a. Freedom of Association and the Right to Collective Bargaining

The law provides for workers to form and join unions, but the SAR and PRC authorities took repeated actions that violated the principle of union independence. The law does not protect the right to collective bargaining or obligate employers to bargain. The law prohibits civil servants from bargaining collectively.

The law prohibits firing an employee for striking and voids any section of an employment contract that punishes a worker for striking. The commissioner of police has broad authority to control and direct public gatherings, including strikes, in the interest of national security or public safety.

By law an employer may not fire, penalize, or discriminate against an employee who exercises his or her union rights and may not prevent or deter the employee from exercising such rights. Penalties for violations of laws protecting union and related worker rights include fines as well as legal damages paid to workers. Penalties were commensurate with those under other laws involving the denial of civil rights.

The law was not effectively enforced, and the government repressed independent unions and their confederations. SAR and national authorities publicly claimed that strikes and other union-organized activities during the prodemocracy movement in 2019-20 were “anti-China” in nature, and pressure from officials and from PRC-supported media outlets led many unions to disband.

In August, the Hong Kong Professional Teachers’ Union, the city’s largest professional trade union with approximately 95,000 members, decided to dissolve after facing pressure from PRC-supported media, which called the union a “poisonous tumor” to be eradicated, and the announcement hours later by the Hong Kong Education Bureau that it would cease working with the union.

On October 3, the Hong Kong Confederation of Trade Unions voted to dissolve. Founded in 1990, the confederation included more than 80 unions from a variety of trades and grew to more than 100,000 members. Chairman Wong Tik-yuen reported that union members received threats against their personal safety if union operations were to continue.

b. Prohibition of Forced or Compulsory Labor

The law does not prohibit all forms of forced or compulsory labor, nor do laws specifically criminalize forced labor. Instead, the SAR uses its Employment and Theft Ordinances to prosecute forced labor and related offenses. Because these violations are typically civil offenses with fines, penalties for these offenses were not commensurate with those for analogous serious crimes, such as kidnapping, which violate the Crimes Ordinance and carry prison terms.

NGOs expressed concerns that some migrant workers, especially domestic workers in private homes, faced high levels of indebtedness assumed as part of the recruitment process, creating a risk they could be subjected to forced labor through debt-based coercion. Domestic workers in the SAR were mostly women and mainly came from the Philippines, Indonesia, and other Southeast and South Asian countries. The SAR allows for the collection of maximum placement fees of 10 percent of the first month’s wages, but some recruitment firms required large up-front fees in the country of origin that workers struggled to repay. Some locally licensed employment agencies were suspected of colluding with local money lenders and agencies overseas to profit from debt schemes, and some local agencies illegally withheld the passports and employment contracts of domestic workers until they repaid the debt.

SAR authorities stated they encouraged aggrieved workers to file complaints and make use of government conciliation services, and that they actively pursued reports of any labor violations (see section 7.e., Acceptable Conditions of Work).

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

c. Prohibition of Child Labor and Minimum Age for Employment

The law prohibits the worst forms of child labor. Regulations prohibit employment of children younger than 15 in any industrial establishment. Children younger than 13 are prohibited from taking up employment in all economic sectors. Children who are 13 or older may be employed in nonindustrial establishments, subject to certain requirements, such as parental written consent and proof the child has completed the required schooling.

The Labor Department effectively enforced these laws and regularly inspected workplaces to enforce compliance with the regulations. Penalties for child labor law violations include fines and legal damages and were not commensurate with those for analogous serious crimes, such as kidnapping, that violate the Crimes Ordinance and carry prison terms.

d. Discrimination with Respect to Employment and Occupation

The law and regulations prohibit employment discrimination based on race or ethnicity, disability, family status (marital status or pregnancy), or sex. The law stipulates employers must prove that proficiency in a particular language is a justifiable job requirement if they reject a candidate on those grounds. Regulations do not prohibit employment discrimination on the grounds of age, color, religion, political opinion, national origin or citizenship, sexual orientation or gender identity, HIV or other communicable disease status, or social status. The law authorizes the Equal Opportunities Commission to work towards the elimination of discrimination and harassment as well as to promote equal opportunity for men and women.

The government generally enforced these laws and regulations. In cases in which employment discrimination occurred, SAR courts had broad powers to levy penalties on those violating these laws and regulations. Although the government generally enforced these laws, women reportedly faced some discrimination in employment, salary, welfare, inheritance, and promotion.

Human rights activists and local scholars continued to raise concerns about job prospects for minority students, who were more likely to hold low-paying, low-skilled jobs and earn below-average wages.

e. Acceptable Conditions of Work

Wage and Hour Laws: The statutory minimum wage was below the poverty line for an average-sized household. The law does not regulate working hours, paid weekly rest, rest breaks, or compulsory overtime for most employees. Several labor groups reported that employers expected extremely long hours and called for legislation to address that concern.

Occupational Safety and Health: The law includes occupational safety and health standards for various industries. Workplace health and safety laws allow workers to remove themselves from situations that endanger health or safety without jeopardy to their employment. Employers are required to report any injuries sustained by their employees in work-related accidents.

The Occupational Safety and Health Branch of the Labor Department is responsible for safety and health promotion, identification of unsafe conditions, enforcement of safety management legislation, and policy formulation and implementation. Inspectors have the authority to make unannounced inspections and initiate investigations and prosecutions. For the first half of the year, the Labor Department reported 14,368 cases of occupational accidents.

The government effectively enforced the law, and the number of labor inspectors was sufficient to enforce compliance except in the cases of nonpayment or underpayment of wages to, and working conditions of, domestic workers. There were many press reports regarding poor conditions faced by, and underpayment of wages to, domestic workers. Labor inspectors have the authority to conduct unannounced inspections and initiate sanctions. Penalties for violations of the minimum wage or occupational safety and health standards include fines, damages, and worker’s compensation payments. These penalties were commensurate with those for similar crimes. The Labor Tribunal adjudicated disputes involving nonpayment or underpayment of wages and wrongful dismissal.

a. Freedom of Association and the Right to Collective Bargaining

The law provides for the right to form and join unions and to bargain collectively, but there is no legal obligation for employers to recognize a union or engage in collective bargaining. In 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. As an example, 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. Union leaders generally operated free from threats and violence from government and employers. Employers rarely refused to bargain with worker led unions.

On February 3, industrial workers across the country observed a day of protest against the government’s plans to privatize state-owned companies and to press for the repeal of labor codes passed by parliament in September 2020. In September approximately 25 million workers across the country went on a day-long strike in support of the farmers’ protest demanding the repeal of farm reform legislation.

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 November 2020 a nationwide general strike took place. More than 250 million public- and private-sector workers participated in the strike, called by 10 central trade unions and hundreds of worker associations and federations. Trade union leaders demanded that the government repeal certain labor codes and three recently passed farm laws. In November parliament passed a law to repeal three agricultural reform laws after farmers largely concentrated in Punjab, Haryana, and Uttar Pradesh protested for their repeal. The Indian National Trade Union Congress congratulated the farmers’ union for their protests.

In January labor and Dalit activists Shiv Kumar and Nodeep Kaur were arrested after their protest against the alleged harassment of factory workers in the Kundli Industrial Area in the state of Haryana, which turned violent on January 12. While in police custody, the families of both activists alleged they were subject to physical abuse. Nodeep Kaur was granted bail on February 26, and on March 4, a judge granted bail to Shiv Kumar.

b. Prohibition of Forced or Compulsory Labor

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. Internal forced labor constituted the country’s largest labor-trafficking problem; traffickers use debt-based coercion (bonded labor) to compel men, women, and children to work in agriculture, brick kilns, rice mills, embroidery and textile factories, and stone quarries. Women and children from the Dalit and tribal communities were vulnerable to forced labor, as were children of migrant laborers. The increase in economic insecurity and unemployment due to the pandemic further increased vulnerability to forced labor.

Enforcement and compensation for victims is the responsibility of state and local governments and varied in effectiveness. Some local governments 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. Legal penalties 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 by 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.

Investigations, prosecutions, and case convictions of traffickers decreased in 2020. NGOs estimated at least eight million trafficking victims in the country, mostly in bonded labor, and reported that police often did not file reports. Authorities penalized some adult and child victims for crimes their traffickers compelled them to commit.

On July 22, officials in Tamil Nadu’s Virudhunagar District rescued 14 adolescent bonded laborers from two plastics factories; three had been trafficked from Bihar.

On August 26, Thane District officials in Maharashtra rescued 43 individuals belonging to a traditional tribal group who were kept in bondage at a stone quarry. Police also opened an investigation after two of the rescued women accused the quarry owners of sexual abuse.

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

In May the National Human Rights Commission (NHRC) issued three advisories to states and union territories, recommending measures to address the mental health of vulnerable populations, release and rehabilitation of bonded laborers, and safeguarding rights of informal workers. The NHRC noted that all levels of government must ensure that medical resources are provided to bonded laborers.

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

c. Prohibition of Child Labor and Minimum Age for Employment

All the worst forms of child labor were prohibited. The law prohibits employment of children younger than 14. The law also bans the employment of children between 14 and 18 in hazardous work. Children are barred 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 precluded 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 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 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. Most of the child labor occurred in agriculture and the informal economy, particularly 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).

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. Children typically entered debt bondage along with their entire family, and trafficked children were also employed in cotton farms, home-based embroidery businesses, and roadside restaurants.

In July, Telangana police rescued 172 child workers as part of a campaign to detect child labor and locate missing children. Police arrested 37 persons for employing children and filed 18 cases against employers.

In June, UNICEF reported it expected that COVID-19 and subsequent economic distress would have increased the risk of child labor. The closure of 1.5 million schools due to the pandemic and lockdowns increased the risk of child labor and unsafe migration for children enrolled in elementary and secondary schools.

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

The law prohibits discrimination based on race, sex, gender, disability, language, sexual orientation, gender identity, or social status with respect to employment and occupation. A separate law bans discrimination against individuals suffering from HIV or AIDs. The law does not forbid 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.

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 within 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. The American Bar Association report, Challenges for Dalits in South Asia, noted, “Dalits have been provided with reservations (or quotas) for government jobs; however, reservations do not apply to private sector jobs.” 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.

e. Acceptable Conditions of Work

Wage and Hour Laws: State government laws set minimum wages and hours of work. 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 and hours of work. 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.

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.

Occupational Safety and Health: Federal law sets safety and health standards. State governments enforced additional state-specific regulations. 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.

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.

On February 23, two workers were killed, and 26 others injured in a blast at the United Phosphorous Limited plant in Jhagadia, Gujarat. State authorities shut down the plant following the blast.

On June 7, a fire at the SVS Aqua Technologies chemical plant near Pune in Maharashtra killed 18 persons. Preliminary investigations revealed that flammable materials had been stored in the plant without following prescribed safety norms. On June 8, police arrested the factory director on charges of culpable homicide not amounting to murder and subsequently released him on bail. In March, Geneva-based IndustriALL noted high accident rates continued in factories, chemical plants, and mines. According to IndustriALL, the 14 accidents reported during the year resulted in 42 workers’ deaths and approximately 100 workers being injured.

Informal Sector: Violations of wage, overtime, and occupational safety and health standards were common in the informal sector. The World Bank reported most of the labor force is employed in the informal sector. A report issued by the State Bank of India in October estimated the size of the informal sector was more than 52 percent of the total labor sector, but other estimates placed the percentage much higher. On August 26, the Ministry of Labor and Employment launched the e-Shram portal to develop a national database of unorganized workers including migrant workers, construction workers, and gig and platform workers. The portal will facilitate the extension of social-sector benefits to workers in the unorganized sector. More than 30 million unorganized workers registered on the portal as of October 8, nearly half of them women.

According to the World Bank’s Shifting Gears: Digitization and Services-Led Development report, low-skilled and urban workers faced the brunt of employment shocks due to the second wave of COVID-19, and their earnings have yet to return to 2019 levels. In December 2020 a World Bank economist for South Asia and other experts noted more than 44 percent of the country’s informal workers were unemployed in April 2020. In 2020 the International Labor Organization connected the high rate of informal work to a low level of education and skill levels of the overall workforce. Within the informal sector, casual or temporary wage workers were more likely to lose employment than self-employed workers, regardless of industry, location, education, or caste.

a. Freedom of Association and the Right to Collective Bargaining

The law provides that workers may form and join independent unions, bargain collectively, and conduct legal strikes.  The law prohibits antiunion discrimination, but it does not require employers to reinstate workers fired due to their union activity.  The law prohibits reprisals against striking workers.  Unions must register with the Federal Registration Service, often a cumbersome process that includes lengthy delays and convoluted bureaucracy.  The grounds on which trade union registration may be denied are not defined and can be arbitrary or unjustified.  Active-duty members of the military, civil servants, customs workers, judges, prosecutors, and persons working under civil contracts are excluded from the right to organize.  The law requires labor unions to be independent of government bodies, employers, political parties, and NGOs.

The law places several restrictions on the right to bargain collectively.  For example, only one collective bargaining agreement is permitted per enterprise, and only a union or group of unions representing at least one-half the workforce may bargain collectively.  The law allows workers to elect representatives if there is no union.  The law does not specify who has authority to bargain collectively when there is no trade union in an enterprise.

The law prohibits strikes in the military and emergency response services.  It also prohibits strikes in essential public-service sectors, including utilities and transportation, and strikes that would threaten the country’s defense, safety, and the life and health of its workers.  The law additionally prohibits some nonessential public servants from striking and imposes compulsory arbitration for railroad, postal, and municipal workers, as well as public servants in roles other than law enforcement.

Laws regulating workers’ strikes remained extremely restrictive, making it difficult to declare a strike but easy for authorities to rule a strike illegal and punish workers.  It was also very difficult for those without a labor contract to go on a legal strike.

Union members must follow extensive legal requirements and engage in consultations with employers before acquiring the right to strike.  Solidarity strikes and strikes on matters related to state policies are illegal, as are strikes that do not respect the onerous time limits, procedures, and requirements mandated by law.  Employers may hire workers to replace strikers.  Workers must give prior notice of the following aspects of a proposed strike:  a list of the differences of opinion between employer and workers that triggered the strike; the date and time at which the strike is intended to start, its duration, and the number of anticipated participants; the name of the body that is leading the strike and the representatives authorized to participate in the conciliation procedures; and proposals for the minimum service to be provided during the strike.  In the event a declared strike is ruled illegal and takes place, courts may confiscate union property to cover employers’ losses.

The Federal Labor and Employment Service (RosTrud) regulates employer compliance with labor law and is responsible for “controlling and supervising compliance with labor laws and other legal acts which deal with labor norms” by employers.  Several state agencies, including the Ministry of Justice, Prosecutor’s Office, RosTrud, and Ministry of Internal Affairs, are responsible for enforcing the law.  These agencies, however, frequently failed to enforce the law, and violations of freedom of association and collective bargaining provisions were common.  Penalties for violations were not commensurate with those under other similar laws related to civil rights.

Employers frequently engaged in reprisals against workers for independent union activity, including threatening to assign them to night shifts, denying benefits, and blacklisting or firing them.  Although unions were occasionally successful in court, in most cases managers who engaged in antiunion activities did not face penalties.

In March the medical professional trade union Alliance of Doctors was put on a “foreign agent” list.  Anastasiya Vasilyeva, the head of the union, had previously treated Aleksey Navalny.  Vasilyeva was detained again in January and again in September.  In October, Vasilyeva was convicted of breaching COVID-19 safety protocols for joining protests demanding Navalny’s release, which resulted in one year of restrictions, including a curfew and travel limitations.

In April and May, an estimated 200 workers with the Moscow Metro subway system were fired for registering online to participate in a protest in support of Aleksey Navalny.  As of August, 42 of the workers had sued the company and at least two of the workers had been reinstated.

b. Prohibition of Forced or Compulsory Labor

The law prohibits most forms of forced or compulsory labor but allows for it as a penal sentence, in some cases as prison labor contracted to private enterprises.

The government did not effectively enforce laws against forced labor, although prescribed penalties for violations were commensurate with those for other serious crimes.  Compulsory prison labor occurred, which in some cases was used as punishment for expressing political or ideological views.  Human rights groups expressed concern regarding the prison system being used in the construction sector in remote regions, due to insufficient numbers of Central Asian migrant workers.  Instances of labor trafficking were reported in the construction, manufacturing, logging, textile, and maritime industries, as well as in sawmills, agriculture, sheep farms, grocery and retail stores, restaurants, waste sorting, street sweeping, domestic service, and forced begging (see section 7.c.).  Serious problems remained in protecting migrant laborers, particularly from North Korea, who generally earned 40 percent less than the average salary.  Migrant workers at times experienced exploitative labor conditions characteristic of trafficking cases, such as withholding of identity documents, nonpayment for services rendered, physical abuse, unsafe working conditions, and extremely poor living conditions.

Under a state-to-state agreement, North Korean citizens worked for many years in the country in a variety of sectors, including the logging and construction industries in the Far East.  To comply with the 2017 UN Security Council resolution prohibiting the employment of North Koreans, Russia had largely eliminated from the workforce North Korean laborers working in the country legally and continued to affirm its commitment to do so.  Many North Korean laborers, however, continued to enter the country via fraudulent channels to work informally, for example by obtaining tourist or student visas.  Authorities failed to screen departing North Korean workers for human trafficking and indications of forced labor.

There were reports of forced labor in the production of bricks, raising livestock, and at sawmills, primarily in Dagestan.  While both men and women were exploited for forced labor in these industries in the Northern Caucasus region, victims were primarily male job seekers recruited in Moscow.

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

c. Prohibition of Child Labor and Minimum Age for Employment

The law prohibits all worst forms of child labor, explicitly prohibiting work in unhealthy or dangerous conditions, underground work, or jobs that might endanger a child’s health and moral development.  The law prohibits the employment of children younger than 16 in most cases and regulates the working conditions of children younger than 18.  The law permits children at age 14 to work under certain conditions and with the approval of a parent or guardian.  Such work must not threaten the child’s health or welfare.  RosTrud is responsible for inspecting enterprises and organizations to identify violations of labor and occupational health standards for minors.  The government effectively enforced the law, although penalties for violations were not commensurate with those for other serious crimes.

There were no available nationally representative data on the prevalence of child labor in the country, although children reportedly worked in the informal and retail sectors.  Some children, both Russian and foreign, were subjected to commercial sexual exploitation, forced participation in the production of pornography, and forced begging (see section 6, Children).

See 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

The law prohibits discrimination in respect to employment and occupation based on race, religion, national origin, color, sex, ethnicity, age, and refugee status, but does not prohibit discrimination based on sexual orientation, HIV status, gender identity, or disability.  Although the country placed a general ban on discrimination, the government did not effectively enforce the law, and penalties for violations were not commensurate with those for other civil rights-related laws.

Discrimination based on gender in compensation, professional training, hiring, and dismissal was common, but very difficult to prove.  Employers often preferred to hire men to save on maternity and child-care costs and to avoid the perceived unreliability associated with women with small children.  The law prohibits employer discrimination in posting job vacancy information.  It also prohibits employers from requesting workers with specific gender, race, nationality, address registration, age, and other factors unrelated to personal skills and competencies.  Notwithstanding the law, vacancy announcements sometimes specified gender and age requirements or a desired physical appearance.

According to the Center for Social and Labor Rights, courts often ruled in favor of employees filing complaints, but the sums awarded were often seen as not worth the cost and time required to take legal action.

Women are restricted from employment in certain occupations in the chemical industry, metallurgy, oil production, coal mining, manufacturing of insulation, and some others owing to the harmful effects of certain compounds on women’s reproductive health.  In January an amended law went into effect that reduced the number of labor categories prohibited to woman from 456 to 98.  According to the Ministry of Labor, women on average earned 39 percent less than men in 2019.  The legal age requirements for women and men to access either their full or partial pension benefits are not equal.

Sexual harassment in the workplace continued.  The law does not prohibit sexual harassment in the workplace, and there are no criminal or civil remedies for sexual harassment experienced in the workplace.

The law requires applicants to undergo a mandatory pre-employment health screening for some jobs listed in the labor code or when enrolling at educational institutions.  The medical commission may restrict or prohibit access to jobs and secondary or higher education if it finds signs of physical or mental problems.  The law prohibits discrimination of persons with disabilities, but they were often subjected to employment discrimination.  Companies with 35 to 100 employees have an employment quota of 1 to 3 percent for persons with disabilities, while those with more than 100 employees have a 2 to 4 percent quota.  An NGO noted that some companies kept persons with disabilities on the payroll to fulfill the quotas but did not actually provide employment for them.  Inadequate workplace access for persons with disabilities also limited work opportunities.

Many migrants regularly faced discrimination and hazardous or exploitative working conditions.  The COVID-19 pandemic more severely impacted migrant workers.  Employment discrimination based on sexual orientation and gender identity was a problem, especially in the public sector and education.  Employers fired LGBTQI+ persons for their sexual orientation, gender identity, or public activism in support of LGBTQI+ rights.  Primary and secondary school teachers were often the targets of such pressure due to the law on “propaganda of nontraditional sexual orientation” targeted at minors (see section 6, Acts of Violence, Criminalization, and Other Abuses Based on Sexual Orientation and Gender Identity).

Persons with HIV or AIDS were prohibited from working in areas of medical research and medicine that dealt with bodily fluids, including surgery and blood drives.  The Ministry of Internal Affairs does not hire persons with HIV or AIDS, although persons who contract HIV or AIDS while employed are protected from losing their job.

e. Acceptable Conditions of Work

Wages and Hour Laws:  The law provides for a minimum wage for all sectors, which was above the poverty income level.  Some local governments had minimum wage rates higher than the national rate.

Nonpayment of wages is a criminal offense and is punishable by fines, compulsory labor, or imprisonment.  Federal law provides for administrative fines of employers who fail to pay salaries and sets progressive compensation scales for workers affected by wage arrears.  The government did not effectively enforce the law, and nonpayment or late payment of wages remained widespread.  According to the Federal State Statistics Service, Rosstat, as of November 1, wage arrears amounted to approximately 1.34 billion rubles ($18.1 million).

The law provides for standard workhours, overtime, and annual leave.  The standard workweek may not exceed 40 hours.  Employers may not request overtime work from pregnant women, workers younger than 18, and other categories of employees specified by federal law.  Standard annual paid leave is 28 calendar days.  Employees who perform work involving harmful or dangerous labor conditions and employees in the Far North regions receive additional annual paid leave.  Organizations have discretion to grant additional leave to employees.

The law stipulates that payment for overtime must be at least 150 percent for the first two hours and not less than 200 percent after that.  At an employee’s request, overtime may be compensated by additional holiday leave.  Overtime work may not exceed four hours in a two-day period or 120 hours in a year for each employee.

RosTrud is responsible for enforcing wage and hour laws and generally applied the law in the formal sector.  The number of labor inspectors was insufficient to enforce the law in all sectors.  Inspectors have the authority to make unannounced inspections and initiate sanctions, although there were significant restrictions on inspectors’ authority to inspect workplaces.  Experts generally pointed to prevention of these offenses, rather than adequacy of available punishment, as the main challenge to protection of worker rights.  RosTrud noted state labor inspectors needed additional professional training and that the agency needed additional inspectors to enforce consistent compliance.  Although the labor inspectorate frequently referred cases for potential criminal prosecution, few of these cases were instituted by the Prosecutor’s Office.  In addition, courts routinely cancel decisions and penalties imposed by labor inspectors.

The government made efforts to effectively enforce minimum wage and hour laws, although resources and inspectors were limited.  Penalties for violations were commensurate with those for similar crimes.

Occupational Safety and Health:  Occupational safety and health standards were appropriate within the main industries.  The law establishes minimum conditions for workplace safety and worker health, but it does not explicitly allow workers to remove themselves from hazardous workplaces without threat to their employment.  The law entitles foreigners working in the country to the same rights and protections as citizens.

RosTrud is also responsible for enforcing occupational safety and health laws.  The government made efforts to effectively enforce occupational safety and health laws, although resources and inspectors were limited.  Serious breaches of occupational safety and health provisions are criminal offenses, and penalties for violations were commensurate with those of other similar crimes.

No national-level information was available on the number of workplace accidents or fatalities during the year.  According to Rosstat, in 2019 approximately 23,300 workers were injured in industrial accidents, including 1,060 deaths.

Informal Sector:  As of September an estimated 15 million persons were employed in the shadow economy, an 11.5 percent increase from the same period in 2020.  Employment in the informal sector was concentrated in the southern regions.  The largest share of laborers in the informal economy was concentrated in the trade, construction, and agricultural sectors, where workers were more vulnerable to exploitative working conditions.  Labor migrants worked in low-skilled jobs in construction but also in housing, utilities, agriculture, and retail trade sectors, often informally.  Labor law and protections apply to workers in the informal sector.

See section 7, Worker Rights, in the Country Reports on Human Rights Practices for 2021 for China.

a. Freedom of Association and the Right to Collective Bargaining

The law provides for the right of workers to form and join independent unions, bargain collectively, and conduct legal strikes. The law does not cover workers in the armed forces, public-sector security services, police forces, and freelance or temporary work. The law prohibits antiunion discrimination and protects employees from unfair dismissal while striking for up to 12 weeks, provided the union has complied with the legal requirements governing such industrial action. The majority of a union’s members must support the industrial action, as demonstrated through an official ballot, and the union must then inform its members and the employer when and how the industrial action will take place.

The law allows strikes to proceed only when at least 50 percent of workers who participate in a secret ballot support it, and workers have provided 14-day notification of strike action. For “important public services,” defined as health services, education for those younger than 17, fire services, transport services, nuclear decommissioning and the management of radioactive waste and spent fuel, and border security, 40 percent of all eligible union members must vote in favor of the strike action, and ballots require at least a 50 percent turnout to be valid and for strike action to be legal. According to the International Trade Union Confederation (ITUC), the right to strike in the UK is “limited” due to prohibitions against political and solidarity strikes, lengthy procedures for calling strikes, and the ability of employers to seek injunctions against unions before a strike has begun if the union does not observe all legal steps in organizing the strike.

The government generally enforced the law. Remedies were limited in situations where workers faced reprisal for union activity, and ITUC stated that the law does not provide “adequate means of protection against antiunion discrimination.” Penalties range from employers paying compensation to reinstatement and were commensurate with those for similar violations. Inspection was sufficient to enforce compliance. The Department for Business, Energy, and Industrial Strategy funded the Advisory, Conciliation, and Arbitration Service (ACAS), which works to help employees and employers better adhere to collective bargaining and other workplace laws and to improve workplace relationships. If ACAS is not able to settle a dispute, a claim can be brought to the Employment Tribunal.

The government and employers routinely respected freedom of association and the right to collective bargaining. The law allows any workplace with more than 21 workers to organize into a collective bargaining unit if 50 percent of workers agree and the employer accepts the terms. Unions and management typically negotiated collective “agreements,” which were less formal and not legally enforceable. The terms of the agreement could, however, be incorporated into an individual work contract with legal standing.

The law does not allow independent trade unions to apply for de-recognition of in-house company unions or to protect individual workers seeking to do so. The effect has been that some in-house company unions operate with a membership less than the majority of workers.

Trade union membership levels rose for four consecutive years since 2017, driven by the increase in female members and public-sector workers. According to the ONS, 6.56 million employees were trade union members in 2019. Membership levels were below the 1979 peak of more than 13 million.

b. Prohibition of Forced or Compulsory Labor

The law prohibits all forms of forced and compulsory labor.

The law permits punishment of up to life imprisonment for all trafficking and slavery offenses, including sexual exploitation, labor exploitation, and forced servitude. Firms with a global turnover of 36 million pounds ($47.5 million) that supply goods or services in the UK must by law publish an annual statement setting out what steps they are taking to ensure that forced labor is not being used in their operations and supply chain. Foreign companies and subsidiaries that “carry on a business” in the UK also must comply with this law. The law allows courts to impose reparation orders on convicted traffickers and prevention orders to ensure that those who pose a risk of committing human trafficking offenses cannot work in relevant fields, such as with children.

The government effectively enforced the law. Resources and inspections were generally adequate, and penalties were commensurate with other sentences for serious crimes.

Forced labor occurred in the UK involving both foreign and domestic workers, mainly in sectors characterized by low-skilled, low-paid manual labor and heavy use of flexible, temporary workers. Those who experienced forced labor practices tended to be poor, living on insecure and subsistence incomes and in substandard accommodations. Forced labor was normally more prevalent among men, women, and children of the most vulnerable minorities or socially excluded groups. The majority of victims were British nationals including minors or young adults forced by criminal gangs to sell drugs.

Albania and Vietnam were the most likely foreign countries of origin for forced labor. Most labor migrants entered the country legally. Many migrants used informal brokers to plan their journey and find work and accommodation in the UK, enabling the brokers to exploit the migrants through high fees and to channel them into forced labor situations. Many with limited English were vulnerable and trapped in poverty through a combination of debts and constrained opportunities. Migrants were forced to share rooms with strangers in overcrowded houses, and often the work was just sufficient to cover rent and other subsistence charges. Forced labor was the most common form of exploitation reported in the UK, followed by sexual exploitation. Migrant workers were subject to forced labor in agriculture (especially in marijuana cultivation), construction, food processing, service industries (especially nail salons), and on fishing boats. Women employed as domestic workers were particularly vulnerable to forced labor.

In Bermuda there were no reported cases of forced labor during the year. The government effectively enforced the law. Expatriate workers are required to obtain a work permit based on the type of work and the expected length of time of employment in Bermuda. The law requires employers to repatriate work-permit holders. Failure to do so has been a migrant complaint. Cases of worker exploitation largely consisted of employers requiring workers to work longer hours or to perform work outside the scope of their work permit, threatening the status of their permit. Penalties for forced labor were generally commensurate with those for similar serious crimes.

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

c. Prohibition of Child Labor and Minimum Age for Employment

The law prohibits all the worst forms of child labor. The law prohibits the employment of children younger than 13 with exceptions for sports, modeling, and paid performances, which may require a child performance license, depending on local bylaws. Children younger than 18 are prohibited from working in hazardous environments or after 7 p.m. The law prohibits those younger than 16 from working in an industrial enterprise, including transportation or street trading. Children’s work hours are strictly limited and may not interfere with school attendance. Different legislation governs the employment of persons younger than 16 and, while some laws are common across the UK, local bylaws vary. If local bylaws so require, children between the ages of 13 and 16 must apply for a work permit from a local authority. The local authority’s education and welfare services have primary responsibility for oversight and enforcement of the permits.

The government effectively enforced the law. The Department for Education has primary regulatory responsibility for child labor, although local authorities generally handled enforcement. Penalties were commensurate with equally severe crimes.

In Bermuda, children younger than 13 may perform light work of an agricultural, horticultural, or domestic character if the parent or guardian is the employer. Schoolchildren may not work during school hours or more than two hours on school days. No child younger than 15 may work in any industrial undertaking, other than light work, or on any vessel, other than a vessel where only family members work. Children younger than 18 may not work at night except that those ages 16 to 18 may work until midnight; employers must arrange for safe transport home for girls between ages 16 and 18 working until midnight. Penalties were commensurate with those for similar crimes, and inspection was sufficient to enforce compliance. The government effectively enforced the law. The Bermuda Police Service reported no cases of child labor or exploitation of children during the year.

No cases of child labor were reported in overseas British territories, but gaps in the law made children vulnerable. The governments of Anguilla, the British Virgin Islands, the Falkland Islands (Islas Malvinas), Montserrat, and St. Helena-Ascension-Tristan da Cunha have not developed a list of hazardous occupations prohibited for children. On Anguilla the minimum age for labor is 12 and for hazardous work is 14, allowing children to engage in work deemed hazardous.

There are legislative gaps in the prohibition of trafficking in children for labor exploitation and the use of children for commercial sexual exploitation on the Falkland Islands (Islas Malvinas) and St. Helena-Ascension-Tristan da Cunha. While criminal laws prohibit trafficking in children for sexual exploitation, they do not address trafficking in children for labor exploitation. Laws do not exist in Monserrat regarding the use of children in drug trafficking and other illicit activities. Traffickers subjected children to commercial sexual exploitation in Turks and Caicos.

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  for information on UK territories.

d. Discrimination with Respect to Employment and Occupation

The law prohibits discrimination in employment or occupation regarding race, color, sex, religion or belief, political opinion, national origin or citizenship, social origin, disability, sexual orientation, gender identity or reassignment, marriage and civil partnership, being pregnant or on maternity leave, age, language, or HIV or other communicable disease status. The government effectively enforced these laws and regulations.

Discrimination in employment and occupation occurred with respect to race, gender, and sexual orientation and gender identity. Women were paid less than men, and persons with disabilities faced discrimination in hiring, access to the workplace, and training. Ethnic minorities faced difficulty in hiring and attaining promotion, as well as discrimination in the workplace.

The law requires equal pay for equal work. Businesses with more than 250 employees are required to measure, and then report, on how they pay men and women. This affected 8,000 businesses employing approximately 11 million persons. The pay gap has narrowed over the long term for low earners but has remained largely consistent over time for high earners. The Equality and Human Rights Commission is charged with enforcing pay gap reporting requirements. In 2019 the finance sector had the highest pay gap of all sectors, with the average woman earning 35.6 percent less than the average man.

In Northern Ireland the law prohibits discrimination in employment or occupation regarding age, disability, gender or gender reassignment, marital or civil partnership status, pregnancy and maternity, race, sex, sexual orientation, religion, or political affiliation. Teachers applying to work in religious schools, however, are not protected from discrimination on religious grounds. Employers must register with the Northern Ireland Equality Commission if they employ more than 10 persons. Registered employers are required to submit annual reports to the commission on the religious composition of their workforce.

In Scotland the law prohibits discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The Scottish government introduced a plan in 2019 to address the gender pay gap, estimated at 5.7 percent in 2018. The plan set a goal of reducing the gender pay gap by 2021 and included 50 actions to provide resources and support for working women and mothers.

e. Acceptable Conditions of Work

Wage and Hour Laws: The law provides for a National Living Wage for workers age 23 or older and a National Minimum Wage for workers of at least school leaving age until age 22. Both wages were above the poverty level.

The law limits the workweek to an average of 48 hours, normally averaged over a 17-week period. The law does not prohibit compulsory overtime, but it limits overtime to the 48-hour workweek restriction. The 48-hour-workweek regulations do not apply to senior managers and others who can exercise control over their own hours of work. There are also exceptions for the armed forces, emergency services, police, domestic workers, sea and air transportation workers, and fishermen. The law allows workers to opt out of the 48-hour limit, although there are exceptions for airline staff, delivery drivers, security guards, and workers on ships or boats.

The government effectively enforced the wage and hour laws. Her Majesty’s Revenue and Customs (HMRC) enforces wage payments. The Health and Safety Executive (HSE) enforces maximum working hours. The number of labor inspectors was sufficient to enforce compliance. The HMRC and the HSE can make unannounced inspections and initiate criminal proceedings.

Penalties were generally commensurate with those for similar violations and inspections were sufficient to enforce compliance. Although criminal enforcement is available, most minimum wage noncompliance is pursued via civil enforcement through the courts. In August the HMRC named and shamed 191 companies that had failed to pay 2.1 million pounds ($2.8 million) to over 34,000 workers. The companies had to pay back wages owed and fines to the government. The HSE reported violations of wage, hour, or overtime laws were common in the agriculture, chemicals, construction, fairgrounds and theme parks, film and theater, logistics and transport, manufacturing, mining, energy, sports and leisure, utilities, and waste and recycling sectors.

Occupational Safety and Health: The government set appropriate and current occupational safety and health standards. The law stipulates employers may not place the health and safety of employees at risk. The HSE is responsible for identifying unsafe situations, and not the worker, and inspectors had the authority to conduct unannounced inspections, levy fines, and initiate criminal proceedings. By law workers can remove themselves from situations that endanger health or safety without jeopardy to their employment, and authorities effectively protected employees in this situation.

In response to the COVID-19 pandemic, beginning in March 2020 the government advised citizens to work from home if possible. Employers of “essential workers,” such as hospital staff, grocery store workers, and public works departments, were required to make arrangements to work safely. In July 2020 the government allowed anyone unable to work from home to return to their place of work, as long as their employer had put in place sufficient safety measures. The government issued “COVID-secure” workplace guidance for different sectors of the economy. Employers that fail to meet these standards can be reported to the local authority or the HSE, an arm of the Department for Work and Pensions, which can require employers to take additional steps where appropriate. Certain businesses, such as theaters and live music venues, have been ordered to close to reduce the spread of coronavirus COVID-19, contributing to a steep rise in unemployment.

The HSE effectively enforced occupational health and safety laws in all sectors including the informal economy. The fines for violations were commensurate with those for similar laws. HSE inspectors also advise employers on how to comply with the law. Employers may be ordered to make improvements, either through an improvement notice, which allows time for the recipient to comply, or a prohibition notice, which prohibits an activity until remedial action has been taken. The HSE issued notices to companies and individuals for breaches of health and safety law. The notice may involve one or more instances when the recipient failed to comply with health and safety law, each of which was called a “breach.” The HSE prosecuted recipients for noncompliance with a notice while the Crown Office and Procurator Fiscal Service (COPFS) prosecuted similar cases in Scotland. The International Labor Organization expressed concern that the number of HSE inspectors decreased in recent years, noting that the number of cases brought by the HSE had also declined.

From April 10 to August 14, there were 34,835 disease notifications of COVID-19 in workers where occupational exposure was suspected, including 409 death notifications.

Figures for April 2020 to March 2021 revealed 142 persons were fatally injured at work. An estimated 693,000 workers sustained a nonfatal injury at work according to self-reports in 2019-20. A total of 65,427 industrial injuries were reported in 2019-20 in the UK. The HSE and COPFS prosecuted 342 cases with at least one conviction secured in 325 of these cases, a conviction rate of 95 percent. Across all enforcing bodies, 7,075 notices were issued. The HSE and COPFS prosecutions led to fines totaling 35.8 million pounds ($47.3 million) compared with the 55.3 million pounds ($73 million) in 2018-19.

Bermuda’s legislation does not provide a minimum or living wage, and efforts to introduce one have not progressed. The Bermuda Department of Labour and Training enforces any contractually agreed wage, hours and safety and health standards. Regulations enforced by the department extensively cover the safety of the work environment, occupational safety, and health standards and are current and appropriate for the main industries. By law workers can remove themselves from situations that endangered health or safety without jeopardy to their employment. Penalties were commensurate with those for similar violations.