspections and initiate sanctions.

The number of work accidents continued to decline among full-time employees, but workplace fatalities increased to 497 in 2019, up from 420 in 2018. Most accidents occurred in the construction, transportation, postal logistics, wood, and metalworking industries.

The law provides for the right of workers to form and join independent labor unions, participate in collective bargaining, and, with some restrictions, conduct legal strikes. The law prohibits antiunion discrimination. It requires employers to recognize a union that represents the majority of workers in a particular business, but it does not oblige employers to recognize a union unless the majority of the workforce belongs to the union.

While workers in essential services have the right to strike, the labor minister may refer disputes involving essential services to compulsory arbitration. The government’s list of essential services is broad and includes services not regarded as essential by the International Labor Organization. Essential services in the government’s list include electricity and water; public-health sectors, including sanitation; airport, air traffic, seaport, and dock services, including pilotage; fire departments; telephone and telegraph companies; prisons and police; and hospital services and nursing.

The government respected freedom of association and the right to collective bargaining. Employers generally recognized and bargained with unions even if a majority of the workforce did not belong to a union.

The government generally enforced labor laws. Penalties were commensurate with those for other laws involving denials of civil rights, such as discrimination. Administrative and judicial procedures related to labor were subject to lengthy delays and appeals. Labor organizations sought a change in labor laws to effect timely resolution of disputes following labor action.

The law prohibits all forms of forced or compulsory labor and specifically prohibits the sale or trafficking of children for exploitive labor. The law requires the use of force, threats, abuse of power, or other forms of coercion for trafficking to be considered an offense. The law does not sufficiently prohibit the trafficking of children, despite establishing heightened penalties for traffickers of children, because it requires the use of coercion for trafficking to be considered an offense. The government effectively enforced the law, and the penalties were commensurate with those for other analogous serious crimes, such as kidnapping.

The statutory minimum age for employment of children is 16 years. The law allows holiday employment for children younger than 16 but does not specify the minimum age, types of work, or number of hours permitted for such work. The law also permits employment of children younger than 18 if employers meet certain conditions related to hours, insurance, and working conditions set forth in the labor code. There is no explicit prohibition against children’s involvement in hazardous work.

Inspectors from the Ministry of Labor enforced the minimum age provisions in the formal sector through periodic checks. Enforcement in the informal sector was insufficient, specifically for family farms. Penalties were commensurate with those for other analogous serious crimes, such as kidnapping.

Also see the Department of Labor’s Findings on the Worst Forms of Child Labor at https://www.dol.gov/agencies/ilab/resources/reports/child-labor/findings .

d. Discrimination with Respect to Employment and Occupation

The law prohibits discrimination with respect to employment or occupation based on race, color, national origin, religion, political opinion, gender, age, or disability. The law does not prohibit discrimination in respect to employment or occupation based on language, HIV status or other communicable diseases, sexual orientation, or gender identity. While there is no penalty for violating the law, authorities stated the country adheres to International Labor Organization guidelines and standards. In general the law and regulations were effectively enforced in collaboration with the Labor Commissioner’s Office within the Ministry of Labor. Penalties were commensurate to laws related to civil rights, such as election interference.

The law provides for a national minimum wage for various categories of employment, which was above the poverty income rate.

The government sets health and safety standards. Workers may remove themselves from situations endangering health or safety without jeopardizing their employment if they reasonably believe the situation presents an imminent or serious danger to life or health.

Enforcement involving wages, hours, occupational safety, and other elements is the responsibility of the Ministry of Labor. Labor inspectors are responsible for the full range of labor rights inspections, including workplace safety and the right to organize. Labor officers worked with employers in sectors such as energy, agriculture, and construction to promote appropriate clothing, health checks, and pesticide safety. The government effectively enforced minimum wage requirements and reported no violations of the law concerning working hours. The government did not always enforce occupational health and safety regulations. There were no major industrial accidents during the year.

The government informally encouraged businesses to rectify violations without resorting to formal channels for compliance that included fines and penalties. The government provided no information on the amount the law sets for fines or other penalties.

The law provides for the right of some workers, excluding public-sector employees, to form and join unions of their choice and to strike, with restrictions. The law allows for collective bargaining, stating that employers must conclude a collective contract with a union if that union represents at least two-thirds of the workers and requests a contract. Strikes are legal if, among other requirements, they are approved by at least one-third of a company’s workers. The law prohibits firing workers for union activities but is unclear whether employers may be fined for each violation. The law sets very low fines for trade union dismissals, however, and does not explicitly provide for reinstatement as a remedy.

The law restricts some worker rights. It requires that a union obtain prior authorization from the government to be recognized. The law limits legal strikes to four types: striking while remaining at post, striking without abandoning the institution, walking out and abandoning the institution, and striking in solidarity with another strike. Public-utility service workers and public-sector enterprise workers may not strike. The law defines public-utility service employees as essential workers who “cannot suspend their activities without causing serious harm to public health and security.” A 48-hour notice period is compulsory for all strikes, and strikes may not exceed one day. Some groups were able to strike despite these restrictions by being present at their workplace but refusing to work. One party in a strike may request compulsory arbitration to halt the strike. The law does not cover freelance workers or workers in the informal economy.

The government did not effectively enforce applicable law, and penalties were not commensurate with those for other laws involving denials of civil rights, such as discrimination. Government officials, unions, and factory-level affiliates expanded their efforts at dialogue. The labor court, located in Port-au-Prince and under the supervision of the Ministry of Social Affairs and Labor, adjudicates private-sector workplace conflicts. Outside of Port-au-Prince, plaintiffs may use municipal courts for labor disputes. The law requires ministry mediation before cases are filed with the labor court. In the case of a labor dispute, the ministry investigates the nature and causes of the dispute and tries to facilitate a resolution, including reinstatement as a possible remedy. In the absence of a mutually agreed resolution, the dispute is referred to court.

During the year, despite work stoppages and operational complications due to the COVID-19 pandemic, the labor ombudsperson for the apparel sector and the Ministry of Social Affairs and Labor provided mediation services to workers and employers in Port-au-Prince, Caracol Industrial Park, and Ouanaminthe. Due to limited capacity and procedural delays in forwarding cases from the ministry to the courts, the mediation services of the apparel sector’s labor ombudsperson and the conciliation services of the ministry were often the only practical options for worker grievances regarding better pay and working conditions. The labor ombudsperson intervened to improve relationships between employers, workers, and trade union organizations, either upon formal request by workers, unions, or employers’ representatives, or based on labor-related human rights allegations reported by the International Labor Organization’s Better Work Haiti (BWH) program.

Antiunion discrimination persisted, although less than in previous years. Workers reported suspensions, terminations, and other retaliation by employers for legitimate trade union activities.

Although the law prohibits all forms of forced or compulsory labor, there is no criminal prosecution for violations. The government did not effectively enforce the law in all sectors of the economy, and penalties were not commensurate with those for analogous crimes such as kidnapping. The labor ombudsperson did not record any instances of intimidation or employer abuse. Penalties for violation of forced labor law were insufficient to deter violations.

While there were no reports of forced or compulsory labor in the formal sector, other reports of forced or compulsory labor were made, specifically instances of forced labor among child domestics, or restaveks (see section 7.c.). Children were vulnerable to forced labor in private and NGO-sponsored residential care centers, construction, agriculture, fisheries, domestic work, and street vending.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

The country has ratified all key international conventions concerning child labor and has established laws and regulations related to child labor. Gaps existed, however, in the legal framework to protect children adequately from the worst forms of child labor, including in the identification of hazardous occupations, activities prohibited for children, and the prohibition of forced labor. The worst forms of child labor, including forced child labor, continued to be problematic and endemic, particularly in domestic service. The government did not effectively enforce applicable law, and penalties were not commensurate with those for analogous crimes such as kidnapping. There are no legal penalties for employing children in domestic labor. The law requires employers to pay domestic workers older than age 15, but employers of domestic workers used “food and shelter” as unregulated compensation for workers 15 and younger.

The employment of children younger than 15 in the informal sector was a widespread practice. Children often worked in domestic work, subsistence agriculture, and street trades such as selling goods, washing cars, serving as porters in public markets and bus stations, and begging. Children also worked with parents on small family farms, although the high unemployment rate among adults kept significant numbers of children from being employed on commercial farms.

Working on the streets exposed children to a variety of hazards, including severe weather, vehicle accidents, and crime. Abandoned and runaway restaveks were a significant proportion of children living on the street. Many of these children were exploited by criminal gangs for prostitution or street crime, while others became street vendors or beggars.

The most recent study by the Ministry of Social Affairs and Labor, published in 2015, estimated 286,000 children worked in indentured domestic servitude, a form of trafficking in persons. Such restaveks were often victims of psychological, physical, and sexual abuse. While the IBESR and the HNP’s specialized Child Protection Bureau were responsible for protecting the welfare of children, their effectiveness was limited. Restaveks were exploited by being forced to work excessive hours at physically demanding tasks without commensurate pay or adequate food, being denied access to education, and being subjected to physical and sexual abuse.

Girls were often placed in domestic servitude in private urban homes by parents who were unable to provide for them, while boys more frequently were exploited for farm labor. Restaveks who did not run away from families usually remained with them until age 14. Many families forced restaveks to leave before age 15 to avoid paying them wages as required by law. Others ignored the law, often with impunity.

The minimum age for employment in industrial, agricultural, or commercial companies is 16. The minimum age does not apply to work performed outside a formal labor agreement. Children age 12 and older may work up to three hours per day outside of school hours in family enterprises, under supervision from the Ministry of Social Affairs and Labor. The law allows children 14 and older to be apprentices, but children ages 14 to 16 may not work more than 25 hours a week as apprentices. The law states it is illegal to employ children younger than 16, but it is unclear whether the provision supersedes older statutes that create the sectoral exceptions mentioned above. In addition it is unclear whether there is a minimum age for domestic workers.

The law prohibits anyone younger than 15 from performing any work that is likely to be hazardous; interferes with their education; or is harmful to their physical, mental, spiritual, moral, or social health and development, including the use of children in criminal activities. The law prohibits minors from working in dangerous or hazardous conditions such as in mining, construction, or sanitation services. The law prohibits night work in industrial enterprises for children younger than 18. The law doubles penalties for employing underage children at night. Prohibitions related to hazardous work omit major economic sectors, including agriculture. According to a BWH report covering April 2019 to March, all apparel factories complied with child labor law.

Persons between ages 15 and 18 seeking employment must obtain authorization from the Ministry of Social Affairs and Labor unless they work in domestic service. The law stipulates penalties for failure to follow procedures, such as failing to obtain authorization to employ persons between ages 15 and 18, but it does not penalize the employment of children. The penalties were not sufficient to protect children from labor exploitation. The government did not effectively enforce the law.

The IBESR is responsible for enforcing child labor law. The IBESR and the Brigade for the Protection of Minors (BPM), a unit within the HNP, responded to reports of abuse in homes and orphanages where children worked. The government did not effectively enforce applicable law, and penalties were not commensurate with those for analogous crimes, such as kidnapping. The government did not report on investigations into child labor law violations or the penalties imposed. Although the government and international donors allocated supplemental funds for the IBESR to acquire new administrative space and hire more staff, the IBESR lacked the programs and legislation needed to eliminate the worst forms of child labor.

The National Tripartite Committee, organized by the government to help develop national policy on child labor, updated the list of hazardous work for children younger than age 18 in accordance with the International Labor Organization. The hazardous work list was not ratified because parliament lapsed in January.

The BPM is responsible for investigating crimes against children, and it referred exploited and abused children to the IBESR and partner NGOs for social services. Although it has the authority to respond to allegations of abuse and to apprehend persons reported as exploiters of child domestic workers, the BPM struggled to investigate cases involving the practice of restavek successfully. These investigations were difficult because no specific law protects restavek victims and the BPM must rely on other law, such as law against human trafficking, to investigate such cases.

Also see the Department of Labor’s Findings on the Worst Forms of Child Labor at https://www.dol.gov/agencies/ilab/resources/reports/child-labor/findings/ .

d. Discrimination with Respect to Employment and Occupation

The constitution provides for freedom of work for all citizens and prohibits discrimination based on sex, national or geographic origin, religion, opinion, or marital status. The constitution states that women should occupy 30 percent of the positions in public-sector employment. The law does not define employment discrimination, although it sets out specific provisions with respect to the rights and obligations of foreigners and women, such as the conditions to obtain a work permit, foreign worker quotas, and provisions related to maternity leave. The law prohibits discrimination based on disability but does not prescribe penalties for law violations. The law does not prohibit discrimination based on language, sexual orientation, gender identity, social status, or HIV-positive status. Women continued to face economic restrictions such as harassment in the workplace and lack of access to finance.

The government did not effectively enforce applicable law, and penalties were not commensurate with penalties for laws related to civil rights, such as election interference. In the private sector, several industries including public transportation and construction, which in the past had been male oriented, employed female workers at the same pay scale as men. Despite these improvements, gender discrimination remained a major concern. There was no governmental assessment or report on work abuses. The BWH’s assessment of 29 factories between April 2019 and March identified two cases of gender discrimination. Following the assessment, the factories where the cases occurred were reprimanded and conducted compliance training with the offenders as well as with all workers, and they reviewed sexual harassment policy in consultation with the trade union committee.

The law provides for a national minimum wage. Minimum wages are set by the government based on official macroeconomic indicators and generally remained above the national poverty line.

The law known as the 3×8 law organizes and regulates work over a 24-hour period divided into three eight-hour shifts. This law sets the standard workday at eight hours and the workweek at 48 hours for industrial, commercial, agricultural, and tourist establishments, and for public and private utilities. While the law sets overtime and rest hours per shift, it repealed other legal provisions that covered working hours, overtime payment, a weekly rest day, and certain paid annual holidays. According to the chairman of the Haitian Hemispheric Opportunity through Partnership Encouragement Commission, a public-private labor oversight organization for the apparel assembly sector, the 3×8 law applied only to certain enterprises, thereby limiting its implementation.

The law establishes minimum occupational safety and health (OSH) regulations, including rules for onsite nurses at factories, medical services, and annual medical checks. The law allows workers to notify the employer of any defect or situation that may endanger worker health or safety, and to call the Ministry of Social Affairs and Labor or police if the employer fails to correct the situation. OSH standards were in need of reform, including new policies and programs to mitigate persistent and emerging OSH risks, reinforce health promotion at work, and develop compliance programs. Additionally, standards were not always enforced. Penalties for violations of OSH regulations were not commensurate with penalties for analogous crimes, such as negligence.

The Ministry of Social Affairs and Labor was responsible for enforcing a range of labor-related regulations on wage and hour requirements, standard workweeks, premium pay for overtime, and occupational safety and health, but it did not effectively enforce these regulations. Penalties were not commensurate with those for similar crimes, such as fraud. There were no prosecutions of individuals accused of violating the minimum wage or hours of work.

Labor inspectors faced problems, including a lack of training as well as support from law enforcement authorities. Inspectors did not have the authority to make unannounced inspections or initiate sanctions. Despite operational difficulties due to the COVID-19 pandemic, the ministry was able to conduct inspections in the garment sector.

There were few reports of noncompliance with overtime provisions in apparel factories. In its 20th Biannual Synthesis Report, which covers part of 2020, the BWH found that several factories had at least one compliance problem related to emergency preparedness, working hours, or handling of chemical and hazardous substances.

The BWH reported cases in which employers made late payments for worker contributions to the country’s social security administration (the Office of National Insurance) or when employers made erroneous or late payments to the Office of Insurance for Work Accidents, Sickness, and Maternity. The BWH continued to work with factories to improve compliance with benefit requirements.

The law provides for the right of workers to form and join independent unions, bargain collectively, and conduct legal strikes. The law prohibits antiunion discrimination. It is silent on whether workers fired for union activity should be reinstated, but it allows for fining employers who engage in this practice. The law permits the government to pass a provisional law to impose mandatory mediation when strikes threaten key sectors in the economy.

The government effectively enforced the law. Inspection was sufficient to enforce compliance and penalties for violations (damages and fines) were commensurate with those for similar crimes.

The government and employers respected freedom of association and the right to bargain collectively. Collective bargaining agreements covered nearly 100 percent of the formal economy’s workforce. Independent contractors in various industries, but mainly in construction and tourism, sometimes hired subcontractors to avoid hiring workers with bargaining rights.

The law prohibits all forms of forced or compulsory labor.

Law enforcement authorities and the Administration of Occupational Health and Safety effectively enforced the law. Resources were adequate during the year, although there were no prosecutions. The law is sufficiently stringent compared with those on other serious crimes, and penalties for violations were commensurate.

Some instances of forced labor occurred. Traffickers subjected men and women to forced labor in construction, tourism, and restaurants. Foreign “posted workers” were at particular risk of forced labor because traffickers paid them in their home countries and contracted them to work for up to 183 days in the country under the guise of avoiding taxes and union fees, limiting tax authorities’ and union officials’ ability to monitor their work conditions and pay. Foreign workers have the same rights that are afforded to local workers in collective bargaining agreements. Union officials noted that they do take legal action on the behalf of workers, regardless of whether union dues had been paid.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

The law prohibits the worst forms of child labor and provides for a minimum age of employment, including limitations on working hours, occupational safety, and health restrictions for children. According to the law, children who are 13 and 14 may be employed in light work up to 12 hours per week and a maximum of two hours per day outside organized school teaching hours during the school year and up to 35 hours a week or a maximum of seven hours per day during school vacations. They may not work between the hours of 8 p.m. and 6 a.m. Children between the ages of 15 and 18 who do not attend school may work up to 40 hours per week and a maximum of eight hours per day, but not between the hours of 10 p.m. and 6 a.m. For children who remain in school, the law limits work to 12 hours per week and a maximum two hours per day during the school year, but up to 40 hours per week and a maximum eight hours per day during school vacations. They may not work between the hours of 8 p.m. and 6 a.m. Children younger than 18 may not be employed in hazardous work as specified by law.

The government effectively enforced applicable laws. Penalties were commensurate with those for similar crimes. Inspection capacity was sufficient to enforce compliance.

d. Discrimination with Respect to Employment and Occupation

The constitution and other laws prohibit employment discrimination in general and provide for fines determined by the courts for violations. The law provides for equal treatment in the labor market, without regard to race, ethnicity, age, religion, beliefs, disability, sexual orientation, gender identity, intersex status, or gender expression. The law does not specifically address HIV/AIDS or refugee status. Under the law, individuals, companies, institutions, and nongovernmental organizations can refer cases to the Gender Equality Complaints Committee, which rules on appointments and salary-related matters.

The government effectively enforced the law in most areas, but instances of employment discrimination occurred. Penalties were commensurate with those for similar violations. Despite laws requiring equal pay for equal work, a pay gap existed between men and women. Disability rights advocates asserted that persons with disabilities had a more difficult time finding jobs due to prejudice and because fewer job opportunities, especially part time, were available for persons with disabilities.

The law does not establish a minimum wage. The minimum wages negotiated in various collective bargaining agreements applied automatically to all employees in those occupations, including foreign workers, regardless of union membership. While the agreements can be industry-wide, sector-wide, or in some cases firm-specific, the type of position defined the negotiated wage levels, which were higher than the poverty level.

The law requires that employers compensate work exceeding eight hours per day as overtime and limits the time a worker may work, including overtime, to 48 hours a week on average during each four-month period. Overtime pay does not vary significantly across unions, but collective bargaining agreements determine the terms of overtime pay. The law entitles workers to 11 hours of rest in each 24-hour period and one day off each week. Under specially defined circumstances, employers may reduce the 11-hour rest period to no fewer than eight hours, but they must then compensate workers with corresponding rest time later. They may also postpone a worker’s day off, but the worker must receive the corresponding rest time within 14 days. The Administration of Occupational Safety and Health (AOSH) monitored and enforced these regulations.

The law sets occupational health and safety standards that are appropriate for the main industries, and the Ministry of Welfare administered and enforced them through AOSH, which conducted both proactive and reactive inspections. Workers can remove themselves from situations that endanger health and safety without jeopardy to their employment. AOSH can close workplaces that fail to meet safety and health standards.

The government effectively enforced the law. AOSH employed a sufficient number of inspectors to enforce standards effectively in all sectors. AOSH levied daily fines on companies that did not follow instructions, urging them to improve work conditions. Daily fines were commensurate with those for similar violations. With the exception of certain asylum seekers, the government provided universal health-care coverage to all workers, including those in the informal economy.

The Icelandic Confederation of Labor stated in its annual report for 2020 that economic growth in recent years has resulted in an influx of foreign workers who are subject to exploitation. The exploitation primarily centered on foreign workers receiving salaries below negotiated minimum wages. Although violations of occupational safety and health standards occurred in all sectors, violations occurred most frequently in the construction and food industries. Young workers and employees who did not understand or speak Icelandic and did not know local rules and regulations were more likely to be subjected to hazardous or exploitative working conditions.

The law provides for the right to form and join unions and to bargain collectively, although there is no legal obligation for employers to recognize a union or engage in collective bargaining. In the state of Sikkim, trade union registration was subject to prior permission from the state government. The law limits the organizing rights of federal and state government employees.

The law provides for the right to strike but places restrictions on this right for some workers. For instance, in export-processing zones (EPZs), a 45-day notice is required because of the EPZs’ designation as a “public utility.” The law also allows the government to ban strikes in government-owned enterprises and requires arbitration in specified “essential industries.” Definitions of essential industries vary from state to state. The law prohibits antiunion discrimination and retribution for involvement in legal strikes and provides for reinstatement of employees fired for union activity. In January approximately 25 million workers across the country went on a day-long strike to protest against the economic policies of the federal government.

Enforcement of the law varied from state to state and from sector to sector. Enforcement was generally better in the larger, organized-sector industries. Authorities generally prosecuted and punished individuals responsible for intimidation or suppression of legitimate trade union activities in the industrial sector. Civil judicial procedures addressed abuses because the Trade Union Act does not specify penalties for such abuses. Penalties were commensurate with those for other laws involving denials of civil rights, such as discrimination. Specialized labor courts adjudicate labor disputes, but there were long delays and a backlog of unresolved cases.

Employers generally respected freedom of association and the right to organize and bargain collectively in the formal industrial sector but not in the larger, informal economy. Most union members worked in the formal sector, and trade unions represented a small number of agricultural and informal-sector workers. Membership-based organizations, such as the Self-Employed Women’s Association, successfully organized informal-sector workers and helped them to gain higher payment for their work or products.

An estimated 80 percent of unionized workers were affiliated with one of the five major trade union federations. Unions were independent of the government, but four of the five major federations were associated with major political parties.

State and local authorities sometimes impeded registration of unions, repressed independent union activity, and used their power to declare strikes illegal and force adjudication. Labor groups reported that some employers continued to refuse to recognize established unions, and some instead established “workers’ committees” and employer-controlled unions to prevent independent unions from organizing. EPZs often employed workers on temporary contracts. Additionally, employee-only restrictions on entry to the EPZs limited union organizers’ access.

In September parliament passed a series of labor laws that exempt tens of thousands of small firms from labor protections. The new laws link social benefits to the size of companies and raise the threshold from 100 to 300 workers for firms that must comply with new limitations on firings and business closures. The new threshold rescinds the rights to strike or receive benefits for workers at smaller firms. The reforms replaced 44 labor laws with four labor codes that labor experts predicted would further expand the informal-sector workforce, which had more than 400 million workers, where workers do not have formal contracts and benefits.

The law prohibits all forms of forced or compulsory labor, but forced labor, including bonded labor for both adults and children (see section 7.c.), remained widespread.

Enforcement and compensation for victims is the responsibility of state and local governments and varied in effectiveness. The government generally did not effectively enforce laws related to bonded labor or labor-trafficking laws, such as the Bonded Labor System (Abolition) Act. When inspectors referred violations for prosecution, court backlogs, inadequate preparation, and a lack of prioritization of the cases by prosecuting authorities sometimes resulted in acquittals. In addition, when authorities reported violations, they sometimes reported them to civil courts to assess fines and did not refer them to police for criminal investigation of labor trafficking.

Penalties under law varied based on the type of forced labor and included fines and prison terms; penalties were not commensurate with those for analogous serious crimes, such as kidnapping. For example, bonded labor is specifically criminalized under the Scheduled Castes and Scheduled Tribes (Prevention of Atrocities) Act, which prescribes sufficiently stringent penalties, and the Bonded Labor System (Abolition) Act, which prescribes penalties that were not sufficiently stringent.

Authorities decreased investigations, prosecutions, and case convictions of traffickers and decreased victim identification efforts. NGOs estimated at least eight million trafficking victims in the country, mostly in bonded labor, and reported that police did not file reports in at least half of these cases. Authorities penalized some adult and child victims for crimes their traffickers compelled them to commit.

The Ministry of Labor and Employment reported the federally funded, state-run Centrally Sponsored Scheme assisted 11,296 bonded laborers from June 2016 through February 2020. Some NGOs reported delays of more than one year in obtaining release certificates for rescued bonded laborers. Such certificates were required to certify that employers had held them in bondage and entitled them to compensation under the law. The NGOs also reported that in some instances they failed to obtain release certificates for bonded laborers. The distribution of initial rehabilitation funds was uneven across states. The majority of bonded labor victim compensation cases remained tied to a criminal conviction of bonded labor. Since authorities often registered bonded labor cases as civil salary violations, convictions of the traffickers and full compensation for victims remained rare.

Bonded labor continued to be a concern in many states; however, no reliable statistics were available on the number of bonded laborers in the country. Most bonded labor occurred in agriculture. Nonagricultural sectors with a high incidence of bonded labor were stone quarries, brick kilns, rice mills, construction, embroidery factories, and beedi (hand-rolled cigarettes) production. Those from the most disadvantaged social strata were the most vulnerable to forced labor and labor trafficking.

On March 12, Karnataka law enforcement officials, in cooperation with the state’s human rights commission and a local NGO, rescued 50 bonded laborers from three plantations in Bengaluru. The rescued laborers were all from the Irular tribe (listed in the Schedule Castes and Tribes); at least 15 of those rescued were children. The owners of two plantations were arrested under laws prohibiting bonded labor and trafficking of persons.

In May, 67 bonded laborers were rescued from a brick kiln in Uttar Pradesh with the assistance of the NHRC and NGO Justice Ventures International. The rescued workers included women and children and were returned to their villages in Bihar.

In June, 12 members of a vulnerable tribal group in Telangana received compensation of 150,000 rupees (more than $2,000) each under the bonded labor rehabilitation assistance of the central government. These were part of the 45 bonded laborers rescued from an irrigation project site in 2018.

The Sumangali or “Provident Funds” scheme remained common in Tamil Nadu’s spinning mill industry, in which employers offer a lump sum for young women’s education at the end of multiyear labor contracts, which often amounted to bonded labor.

News media and NGOs reported several instances of migrants and bonded labor abandoned at workplaces without work or financial assistance from their employers during the COVID-19 lockdown. On June 1, the Telangana High Court directed the state government to arrange for food, shelter, and transportation for an estimated 150,000 workers stranded in the 810 brick kilns across the state. The petitioner pointed out that owners were mandated under the Inter State Migrant Workmen Act to arrange for transportation of the migrant workers, but this was not done in the case of brick kiln workers.

Scheduled Caste and Scheduled Tribe members lived and worked under traditional arrangements of servitude in many areas of the country. Although the central government had long abolished forced labor servitude, these social groups remained impoverished and vulnerable to forced exploitation, especially in Arunachal Pradesh.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

All of the worst forms of child labor were prohibited. The law prohibits employment of children younger than 14. The law also prohibits the employment of children between 14 and 18 in hazardous work. Children are prohibited from using flammable substances, explosives, or other hazardous material, as defined by the law. In 2017 the Ministry of Labor and Employment added 16 industries and 59 processes to the list of hazardous industries where employment of children younger than 18 is prohibited and where children younger than 14 are prohibited from helping, including family enterprises.

Despite evidence that children worked in unsafe and unhealthy environments for long periods of time in spinning mills, garment production, carpet making, and domestic work, not all children younger than 18 are prohibited from working in occupations related to these sectors. The law, however, permits employment of children in family-owned enterprises involving nonhazardous activities after school hours. Nevertheless, child labor remained common.

Law enforcement agencies took actions to combat child labor. State governments enforced labor laws and employed labor inspectors, while the Ministry of Labor and Employment provided oversight and coordination. Nonetheless, gaps existed within the operations of the state government labor inspectorate that might have hindered adequate labor law enforcement. Violations remained common. The law establishes penalties that are not commensurate with those for other analogous serious crimes, such as kidnapping, and authorities sporadically enforced them. The fines collected are deposited in a welfare fund for formerly employed children.

The International Labor Organization estimated there were 10 million child workers between ages five and 14 in the country. The majority of child labor occurred in agriculture and the informal economy, in particular in stone quarries, in the rolling of cigarettes, and in informal food service establishments. Children were also exploited in domestic service and in the sugarcane, construction, textile, cotton, and glass bangle industries in addition to begging.

Commercial sexual exploitation of children occurred (see section 6, Children). Nonstate armed groups recruited and used children as young as 12 to organize hostility against the government in Jammu and Kashmir, including Maoist and Naxalite groups. Nonstate armed groups sometimes forced children to handle weapons and explosive devices and used them as human shields, sexual slaves, informants, and spies.

Forced child labor, including bonded labor, also remained a serious problem. Employers engaged children in forced or indentured labor as domestic servants and beggars, as well as in quarrying, brick kilns, rice mills, silk-thread production, and textile embroidery.

In May, 900 children were rescued from bangle manufacturing factories in Jaipur by a local antitrafficking unit. Of the children, 25 were working as bonded laborers and the rest were engaged in child labor, all ages 10 to 13. They were malnourished and exhausted and alleged experiences of inhuman treatment and violence. In August, 47 child workers, including 13 girls, were rescued by the Jalandhar police from a rubber footwear factory. Most of the rescued children were migrants from other states and Nepal.

Also see the Department of Labor’s Findings on the Worst Forms of Child Labor at https://www.dol.gov/agencies/ilab/resources/reports/child-labor/findings  and the Department of Labor’s List of Goods Produced by Child Labor or Forced Labor at https://www.dol.gov/agencies/ilab/reports/child-labor/list-of-goods .

d. Discrimination with Respect to Employment and Occupation

Provisions in the constitution and various laws and regulations prohibit discrimination based on race, sex, gender, disability, language, sexual orientation, gender identity, or social status with respect to employment and occupation. A separate law prohibits discrimination against individuals suffering from HIV/AIDs. The law does not prohibit employment discrimination against individuals with communicable diseases or based on color, religion, political opinion, national origin, or citizenship.

The law prohibits women from working in jobs that are physically or morally harmful, specifically the Factories Act 1948, Sections 27, 66, and 87, and the Bombay Shops and Establishments Act of 1948, Section 34-A, although the latter only applies to four states.

The government effectively enforced the law and regulations within the formal sector; however, penalties were not sufficient to defer violations. The law and regulations do not protect informal-sector workers (industries and establishments that do not fall under the purview of the Factories Act), who made up an estimated 90 percent of the workforce.

Discrimination occurred in the informal sector with respect to Dalits, indigenous persons, and persons with disabilities. Gender discrimination with respect to wages was prevalent. Foreign migrant workers were largely undocumented and typically did not enjoy the legal protections available to workers who are nationals of the country. The UN’s Committee on the Elimination of Discrimination Against Women raised concerns regarding the continued presence of sexual harassment and violence against women and girls and the repercussions on school and labor participation.

Federal law sets safety and health standards, but state government laws set minimum wages, hours of work, and additional state-specific safety and health standards. The daily minimum wage varied but was more than the official estimate of poverty-level income. State governments set a separate minimum wage for agricultural workers. Laws on wages, hours, and occupational health and safety do not apply to the large informal sector.

The law mandates a maximum eight-hour workday and 48-hour workweek as well as safe working conditions, which include provisions for restrooms, cafeterias, medical facilities, and ventilation. The law mandates a minimum rest period of 30 minutes after every four hours of work and premium pay for overtime, but it does not mandate paid holidays. The law prohibits compulsory overtime and limits the amount of overtime a worker may perform. Occupational safety and health standards set by the government were generally up to date and covered the main industries in the country.

State governments are responsible for enforcing minimum wages, hours of work, and safety and health standards. The number of inspectors generally was insufficient to enforce labor law. Inspectors have the authority to make unannounced inspections and initiate sanctions. State governments often did not effectively enforce the minimum wage law for agricultural workers. Enforcement of safety and health standards was poor, especially in the informal sector, but also in some formal-sector industries. Penalties for violation of occupational safety and health standards were commensurate with those for crimes such as negligence.

To boost the economy following the COVID-19-induced lockdown, many state governments relaxed labor laws to permit overtime work beyond legislated limits. The state governments of Uttar Pradesh and Gujarat passed executive orders to suspend enforcement of most labor laws for a period of up to three years to promote industrial production.

Violations of wage, overtime, and occupational safety and health standards were common in the informal sector. Small, low-technology factories frequently exposed workers to hazardous working conditions. Undocumented foreign workers did not receive basic occupational health and safety protections. In many instances workers could not remove themselves from situations that endangered health or safety without jeopardizing their employment.

Several states amended labor laws during the COVID-19 pandemic to allow industries to overcome the losses suffered during the lockdown while also claiming to protect the interests of workers. On May 29, the Odisha cabinet amended the Factories Act, 1948, and Industrial Disputes Act, allowing companies with a worker strength of up to 300 to terminate employment or close the units without prior approval from the government. The earlier limit was 100 workers. The government also allowed women to work during night shift hours of 7 p.m. to 6 a.m., with prior consent from the worker.

According to Geneva-based IndustriALL Global Union, more than 30 industrial accidents occurred in chemical plants, coal mines, steel factories, and boilers in power stations during May and June, claiming at least 75 lives. The organization stated “widespread use of contract workers, lack of safety inspections, inadequate penal action against safety violations and not fixing responsibility on the employer are some important factors contributing to the accidents.”

On May 7, a styrene gas leak from an LG Polymer chemical plant in Visakhapatnam, Andhra Pradesh, killed 11 persons and sickened more than 1,000. Preliminary investigations revealed the leak occurred due to a faulty gas valve. On July 7, state police arrested 12 individuals, including the company’s chief executive officer, after a probe determined poor safety protocols and a breakdown of emergency response procedures as reasons for the leak.

On July 2, four individuals died of asphyxiation in Thoothukudi District, Tamil Nadu, after entering a septic tank to remove clogged sewage. The homeowner who directed them to clean the tank was charged with negligence. A government survey in 2019 identified 206 deaths from cleaning sewers and septic tanks between 1993 and July 2019 in Tamil Nadu.

On August 1, a total of 11 workers died when a crane collapsed on them at a worksite in the government-owned Hindustan Shipyard in Visakhapatnam.

On August 21, nine workers, including seven employees of the state-owned power generation company, died in a fire accident in the Srisailam hydropower station in Telangana. A government committee assessed an electric short circuit caused the fire. Civil society activists alleged the accident was “a result of inadequate provisions in the design of the hydropower station building,” claiming “there is no evidence that the hydropower station was built to international standards.”

The constitution provides for the rights of workers to form and join independent unions and bargain collectively. The law provides for the right to strike in both the public and private sectors, except for police and military personnel. The law prohibits antiunion discrimination and provides for reinstatement of workers fired for union activity. The law provides a mechanism for the registration of employment agreements between employers and trade unions governing wages and employment conditions.

Police and military personnel may form associations (technically not unions) to represent them in matters of pay, working conditions, and general welfare. The law does not require employers to engage in collective bargaining.

Labor unions have the right to pursue collective bargaining and did so freely with employers’ cooperation in most cases. While workers are constitutionally protected in forming trade unions, employers are not legally obliged to recognize unions or to negotiate with them. The government facilitates freedom of association and trade union activity through the Labor Relations Commission, which promotes the development and improvement of industrial relations policies, procedures, and practices, and the Labor Court, which provides resolution of industrial relations disputes.

The government effectively enforced the law. Penalties were commensurate with those for similar violations, and inspection was adequate to enforce compliance. There were no reports of violations of the law protecting the right to freedom of association. The country allocated adequate resources to provide oversight of labor relations. The Labor Court is a court of last resort for trade unions and employers, and generally processed cases with a minimum of delay. Workers freely exercised their labor rights. Unions conducted their activities without government interference. There were no reports of antiunion discrimination. Labor leaders did not report any threats or violence from employers.

The law prohibits all forms of forced or compulsory labor. The government did not consistently enforce the law; there were no prosecutions during the year.

The Workplace Relations Commission (WRC) monitors compliance with employment rights, inspects workplaces, and has authority to prosecute alleged violations of employment rights.

The law considers forced labor to be human trafficking. The penalty for human trafficking is commensurate with those for similar serious crimes. The government identified 42 suspected victims of trafficking in 2019, but has not convicted anyone for human trafficking since the law was amended in 2013, which weakened deterrence, contributed to impunity for traffickers, and undermined efforts to encourage victims to testify. NGOs, including the Migrant Rights Center of Ireland and the Immigrant Council of Ireland, alleged that employers subjected men and women to forced labor in construction, restaurant work, waste management, commercial fishing, car washes, and agriculture, as well as in private homes as domestic servants. The Romani community and undocumented migrant workers were high-risk groups susceptible to human trafficking.

The law did not provide restitution to victims for the crime of trafficking, but victims of forced or compulsory labor could obtain restitution for lost wages through a criminal trial, a civil suit, state bodies dealing specifically with work-related rights, or the criminal injuries compensation tribunal. Trade unions and NGOs, including the Migrant Rights Center and the Immigrant Council, contended that the government needed to do more to identify and support victims and prosecute employers.

Some NGOs asserted that foreign national sea fishers outside of the European Economic Area were at risk of forced labor because the government did not adequately identify victims or advise victims to adjust their residency status as they no longer qualified for residence permits as trafficking victims.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

The law prohibits the worst forms of child labor and employment of children younger than age 16 in full-time jobs. Employers may hire children as young as age 14 for light work on school holidays as part of an approved work experience or educational program. Employers may hire children older than 15 on a part-time basis during the school year. The law establishes rest intervals and maximum working hours, prohibits the employment of children 18 and younger for most late-night work, and requires employers to keep detailed records of workers younger than 18. Seafarers ages 16 or 17 may be required to work at night if the work is not detrimental to their health or well-being.

The law identifies hazardous occupations and occupational safety and health restrictions for workers younger than 18. Employers must verify there is no significant risk to the safety and health of young persons and take into account the increased risk arising from the lack of maturity and experience in identifying risks to their workers’ safety and health. The law stipulates that exposure to physical, biological, and chemical agents or certain processes be avoided and provides a nonexhaustive list of agents, processes, and types of work from which anyone younger than 18 may require protection.

The government effectively enforced applicable laws, and no reports of illegal child labor were received. The WRC is responsible for enforcement, and it was generally effective, with adequate resources and investigative and enforcement powers. Employers found guilty of an offense are subject to penalties that were commensurate with those for similar crimes.

d. Discrimination with Respect to Employment and Occupation

The law bans discrimination in a wide range of employment-related areas. It defines discrimination as treating one person in a less favorable way than another person based on color and race, creed, origin, language, sex, civil or family status, sexual orientation, age, religion, disability, medical condition, or membership in the Traveller community (also see section 6). The law specifically requires equal pay for equal work or work of equal value. The law provides the same legal protections to members of the lesbian, gay, bisexual, transgender, and intersex community; divorcees; single parents working in state-owned or state-funded schools; and hospitals operating under religious patronage.

The government effectively enforced applicable laws, and penalties were commensurate with those for similar violations.

The national minimum hourly wage exceeds the unofficial poverty line. Laws establishing and regulating wage levels cover migrant workers. The law limits the workweek to 48 hours, and limits overtime work to two hours per day, 12 hours per week, and 240 hours per year. The government effectively enforced these standards, and passed measures to support incomes and extend unemployment benefits until April 2021 in response to COVID-19. Although there is no statutory entitlement to premium pay for overtime, the employer and employee may arrange it.

The government sets appropriate occupational health and safety standards. The Department of Enterprise, Trade, and Employment is responsible for enforcing occupational safety laws, and inspectors were authorized to make unannounced visits and initiate sanctions. Depending on the seriousness of the violation, courts may impose fines, prison sentences, or both, for violating the law. Penalties were commensurate with those for similar violations. Workers have the right to remove themselves from unsafe situations without jeopardy to their employment. No complaints from either labor or management were filed during the year regarding shortcomings in enforcement.

All sectors of the economy respected minimum wage, hours of work, and health and safety standards. The WRC secures compliance with employment rights legislation through inspection and dispute resolution. The WRC’s Inspection Services have the authority to carry out employment rights compliance inspections under employment legislation.

By law an employer may not penalize–through dismissal, other disciplinary action, or less favorable treatment–employees who lodge a complaint or exercise their rights under health and safety legislation. Employers have an obligation to protect an employee’s safety, health, and welfare at work as far as is reasonably practicable. According to a report from the Health and Safety Authority, there were 46 workplace fatalities in 2019, an increase of seven from 2018. Of the fatalities, 18 were in the agriculture sector, and 12 were in construction.

The law provides for the right of workers to form and join independent unions, bargain collectively, and conduct legal strikes. After a union declares a labor dispute, there is a 15-day “cooling period” in which the Histadrut, the country’s largest federation of trade unions, negotiates with the employer to resolve the dispute. On the 16th day, employees are permitted to strike. Workers essential to state security, such as members of the military, police, prison service, Mossad, and the ISA, are not permitted to strike. The law prohibits strikes because of political issues and allows the government to declare a state of emergency to block a strike that the government deemed could threaten the economy or trade with foreign states. According to the Histadrut, this law has never been applied.

In May, Palestinian workers in Israel stopped paying an automatic fee to Israeli workers’ organizations, after years in which they had paid trade union fees without representation or treatment, according to the NGO Kav LaOved.

The law prohibits antiunion discrimination. A labor court has discretionary authority to order the reinstatement of a worker fired for union activity.

The government enforced applicable laws effectively, and penalties were commensurate with those for other laws involving denials of civil rights.

According to the International Trade Union Confederation, some employers actively discouraged union participation, delayed or refused to engage in collective bargaining, or harassed workers attempting to form a union. Approval by a minimum of one-third of the employees in a workplace is needed to qualify a trade union to represent all workers in that workplace.

According to Kav LaOved, a growing number of workers in teaching, social work, security, cleaning, and caregiving are employed as contract workers, which infringes on their right to associate, as it reduces their bargaining power and their right to equality.

The law prohibits and criminalizes forced or compulsory labor and prescribes penalties that are commensurate with those of other serious crimes, but the government did not effectively enforce laws protecting foreign workers and some citizens.

Migrant and Palestinian workers in agriculture and construction and women migrant domestic workers were among the most vulnerable to conditions of forced labor, including bonded labor, domestic servitude, and slavery. NGOs reported some vulnerable workers experienced indicators of forced labor, including the unlawful withholding of passports, restrictions on freedom of movement, limited ability to change employers, nonpayment of wages, exceedingly long working hours, threats, sexual assault, and physical intimidation, partly as a result of lack of adequate government oversight and monitoring.

For example, employees of the Turkish construction company Yilmazlar continued to pay a bond to the company before starting to work, received pay slips only intermittently, worked 12 to 24-hour days, lived in overcrowded conditions, and worked without proper safety measures. When trying to escape, workers were chased and beaten by individuals associated with the company, according to NGOs. A lawsuit filed by employees of Yilmazlar, alleging they suffered from abusive employment that amounts to human trafficking had yet to be adjudicated by year’s end. Four of the five workers who have already given testimony in the case had to depart the country during the year after losing their legal status due to unemployment.

On August 20, a total of 15 Thai agricultural workers employed in the south told Kav LaOved that their work conditions included extremely long work hours, lack of sleep, work in extreme heat, poor living conditions, fines for working “too slow,” no protection while working with toxins, late salary payments, and a salary below minimum wage. Kav LaOved asked authorities to investigate the matter, but no action was taken for one month, after which the NGO submitted a Supreme Court petition. On September 30, authorities recognized the workers as trafficking victims and moved them to a shelter.

Gray-market manpower agencies engaged in labor trafficking by exploiting visa waiver agreements between Israel and former Soviet Union and Eastern European countries. The traffickers illegally recruited laborers to work in construction, caregiving, and prostitution, charged them exorbitant recruitment fees, and sometimes sold them fake documentation.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

The law prohibits the worst forms of child labor, provides for a minimum age of employment, includes limitations on working hours, and specifies occupational safety and health restrictions for children. Children age 14 and older may be employed during official school holidays in nonhazardous light work that does not harm their health. Children ages 15 and 16 who have completed education through grade nine may be employed as apprentices. Those who completed their mandatory education early or who were unable to attend an educational institution regularly may work with a government permit. Regulations restrict working hours for youths between ages 16 and 18 in all sectors. The law prohibits children younger than age 18 from working at construction sites and from working overtime.

The government generally enforced the law and conducted year-round inspections to identify cases of underage employment, with special emphasis on summer and school vacation periods. Penalties for child labor violations were not always commensurate with those for analogous serious crimes. During the year authorities imposed a number of sanctions against employers for child labor infractions, including administrative warnings and fines.

d. Discrimination with Respect to Employment and Occupation

The law prohibits discrimination in employment and occupation based on age, race, religion, national origin, ethnicity, sex, sexual orientation, and disability. The law prohibits an employer from discriminating against employees, contractors, or persons seeking employment. The Employers of Women law and work safety regulations, however, restrict women from working in jobs deemed hazardous to their health, including through exposure to certain chemicals. The Equal Pay Law provides for equal pay for equal work of male and female employees. The Equal Rights for Persons with Disabilities Law prohibits discrimination against persons with disabilities (see section 6). The law does not explicitly prohibit discrimination on the basis of citizenship and HIV or AIDS status.

The government generally enforced applicable law effectively, and penalties were commensurate to those for laws related to civil rights, but civil society organizations reported that discrimination in the employment or pay of women, Ethiopian-Israelis, and Arab citizens persisted. The law charges the Commission for Equal Employment Opportunities with the implementation and civil enforcement of the Equal Employment Opportunities Law. According to the commission’s annual report, in 2019 it received 780 complaints, compared to 748 in 2018.

According to the Central Bureau of Statistics, in 2018 the average monthly salary of men was 12,500 shekels ($3,800) and 8,540 shekels for women ($2,600). A part of the pay gap reportedly resulted from a differential between the number of hours men and women worked each week on average.

The gender gap in unemployment during the COVID-19 crisis increased significantly throughout the year, from 1 percent in the beginning of the year to 37 percent as of the year’s end. Experts anticipated increased gender inequality in the job market following the COVID-19 crisis due in part to the disparity in unemployment figures of women and men.

According to government and NGO data, migrant workers, irregular African migrants, and Palestinians (both documented and undocumented) were ineligible to receive benefits such as paid leave and legal recourse in cases involving workplace injury.

On April 6, the government issued COVID-19 emergency regulations allowing employers to place pregnant women, women on maternity leave, and women undergoing fertility treatments on leave-without-pay status. Employers were allowed to take this measure despite a law stipulating that such an action may only take place upon receiving a permit from the Ministry of Labor, which may be contested through a legal process. On April 17, the government retracted the regulation following petitions from NGOs. On April 20, NGOs cancelled the petitions.

The law provides for a national minimum wage for all sectors of the economy. The minimum wage was above the poverty income level for individuals but below the poverty level for couples and families. Authorities investigated employers, imposed administrative sanctions, and filed indictments for violations of the Minimum Wage Law during the year.

The law allows a maximum 43-hour workweek at regular pay and provides for paid annual holidays. Premium pay for overtime is set at 125 percent for the first two hours and 150 percent for any hour thereafter up to a limit of 15 hours of overtime per week. The government did not effectively enforce minimum wage and overtime laws. According to the National Insurance, the level of noncompliance with the hourly minimum wage law stood at 11 percent of the labor market in 2018. Data from the Ministry of Labor, Social Affairs, and Social Services showed that enforcement actions were taken against 156 employers during 2019. Penalties were not always commensurate with those for similar crimes. According to Kav LaOved, 700,000 individuals were employed on an hourly basis, which reduced their social rights and benefits because most lacked an employment contract containing specific protections.

The Labor Inspection Service, along with union representatives and construction site safety officers, enforced labor, health, and safety standards in the workplace. The government did not effectively enforce the law in all sectors, and penalties for violations were seldom applied. Labor inspectors have the right to make unannounced visits, but the number of inspectors was insufficient to enforce compliance, particularly in the construction and agriculture industries, and scaffolding regulations were inadequate to protect workers from falls. No law protects the employment of workers who report on situations that endanger health or safety or remove themselves from such situations. Seventy percent of the labor inspectors were not working in April due to COVID-19 restrictions, according to Haaretz. Employers rather than inspectors were responsible for identifying unsafe situations.

On December 6, the government implemented a 2016 government resolution to issue work permits directly to Palestinian construction workers instead of to Israeli employers to avoid trade in permits and attendant high brokerage fees. This implementation followed a September petition submitted to the Supreme Court by ACRI and Kav LaOved. The government continued to issue work permits to Israeli employers rather than to Palestinian workers in other sectors. According to Kav LaOved, prior to this change approximately 100,000 migrant workers and Palestinian workers lacked mobility in the labor market because their work permits were tied to their employers. The work permits linked the employee to a specific employer, creating a dependence that some employers and employment agencies exploited by charging employees monthly commissions and fees. According to the Bank of Israel’s 2019 report, 30 percent of Palestinian workers in the country and the settlements paid brokerage fees for their permits in monthly payments of approximately 2,000 shekels ($610), or 20 percent of their salary. In many cases the employer of record hired out employees to other workplaces. More than one-half the documented Palestinian workers did not receive written contracts or pay slips, according to the International Labor Organization.

During the COVID-19 lockdowns, the Ministry of Defense issued an order allowing Palestinians working in essential sectors to continue their work only if they remained in Israel for an extended period of time without returning to the West Bank. The order placed responsibility on employers with regards to employees’ accommodation, but NGOs reported that many Palestinians lived in poor and dangerous conditions. Following a petition by NGOs to the Supreme Court, the government issued emergency regulations on May 5, and the Knesset passed a temporary law on August 5, which defined and regulated employers’ responsibilities towards employers, including regarding housing and health insurance.

The country has bilateral work agreements (BWAs) with Bulgaria, Moldova, Romania, Ukraine, and China to employ migrants in the construction sector and with Thailand and Sri Lanka for the agricultural sector. BWAs provided foreign workers with information regarding their labor rights as well as a translated copy of their labor contract prior to arrival in the country. The government continued to help fund a hotline for migrant workers to report violations, and the government’s enforcement bodies claimed all complaints were investigated. The absence of BWAs for foreign caregivers and additional migrant workers not covered by BWAs led to continuing widespread abuses and exploitative working conditions, including excessive recruitment fees, false employment contracts, and lack of legal protections related to housing, nonpayment of wages, physical and sexual violence, and harassment.

Some employers in the agriculture sector circumvented the BWAs by recruiting “volunteers” from developing countries to earn money and learn Israeli agriculture methods. Volunteers worked eight to 10 hours per day at a salary equal to half the minimum wage and without social benefits. The individuals received volunteer visas, which did not permit them to work. Other firms employed foreign students registered for work-study programs that consisted of long hours of manual labor and pay below the minimum wage. Some employers recruited low-skilled foreign workers under the guise of being “experts” in their field. PIBA adopted guidelines for classifying foreign workers as experts. Under these guidelines, the government considers an expert to be highly skilled in a field that does not require higher education or advanced degrees. Additionally, experts may not perform low-skilled jobs, come from a country with a lower GDP than Israel, come from a country listed on the Department of State’s Trafficking in Persons Report as Tier 3 or Tier 2 watch list, or come from a country without a BWA.

A police unit was responsible for investigating workplace accidents that resulted in death or severe injuries, mainly at construction sites; however, according to media reports, the police unit carried out less than 10 investigations since its launch in 2019. On January 26, following an investigation conducted by the police unit, prosecutors indicted two junior workers, but no management workers, in causing a death “by negligence” of a Chinese worker. During the year, 65 workers died in work accidents, and another 423 workers were injured, according to Kav LaOved.

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West Bank and Gaza

The law provides for the right of workers to establish and join independent unions, bargain collectively, and conduct legal strikes. Antiunion discrimination is illegal, and employees fired for union activity have the right to request reinstatement, provided their employer has more than 15 workers in a unit or more than 60 workers in the country.

The law prohibits union organization of the armed forces. The law mandates that strikes affecting essential public services (such as transport, sanitation, and health services) require longer advance notification than in other sectors and prohibits multiple strikes within days of each other in those services. The law only allows unions that represent at least half of the transit workforce to call a transit strike.

The government effectively enforced these laws. Employers who violate the law are subject to fines, imprisonment, or both. The penalties were commensurate with those provided under other laws involving denials of civil rights, although administrative and judicial procedures were sometimes subject to lengthy delays. Judges effectively sanctioned the few cases of violations that occurred.

The government and employers generally respected freedom of association and the right to bargain collectively, although there were instances in which employers unilaterally annulled bargaining agreements. Employers continued to use short-term contracts and subcontracting to avoid hiring workers with bargaining rights.

The law prohibits all forms of forced or compulsory labor, and the government effectively enforced the law. Penalties for violations were commensurate with those of other serious crimes. The actual sentences given by courts for forced and compulsory labor, however, were significantly lower than those provided by law.

The law provides stiff penalties for illicit intermediaries and businesses that exploit agricultural workers, particularly in the case of forced labor but also in cases of general exploitation. It identifies the conditions under which laborers may be considered exploited and includes special programs in support of seasonal agricultural workers. The law punishes so-called caporalato, the recruitment of foreign agricultural workers who are illegally employed at subminimum wages and required to work long hours without premium pay or access to labor or social protections. Penalties range from fines to the suspension of a company’s license to conduct commercial activities.

The government continued to focus on forced labor, especially in the agricultural sector. Government labor inspectors and labor organizations expressed concerns during the year that lockdown measures related to COVID-19 exposed caporalato migrant workers, many of whom were designated essential workers, to particular vulnerability, including employer blackmail. In May the government established a system to regularize undocumented foreign workers in the country. According to press reports, some employers exploited the regularization process by blackmailing workers who needed their employers’ signature to apply for the program. The program only applies to migrants working in the agricultural sector and as care providers. Approximately 123,000 migrant workers applied for legal status through the program. There were 600,000 undocumented migrants estimated to be in the country.

Forced labor occurred. According to NGO reporting, workers were subjected to debt bondage in construction, domestic service, hotels, restaurants, and agriculture, especially in the south. There continued to be anecdotal evidence that limited numbers of Chinese nationals were forced to work in textile factories and that criminal groups coerced persons with disabilities from Romania and Albania into begging. In the southeastern region of Sicily, 30,000 workers on approximately 5,500 farms worked through the pandemic for as little as 15 euros ($18) per day. There were also reports of children subjected to forced labor (see section 7.c.).

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report/.

The law prohibits employment of children younger than age 16. There are specific restrictions on employment in hazardous or unhealthy occupations for minors, such as activities involving potential exposure to hazardous substances, mining, excavation, and working with power equipment. Government enforcement was generally effective, and penalties were sufficient to deter violations in the formal economy. Penalties were commensurate with those for other serious crimes. Enforcement was not effective in the relatively extensive informal economy, particularly in the south and in family-run agricultural businesses.

There were some reports of child labor during the year, primarily in migrant or Romani communities. In 2019 labor inspectors and Carabinieri officers identified 243 underage laborers, of whom 210 were working in the services sector. In March 2019 police arrested two parents whose underage son was working in a carwash in Acate in the province of Ragusa. He and his two sisters were not enrolled in school.

The law provides for the protection of unaccompanied foreign minors and creates a system of protection that manages minors from the time they arrive in the country until they reach the age 21 and can support themselves. According to Eurostat, 660 unaccompanied minors applied for asylum in 2019, compared with 3,885 in 2018. As of August 17, the Ministry of Interior registered 1,981 seaborne arrivals of unaccompanied minors, compared with 1,680 in 2019.

The Ministry of Labor and Social Policies recognized that unaccompanied minors were vulnerable to becoming child laborers in agriculture, bars, shops, and construction and worked to prevent exploitation by placing them in protected communities that provided education and other services. The law also created a roster of vetted and trained voluntary guardians at the juvenile court-level to help protect unaccompanied minors. According to a report by Save the Children, elements of the law have yet to be fully implemented across the country, although significant progress was made.

d. Discrimination with Respect to Employment and Occupation

The law prohibits discrimination with respect to employment and occupation. There were some media reports of employment discrimination based on race or ethnicity. Unions criticized the government for providing insufficient resources to the National Office against Racial Discrimination to intervene in discrimination cases, and for the lack of adequate legal measures to address new types of discrimination. Penalties were commensurate to other laws related to civil rights, but the number of inspections was insufficient to provide adequate implementation.

Discrimination based on gender, religion, disability, sexual orientation, and gender identity also occurred. The government implemented some information campaigns, promoting diversity and tolerance, including in the workplace.

In many cases victims of discrimination were unwilling to request the forms of protection provided by employment laws or collective contracts, according to labor unions. According to a 2018 Eurostat study, women’s gross hourly earnings were on average 5 percent lower than those of men performing the same job.

The law does not provide for a minimum wage. Instead, collective bargaining contracts negotiated between unions and employers set minimum wage levels for different sectors of the economy.

Unless limited by a collective bargaining agreement, the law sets maximum overtime hours in industrial firms at no more than 80 hours per quarter and 250 hours annually. The law prohibits compulsory overtime and provides for paid annual holidays. It requires rest periods of one day per week and 11 hours per day. The law sets occupational safety and health standards and guidelines for compensation for on-the-job injuries. Responsibility for identifying unsafe situations remains with occupational safety and health experts.

The Ministry of Labor and Social Policies is responsible for enforcement and, with regular union input, effectively enforced standards in the formal sector of the economy. The penalties for wage, hour, and occupational safety and health violations were commensurate with those for similar crimes. Labor standards were partially enforced in the informal sector, especially in agriculture, construction, and services, which employed an estimated 16 percent of the country’s workers.

The number of inspectors, resources, inspections, and remediation were generally adequate to ensure compliance in the formal sector only. Labor inspectors were permitted to make unannounced inspections and initiate sanctions. Penalties were commensurate with those for similar violations but remained insufficient to deter violations.

In 2019 labor inspectors and Carabinieri officers inspected 128,367 companies (including agricultural companies), identifying 93,482 workers whose terms of employment were in violation of the labor law. In 2019 there were 1,156 workplace deaths due to industrial accidents as well as a total of 644,800 reported incidents that caused injuries to workers.

Informal workers were often exploited and underpaid, worked in unhygienic conditions, or were exposed to safety hazards. According to the Confederazione Generale Italiana del Lavoro (CGIL), a national trade union, such practices occurred in the service, construction, and agricultural sectors. Unions reported significant numbers of informal foreign workers living and working in substandard or unsafe conditions in some areas of Calabria, Puglia, Campania, and Sicily.

The law provides for the right of workers to form or join independent unions and to bargain collectively. The law does not provide for the right to strike, although the constitution provides for the freedoms of peaceful assembly and association. The law prohibits antiunion discrimination and provides for the Industrial Disputes Tribunal (IDT) to reinstate a worker for unjustified dismissal. The law makes it a criminal offense to prevent or deter a worker from exercising the right to participate in trade union activities or to dismiss, penalize, or otherwise discriminate against a worker for exercising these rights.

Aspects of the law inhibit the ability of some workers to organize. The government defines the following 10 categories of services as “essential”: water, electricity, health, hospital, sanitation, transportation, firefighting, corrections, overseas telecommunication, and telephone services. Before workers in these categories may legally strike, they must take their dispute to the Ministry of Labor and Social Security and attempt to settle the dispute through negotiation.

The International Labor Organization (ILO) raised concerns that the country’s definition of essential services was too broad. The government prohibits unionizing in export processing zones, which are industrial areas with special tax and trade incentives to attract foreign investment. The ILO expressed concern that penalties may be imposed on workers for their membership and participation in an unregistered trade union. The ILO also expressed concern that the government may carry out inspections and request information about trade union finances at any time.

The law mandates that in the case of doubt or dispute as to whether workers may exercise bargaining rights, the labor and social security minister must conduct a secret ballot requiring that a majority of workers vote. If two or more unions each represent less than 30 percent of workers eligible to vote, the minister grants joint bargaining rights to each of those unions.

The minister of labor and social security may apply through the Supreme Court to curtail an industrial action such as a strike or lockout when the minister determines the action may be harmful to national security or the national economy, or may have the potential to endanger the lives of a substantial number of persons. The minister refers such cases to compulsory arbitration. The IDT hears cases when management and labor fail to reach agreement, including those involving nonunionized workers.

The government enforced the law in most cases, but burdensome legal procedures allowed firms and other large employers to appeal and delay resolution of their cases for years. While cases should by law be resolved within 21 days, the tribunal took several months to decide most cases. Parties could apply for judicial review by the Supreme Court. Penalties were commensurate with similar violations, but large firms allegedly used their influence on the court and government to shape decisions.

The government generally respected freedom of association and the right to collective bargaining in the formal sector except in export processing zones. Worker organizations operated without interference, although the government maintained the right to monitor their activities. While employers generally respected the law prohibiting antiunion discrimination, some labor unions reported that private-sector workers feared management retaliation against unionization. For example, it was not uncommon for private-sector employers to dismiss union workers and rehire them as contractors with fewer worker protections.

The law criminalizes all forms of forced or compulsory labor. The law also prohibits trafficking in persons but penalizes perpetrators with penalties that were not commensurate with those for similar crimes. A national task force on trafficking in persons continued outreach to sensitize citizens to forced labor and other trafficking violations. The task force also facilitated sensitization training programs for all levels of government, from police to prosecutors.

The government did not effectively enforce the law. The vast majority of violators were not held criminally accountable; between April 2019 and March, two persons were charged with labor trafficking, and there were no convictions. The country continued to be a source and destination for persons subjected to forced labor, including in domestic work, begging, and the informal sector. Gang members subjected boys to forced criminal activity (see section 7.c.). Foreign citizens were compelled into forced labor aboard foreign-flagged fishing vessels operating in the country’s waters.

The ILO expressed concern regarding the law’s provision for the imposition of forced prison labor for seafarers in the case of disobedience, neglect of duty, impeding the progress of the voyage, desertion, or absence without leave.

Also see the Department of State’s Trafficking in Persons Report at https://www.state.gov/trafficking-in-persons-report.

The law prohibits the worst forms of child labor. The law prohibits the exploitation of children in prostitution, the recruitment of children into criminal organizations, and the use of a child for “purposes contrary to decency or morality,” but it does not further define these terms. The law includes occupational safety and health restrictions for children and prohibits night work between 10 p.m. and 5 a.m.

The minimum age for general employment is 15, with a strict prohibition on employing children younger than 13. The law permits children between ages 13 and 15 to engage in “light work.” While the Ministry of Labor and Social Security does not have an official definition for “light work,” it maintained a list of occupations acceptable for children ages 13 to 15. The government does not have a list of types of hazardous work prohibited for children. Those who legally hire children are not required to keep any records.

The government did not effectively enforce the law. Most penalties were criminal and commensurate with those for similar crimes, but penalties for sex trafficking that allowed for a fine in lieu of imprisonment were not commensurate with similar crimes. Government surveys estimated that more than 53,000 children ages five to 17 were engaged in child labor, mostly in the informal sector. Government agencies did not inspect the informal sector, limiting the government’s ability to enforce child labor laws. Children worked in farming, fishing, and in public markets. Children also worked as domestic helpers in homes or in street work such as peddling goods, services, begging, and garbage salvaging. Some children were subjected to forced labor in these sectors.

Children were subjected to commercial sexual exploitation. Girls, sometimes coerced by family members, were subjected to sex trafficking by men who provided monetary or material payment to the girls or their families in exchange for sex acts. Local observers reported this form of child sex trafficking may be widespread in some communities. Violent criminal gangs used children for forced begging; as lookouts, armed gunmen, and couriers of drugs and weapons; and for lottery scams.

Also see the Department of Labor’s Findings on the Worst Forms of Child Labor at https://www.dol.gov/agencies/ilab/resources/reports/child-labor/findings .

d. Discrimination with Respect to Employment and Occupation

The constitution provides for the right to freedom from discrimination on the basis of gender, race, place of origin, social class, skin color, religion, and political opinion. The law and regulations do not prohibit discrimination on the grounds of ethnicity, nationality, sexual orientation, or gender identity. Policy from the Ministry of Labor and Social Security prohibits discrimination on the basis of HIV status. There were limited numbers of cases filed for discrimination in employment or occupation during the year, but it was likely there was underreporting due to strong stigma in the workplace against older women, persons with disabilities, members of the LGBTI community, and persons with HIV or AIDS. Those persons subject to workplace discrimination had little confidence that effective legal recourse was available to them. Although the law requires equal pay for male and female employees, salaries for women lagged behind salaries for men, and women were concentrated in lower-paying occupations. Persons with disabilities often lacked access to the workplace. There is no law mandating equal pay for equal work.

The minimum wage was above the nationally estimated poverty line. Most workers received more than the legal minimum wage, while some minimum-wage earners held two or more jobs.

The law provides for a standard 40-hour workweek and mandates at least one day of rest per week. Employers are required to compensate work in excess of 40 hours per week at overtime rates, a provision most employers respected. The law provides for paid annual holidays. The government did not universally apply the law that restricts workdays to 12 hours or less.

The Occupational Safety and Health Department enforced industrial health and safety standards under ILO guidelines as appropriate for each industry. It conducted inspections, investigated accidents, warned violators, and gave them a period in which to correct violations. The department took violators to court if they did not correct violations within given time frames. The law stipulates penalties and fines, and the minister of labor and social security has the authority to increase any monetary penalty.

The government did not effectively enforce the law. Insufficient staffing in the Ministry of Labor and Social Security, Ministry of Finance and Public Service, and Ministry of National Security contributed to difficulties in enforcing workplace regulations. The number of inspectors was insufficient to enforce compliance, and the inspections took place only in the formal sector.

Legal fines or imprisonment for workplace health and safety violations were not commensurate with similar crimes. The Ministry of Labor and Social Security gained compliance in the vast majority of cases by threatening legal action. The ability of defendants to appeal a case repeatedly in the court system dulled the effectiveness of penalties. The law has no provisions that explicitly give workers the ability to remove themselves from hazardous conditions without jeopardy to employment, although the IDT may reinstate workers unfairly dismissed.

In 2017 the Inter-American Development Bank estimated the informal economy generated more than 40 percent of GDP. Most violations pertaining to acceptable conditions of work occurred in the informal sector.

PA law provides for the rights of workers to form and join independent unions and conduct legal strikes. The law requires conducting collective bargaining without any pressure or influence but does not include protections for employees and unions to engage effectively in collective bargaining. Antiunion discrimination and employer or government interference in union functions are illegal, but the law does not specifically prohibit termination for union activity or provide for job reinstatement for termination due to union activity.

The PA labor code does not apply to civil servants or domestic workers, although the law allows civil servants the right to form unions. The requirements for legal strikes are cumbersome, and strikers had little protection from retribution. Prospective strikers must provide written notice two weeks in advance of a strike (four weeks in the case of public utilities). The PA Ministry of Labor may impose arbitration; workers or their trade unions faced disciplinary action if they rejected the result. If the ministry cannot resolve a dispute, it may refer the dispute to a committee chaired by a delegate from the ministry and composed of an equal number of members designated by the workers and the employer. Disputes may move finally to a specialized labor court, although authorities had not established the court as required by labor legislation.

The government did not effectively enforce labor laws and procedures were subject to lengthy delays and appeals. Penalties were not commensurate with those for similar criminal violations, and inspection was not sufficient to enforce compliance. The PA enforced the prohibitions on antiunion discrimination and employer interference in union functions, but it inconsistently enforced laws regarding freedom of association. The PA did not seek to enforce collective bargaining rights for unions, with the exception of those representing PA employees. Hamas continued to maintain de facto control of worker rights in Gaza, where the PA was unable to enforce labor law. Hamas continued to suppress labor union activities, including placing restrictions on celebrating Labor Day and suppressing public gatherings of labor unions.

The PA respected freedom of association and the right to collective bargaining in the West Bank, with some significant exceptions. Labor unions were not independent of authorities and political parties in the West Bank or Gaza. Two main labor unions in the West Bank (the Palestinian General Federation of Trade Unions and the Federation of Independent and Democratic Trade Unions and Workers) competed for membership and political recognition.

Israel applies Israeli civil law to Israeli settlements in the West Bank, but authorities did not enforce it uniformly. Despite a 2007 ruling by the HCJ requiring the government to apply Israeli law to Palestinian workers in Israeli settlements, the Israeli government did not fully enforce the ruling. Most Israeli settlements continued to apply the Jordanian labor law applicable prior to 1967 to Palestinian workers; that law provides for lower wages and fewer protections than does Israeli law.

PA law does not expressly forbid forced or compulsory labor or human trafficking. Forced labor occurred in the West Bank and Gaza. Women working as domestic workers were vulnerable to forced labor conditions in both the West Bank and Gaza, since the PA and Hamas authorities do not regulate domestic labor within households or in the large informal sector.

PA law prohibits the employment of minors younger than 15. PA law classifies children as persons younger than 18 and restricts employment for those between ages 15 and 18. The law permits hiring children between ages of 15 and 18 for certain types of employment under set conditions. The law allows children younger than 15 to work for immediate family members under close supervision.

PA law prohibits children from working more than 40 hours per week; operating certain types of machines and equipment; performing work that might be unsafe or damage their health or education; and working at night, in hard labor, or in remote locations far from urban centers. A presidential decree includes provisions on child labor and explicit penalties for conviction of violations. PA authorities may penalize repeat offenders by having fines doubled or fully or partially closing the offender’s facility.

The government did not effectively enforce the law. Penalties for child labor were not always criminal nor commensurate with those for similar serious crimes such as kidnapping. Inspectors did not operate in all sectors and did not have the authority to assess penalties. The worst forms of child labor occurred in construction and illicit activities such as smuggling drugs and commercial sexual exploitation. In 2019, the latest year for which data were available, PA Ministry of Labor officials found 194 cases involving child labor (younger than 15). The Ministry of Labor fined and gave warnings to businesses employing children illegally. The ministry inspected only businesses operating in the formal economy and was unable to conduct investigations in Gaza. It did not have access to Israeli-controlled Area C of the West Bank. Many cases of child labor in the West Bank reportedly occurred in home environments, for example on family farms, which were not open to labor ministry inspection.

In the first quarter, 2 percent of children between ages 10 and 17 were employed (3 percent in the West Bank and 1 percent in Gaza). Palestinian child laborers deemed by the PA to be most vulnerable to forced labor generally worked in shops, as roadside and checkpoint street vendors, in car washes, in factories, in small manufacturing enterprises, or on family farms.

Hamas did not effectively enforce child labor laws in Gaza; however, Gaza continued to have a lower percentage of child labor than the West Bank. While the United Nations previously reported child labor was increasing in Gaza due to widespread economic hardship, high unemployment across all segments of society has led to high competition for jobs, thus decreasing the demand for child labor. Hamas reportedly encouraged children to work gathering gravel and scrap metal from bombsites to sell to recycling merchants; Hamas increased recruitment of youth for tunnel-digging activities. Children were also reported to be working informally in the automotive and mechanics sector, often changing tires and working as mechanics’ assistants. There were also reports Hamas trained children as combatants. Due to the rising economic hardship in Gaza, street begging, predominantly by children as young as age three, was common throughout Gaza and Hamas no longer attempted to discourage the practice.

The Israeli government stated it did not issue permits for Palestinian West Bank residents younger than 18 to work in Israeli settlements in the West Bank, except in the Jordan Valley where the law allows issuing permits to persons age 16 and older. There were reports during the year that some Palestinian children entered the settlements or crossed into Israel illegally, often smuggled, to seek work. According to a 2015 Human Rights Watch report, Palestinian children younger than 16 worked on Israeli settlement farms. The PA reported that Palestinian children engaged in child labor in Israeli settlements in the West Bank faced security risks, exploitation, and harassment, since they did not have access to legal protection or labor inspection.

Also see the Department of Labor’s Findings on the Worst Forms of Child Labor at https://www.dol.gov/agencies/ilab/resources/reports/child-labor/findings .

d. Discrimination with Respect to Employment and Occupation

PA laws and regulations do not prohibit discrimination regarding race, language, sexual orientation or gender identity, HIV-positive status or other communicable diseases, or social status. While PA laws prohibit discrimination based on gender and disabilities, penalties were not commensurate with penalties for similar violations, and the PA did not effectively enforce those laws and regulations in the West Bank, nor did Hamas in Gaza. PA labor law states that work is the right of every capable citizen; however, it regulates the work of women, preventing them from employment in dangerous occupations. As a result most women are not able to work at night, or in the mining or energy sectors.

There was discrimination in the West Bank and Gaza based on the above categories with respect to employment and occupation. Persons with disabilities faced discrimination in hiring and access to the workplace. Women endured prejudice and, in some cases, repressive conditions at work. The Palestinian female labor force participation rate was 14.7 percent in Gaza and 15.8 percent in the West Bank.

The PA’s monthly minimum wage was significantly below the poverty line. The PA estimated 30 percent of residents in the West Bank and 64 percent of residents in Gaza lived below the poverty line.

According to PA law, the maximum official Sunday-to-Thursday workweek was 48 hours. The law also allows for paid official and religious holidays, which employers may not deduct from annual leave. Workers must be paid time and a half for each hour worked beyond 45 hours per week and may not perform more than 12 hours of overtime work per week.

The PA Ministry of Labor was responsible for setting appropriate occupational health and safety standards. Responsibility for identifying unsafe work conditions lies with inspectors and not the worker. Palestinian workers do not have the legal protection to remove themselves from situations that endangered their health or safety without jeopardy to their employment. Mechanisms for lodging complaints were generally not utilized due to fear of retribution, according to NGOs.

The government did not effectively enforce the law on wages, hours of work, and occupational safety and health standards, in part due to lack of sufficient inspection staff. Penalties were not commensurate with penalties for similar violations. Labor inspectors could conduct unannounced visits and initiate legal action but did not have authority to levy fines. In 2019 the Ministry of Labor’s Inspection Department visited larger business establishments (16,322 visits) and took legal actions against the establishments violating the law (e.g., warnings, partial shutdowns, total shutdowns, and referring to the court). The PA did not effectively monitor smaller worksites or those in the informal sector, which were at times below legal safety standards.

The ministry does not have authority to enforce Palestinian labor law west of Israel’s barrier, or in Israeli settlements in the West Bank.

Israeli authorities did not conduct labor inspections in Israeli settlements, where Palestinian workers constituted a significant part of the workforce. The lack of a competent labor authority in the settlements increased workers’ vulnerability to exploitation. NGOs such as Kav LaOved stated that exploitative practices in Israeli settlements were widespread. The International Labor Organization estimated one-half of all such workers with permits continued to pay exorbitant monthly fees to brokers to obtain and maintain valid work permits. Approximately 92,000 Palestinians worked in Israel and Israeli settlements as of the second quarter, mostly in construction and agriculture. These workers were more vulnerable to exploitation and were not eligible for worker benefits, such as paid annual and sick leave. Kav LaOved brought cases to Israeli labor courts on behalf of Palestinian workers employed by enterprises in Israel and West Bank settlements. Many of these cases related to nonpayment or misreporting of wages, inadequate medical care following workplace injury, and the settlement of subsequent health insurance claims within the Israeli system.

According to the Palestine Central Bureau of Statistics Labor Force Survey, 34 percent of wage employees received less than the minimum wage in the second quarter. In the West Bank approximately 8 percent of wage employees in the private sector received less than the minimum monthly wage. In Gaza, 82 percent of wage employees in the private sector received less than the minimum monthly wage. Palestinians working in Israeli settlements reported they continued to receive wages lower than the Israeli minimum wage, despite a 2008 High Court ruling that Israeli labor laws apply to relations between Palestinian workers and Israeli employers in settlements.

Respect for occupational safety and health standards was poor. There continued to be workplace fatalities of Palestinian laborers, including 10 in the hazardous construction sector and among those working in Israel, during the year. Kav LaOved documented dozens of cases where employers instructed employees to return to the West Bank following workplace injury rather than provide for medical attention inside Israel.

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Israel