Area Administered by Turkish Cypriots

Section 7. Worker Rights

The “law” protects the rights of workers, except members of police and other Turkish Cypriot security forces, to form and join independent unions of their own choosing without prior authorization. The “law” allows unions to conduct their activities without interference and provides for their right to strike, with the provision that a union notify authorities in writing if members planned to strike for longer than 24 hours. The “law” does not permit “judges,” members of the police force, or other Turkish Cypriot security forces to strike. The “council of ministers” has the power to prohibit a strike in any individual sector twice a year for up to 60 days if it affects the general health, security, or public order, or if it prevents the provision of essential services. There is no list of what constitutes essential services.

The “law” provides for collective bargaining. The “Ministry of Labor and Social Security” reported that employers could not condition employment on membership or non-membership in a union or participation in strikes. The “law” does not provide for reinstatement of workers fired for union activities.

The “government” did not effectively enforce applicable “laws.” Despite having freedom of association and the right to engage in collective bargaining, very few private-sector workers were unionized, according to labor union representatives. A union representative stated that if private-sector workers affected business operations while exercising their rights, employers would likely dismiss them. Some companies pressured workers to join unions that the company led or approved. Officials of independent unions claimed authorities created public-sector unions as rivals to compete with and weaken independent unions.

KTAMS reported that 35 percent of public sector and 0.5 percent of private sector workers were members of labor unions. According to KTAMS approximately 28 percent of the workforce in Turkish Cypriot administered areas was unionized.

Labor authorities did not effectively enforce the “law.” Penalties for employers convicted of violating the “law” were not commensurate with those for violating other “laws” involving the denial of civil rights and were sporadically enforced.

Public and semipublic employees benefited from collective bargaining agreements. Semipublic employees worked for companies run jointly by public and private enterprises where, for example, the “government” handled administration while the company’s budget came from private sources.

The “law” prohibits all forms of forced or compulsory labor, but the “government” did not effectively enforce it. Penalties for violations of the “law” were not commensurate with those for other serious crimes.

Authorities reported they did not receive any complaints regarding forced labor during the year. NGOs and unions stated there were reports of forced labor during the year, primarily in agriculture, construction, and the industrial sector. A labor union representative reported migrant workers in the construction and agricultural sectors were subjected to reduced wages, nonpayment of wages, beatings, and threats of deportation. Another labor union reported that some foreign workers, mainly in the construction and industrial sectors, were forced to work long periods up to 12 hours without additional compensation or pay. The union also reported that some foreign workers were paid less than the minimum wage.

A researcher reported that universities were used to smuggle or traffic large numbers of Africans and South Asians. Some foreign students who could not pay their tuition after arriving in the area administered by Turkish Cypriots became vulnerable to exploitation, including forced labor, and victims of labor and human trafficking.

Also see the Department of State’s Trafficking in Persons Report at

The “law” prohibits the worst forms of child labor. The minimum age for restricted employment is 15, the last year at which education is compulsory. Employers may hire children between the ages of 15 and 18 in apprentice positions under a special status. Children older than 15 are restricted to no more than six hours of work per day and 30 hours per week. The “law” prohibits children between the ages of 15 and 18 from working during mealtimes, at night, in heavy physical labor, and under dangerous conditions. The “law” also states that every six months the employer must prove, with medical certification, that the physical work done by a child is suitable for children. Written parental consent is also required, and children are entitled to the hourly wage of a full-time employee.

Authorities reported they received three complaints to the child labor hotline in 2020 but that subsequent inspections did not reveal any children working onsite.

The “Ministry of Labor and Social Security” is responsible for enforcing child labor “laws” and policies. Inspections were not sufficient and penalties for violations were not commensurate with those of other serious crimes.

Authorities did not always effectively enforce the “laws,” and NGOs reported that primarily children of Turkish immigrants often worked alongside their families in the agricultural, manufacturing, automotive, and construction sectors. NGOs reported that some children worked in dangerous conditions, such as on construction sites, and were subjected to heavy physical work despite “legal” prohibitions.

Child labor in the urban informal economy was also a problem, but to a lesser extent than in agriculture and manufacturing. In family-run businesses, it was common for children to work after school in shops and for young children to work on family farms.

In July the Turkish Cyprus Pediatric Institution reported there was lack of inspection and supervision at workplaces and inadequate laws to protect against child labor in the area administrated by Turkish Cypriots. The institution also reported the death of a 15-year-old boy who died in July while working at a car mechanic’s garage in the Morphou region. The “Ministry of Labor” announced an investigation into the incident. The investigation continued at year’s end.

The “law” generally prohibits discrimination with respect to employment or occupation on the basis of race, sex, gender, disability, language, sexual orientation or gender identity, and social status. The “law” does not specifically address discrimination with respect to religion, political opinion, or HIV-positive status, which were addressed by general “regulations.” Authorities did not effectively enforce the “law,” and penalties for violations were not commensurate with those for violating other “laws” related to civil rights. Discrimination in employment and occupation occurred with respect to race, ethnicity, sex, disability, and gender.

Authorities reported there were more than 38,340 registered foreign workers (24,711 Turkish citizens and 13,629 from other countries) in the area administrated by Turkish Cypriot authorities. These workers were mainly from Bangladesh, Pakistan, the Philippines, Turkey, and Turkmenistan. Foreign migrant workers faced societal discrimination based on their ethnicity, race, and religious belief. Although it was uncommon for Greek Cypriots to seek employment in northern Cyprus, they faced social and employment discrimination when they did.

Women faced sexual harassment in the workplace, but most instances of sexual harassment went unreported. Women held far fewer managerial positions than men.

LGBTQI+ individuals often concealed their sexual orientation and gender identity in the workplace to avoid discrimination. Persons with disabilities routinely found it physically difficult to access workplaces.

e. Acceptable Conditions of Work

Wage and Hour Laws: The “government” increased the minimum wage during the year, but it remained below the poverty level for a family of four, as inflation and the cost of living outpaced the increase. The “Ministry of Labor and Social Security” is responsible for enforcing the minimum wage, but it did not effectively do so. The number of inspectors was not sufficient for enforcement. The penalties for noncompliance were not commensurate with those for other similar crimes.

As of September the minimum monthly wage in the area administrated by Turkish Cypriots was 4,324 Turkish lira ($470 as of mid-October). According to labor unions, this is below the poverty line. As of September KTAMS reported the poverty line for family of four was 4,470 Turkish lira ($485 as of mid-October).

According to a labor union, per capita income fell from $12,649 to $10,055, a level not seen since 2005.

There was premium pay for overtime in the public sector. Premium pay for overtime is also required in the private sector, but it is frequently not paid. The “law” prohibits compulsory overtime and provides for paid annual holidays.

Occupational Safety and Health: Occupational safety and health standards were insufficient. Authorities did not effectively enforce safety and health standards, and the number of inspectors was not sufficient to enforce compliance. Multinational companies reportedly met health and safety standards. Workers could not remove themselves from situations that endangered health or safety without jeopardizing their employment. Authorities could conduct unannounced inspections or initiate sanctions, but according to unions and associations, inspections were not adequately or routinely carried out. Authorities commonly deported migrant workers who reported violations. Authorities did not penalize violators, and inspections were not adequate to protect worker rights. Accommodations for migrant workers, either as part of their compensation or for those made to pay, were substandard.

Authorities reported there were 143 major industrial accidents during the year that caused five deaths.

In April, six public sector worker unions filed a case at the “Constitutional Court” to obtain an interim order to stop a “government” statutory decree from freezing cost-of-living adjustments (COLA) for four months. Public sector worker unions, including KTAMS, KAMUSEN, KAMU-IS, GUC-SEN, VERGI-SEN, and the Nurses Union, claimed the COLA freeze was illegal. In June the “Constitutional Court” decided in favor of the unions and cancelled the decree.

Informal Sector: The “government” has not established social protections for workers in the informal economy.

Costa Rica

Section 7. Worker Rights

The law provides for the right of workers to form and join independent unions, bargain collectively, and conduct legal strikes. The government respected these rights. The law prohibits antiunion discrimination and provides for reinstatement of workers fired for union activity. Unions must register, and the law provides a deadline of 15 days for authorities to reply to a registration request. The law permits foreign workers to join unions but prohibits them from holding positions of authority within the unions, except for foreign workers who are married to citizens of the country and have legally resided in the country for at least five years.

The labor code stipulates that at least 50 percent of the workers in an enterprise must vote to support a strike. The law, however, adds that even if there is no union at the enterprise or if the union lacks the support of 50 percent of the workforce, a strike may be initiated if 35 percent of the workers call for a vote by secret ballot. The law restricts the right to strike for workers in services designated as essential by the government, including in sectors such as oil refineries and ports that are not recognized as essential services under international standards. The law regulates strikes, including a prohibition on strikes by workers in nine essential public services, and allows employers to suspend the pay of public-service workers who are on strike.

The law also permits two other types of worker organizations unique to the country: “solidarity associations,” legal entities recognized by the constitution that have both management and employee membership and serve primarily to administer funds for severance payments; and “permanent committees,” enterprise-level bodies made up of three workers elected to negotiate “direct agreements” with employers. Both entities may coexist and share membership with labor unions. The law also requires that permanent committee members be elected freely by secret ballot without intervention of the employer.

The law requires employers to initiate the bargaining process with a trade union if more than one-third of the total workforce, including union and nonunion members, requests collective bargaining, but the law also permits direct bargaining agreements with nonunionized workers. The law establishes a scope of implementation and procedures for negotiations. The law prohibits solidarity associations from representing workers in collective bargaining negotiations or in any other way that assumes the functions or inhibits the formation of trade unions. Although public-sector employees are permitted to bargain collectively, the Supreme Court held that some fringe benefits received by certain public employees were disproportionate and unreasonable, and it repealed sections of collective bargaining agreements between public-sector unions and government agencies, thus restricting this right in practice. A court’s decision ratified the ceiling of 12 years for severance pay when an employee is terminated.

The government effectively enforced applicable laws, and penalties were commensurate with those for other laws involving denials of individual rights, such as discrimination. While the law establishes sanctions (fines and fees) for infractions, only the judiciary has the authority to apply such sanctions. The amount of fines and fees is determined by the severity of the infraction and is based on the minimum wage. The law requires labor claims to be processed within two years and sets up a special summary procedure for discrimination claims. The law also provides labor union members protections against discrimination based on labor affiliation and special protections via special expedited proceedings.

Freedom of association and collective bargaining were generally respected. Labor unions asserted that solidarity associations set up and controlled permanent committees at many workplaces, which in turn conducted negotiations and established direct agreements. Labor unions also asserted that employers sometimes required membership in a solidarity association as a condition for employment. To the extent that solidarity associations and permanent committees displaced trade unions, they affected the independence of workers’ organizations from employers’ influence and infringed on the right to organize and bargain collectively. In recent years the International Labor Organization (ILO) reported an expansion of direct agreements between employers and nonunionized workers and noted its concern that the number of collective bargaining agreements in the private sector continued to be low when compared with a high number of direct agreements with nonunionized workers.

In some instances employers fired employees who attempted to unionize. The Ministry of Labor reported nine allegations of antiunion discrimination from January to July. There were reports some employers also preferred to use “flexible,” or short-term, contracts, making it difficult for workers to organize and collectively bargain. Migrant workers in agriculture frequently were hired on short-term contracts through intermediaries (outsourcing), faced antiunion discrimination and challenges in organizing, and were often more vulnerable to labor exploitation. Although migrant workers outside the agriculture sector were able to unionize, they were not able to participate as board members.

The ILO noted no trade unions operated in the country’s export-processing zones and identified the zones as a hostile environment for organizing. Labor unions asserted that efforts by workers in export-processing zones to organize were met with illegal employment termination, threats, and intimidation and that some employers maintained blacklists of workers identified as activists.

The law prohibits and criminalizes all forms of forced or compulsory labor. The government effectively enforced the law. The law establishes criminal penalties for trafficking in persons crimes that were commensurate with those for other serious crimes, such as kidnapping. Forced labor of migrants occurred in the agricultural and domestic service sectors. As of July the Attorney General’s Office reported a conviction of trafficking for labor exploitation involving a minor victim.

Also see the Department of State’s Trafficking in Persons Report at

The child and adolescence code prohibits labor of all children younger than age 15 without exceptions, including the worst forms of child labor; it supersedes the minimum working age of 12 established in the labor code. Adolescents between the ages of 15 and 18 may work a maximum of six hours daily and 36 hours weekly. The law prohibits night work and overtime for minors. The law prohibits children younger than age 18 from engaging in hazardous or unhealthy activities and specifies a list of hazardous occupations. The government generally enforced child labor laws effectively in the formal sector but not in the informal sector.

Child labor occurred primarily in the informal economy, especially in the agricultural, commercial, and industrial sectors. The worst forms of child labor occurred in agriculture on small third-party farms in the formal sector and on family farms in the informal sector. Forced child labor reportedly occurred in some service sectors, such as agriculture, construction, fishing, street vending, and domestic service, and some children were subject to commercial sexual exploitation (see section 6, Children). Judicial authorities reported that criminal organizations took advantage of vulnerable minors to involve them in illicit activities. The majority of those involved were male teenagers younger than age 18. Authorities suspected that adults used children to transport or sell drugs; some of these children may have been trafficking victims.

While the Ministry of Labor is responsible for enforcing and taking administrative actions against possible violations of, or lack of compliance with, child labor laws, the Prosecutor’s Office intervenes in cases regarding the worst forms of child labor. The government effectively enforced the law. As with other labor laws, the authority to sanction employers for infractions lies solely with the judiciary, and the law requires labor inspectors to initiate legal cases with the judiciary after exhausting the administrative process. The amount of fines and fees is determined by the severity of the infraction and is based on an equation derived from the minimum wage. Penalties were commensurate with those for other analogous crimes, such as kidnapping.

Also see the Department of Labor’s Findings on the Worst Forms of Child Labor and List of Goods Produced by Child Labor or Forced Labor at .

The laws and regulations prohibit discrimination in employment and occupation regarding race, color, sex, religion, political opinion, national origin or citizenship, social origin, disability, sexual orientation or gender identity, age, language, HIV-positive status, or other communicable diseases status. The labor code prohibits discrimination based on age, ethnicity, gender, religion, race, sexual orientation, civil status, political opinion, nationality, social status, affiliation, disability, labor union membership, or economic situation. The government effectively enforced these laws and regulations, and penalties were commensurate to laws related to civil rights, such as election interference. The Labor Ministry reported seven cases of discrimination from January to July, five cases of discrimination based on health conditions and two cases based on gender. The ministry continued to implement a gender-equality perspective into labor inspections to identify areas of vulnerability. The COVID-19 pandemic affected women’s employment, with women suffering the greatest number of job losses (see section 6, Women). As of November the unemployment rate for women reached 19.8 percent, compared with 18 percent before the pandemic started.

On August 10, the president signed an affirmative action law in favor of persons of African descent. This law sets a hiring quota of 7 percent of vacant positions in the public sector and creates educational programs for persons of African descent.

Discrimination in employment and occupation occurred with respect to persons with disabilities and the LGBTQI+ population. Discrimination against migrant workers from Nicaragua occurred, and there were reports of instances of employers using threats of deportation to withhold their wages.

e. Acceptable Conditions of Work

Wage and Hour Laws: The wage council of the Ministry of Labor sets the minimum wage scale for the public and private sectors twice a year. Monthly minimum wages were above the poverty line. The national minimum wage applied to both Costa Rican and migrant workers. The law sets workday hours, overtime remuneration, days of rest, and annual vacation rights. Workers generally may work a maximum of eight hours a day or 48 hours weekly. Workers are entitled to one day of rest after six consecutive days of work, except in the agricultural sector, and annual paid vacations. The law provides that workers be paid for overtime work at a rate 50 percent above their stipulated wage or salary. Although there is no statutory prohibition against compulsory overtime, the labor code stipulates the workday may not exceed 12 hours, except in the agricultural sector when there is “imminent risk of harm…to the harvest” when work cannot be suspended and workers cannot be substituted. While women may work in the same industries as men, there are legal restrictions regarding limits on women’s working hours and tasks. Women and children are prohibited from working in jobs deemed dangerous by law. The government effectively enforced minimum wage and overtime laws mainly in the formal sector, and penalties were commensurate with those for similar labor infractions.

The Ministry of Labor’s Inspection Directorate is responsible for labor inspection, in collaboration with the Social Security Agency and the National Insurance Institute. The directorate employed labor inspectors, who investigated all types of labor violations. The number of labor inspectors was insufficient to deter violations. According to the Ministry of Labor, inspections occurred both in response to complaints and at the initiative of inspectors. The directorate stated it could visit any employer, formal or informal, and inspections were always unannounced.

The Labor Ministry generally addressed complaints by sending inspection teams to investigate and coordinate with each other on follow-up actions. As with other labor laws, inspectors cannot fine or sanction employers who do not comply with laws on acceptable conditions of work; rather, they investigate and refer noncompliance results to labor courts. The process of fining companies or compelling employers to pay back wages or overtime was habitually subject to lengthy delays.

The Ministry of Labor generally enforced minimum wages effectively in the San Jose area but less effectively in rural areas, particularly where large numbers of migrants were employed, and in the large informal sector. The ministry publicly recognized that many workers, including in the formal sector, received less than the minimum wage, mainly in the agricultural sector. Although the inspection directorate conducted inspections in workplaces during the rating period, the directorate was not able to reach the number of in-person inspections conducted before the pandemic.

Observers expressed concern about exploitative working conditions in fisheries, small businesses, and agricultural activities. Unions also reported systematic violations of labor rights and provisions concerning working conditions, overtime, and wages in the export-processing zones. Labor unions reported overtime pay violations, such as nonpayment of wages and mandatory overtime, were common in the private sector and particularly in export-processing zones and agriculture.

Occupational Safety and Health: The government maintains a dedicated authority to enforce occupational safety and health (OSH) standards. The OSH standards are appropriate for the main industries in the country, according to the National Council of Occupational Safety and Health. The Labor Ministry’s National Council of Occupational Health and Safety is a tripartite OSH regulatory authority with government, employer, and employee representation. Penalties for violations of OSH laws were commensurate with those for similar labor infractions, although the government did not enforce these standards effectively in either the formal or the informal sectors.

The responsibility for identifying unsafe situations remained with the Labor Ministry’s OSH experts and not the worker. Workers may remove themselves from situations that endanger health or safety without jeopardizing their employment. According to the Labor Ministry, this is a responsibility shared by the employer and employee. The law assigns responsibility to the employer, including granting OSH officers access to workplaces, but it also authorizes workers to seek assistance from appropriate authorities (OSH or labor inspectors) for noncompliance with OSH workplace standards, including risks at work. The responsibility for occupational accidents and diseases falls on the insurance policy of the employer.

There were reports that agricultural workers, particularly migrant laborers in the pineapple industry, worked in unsafe conditions, including exposure to hazardous chemicals without proper training. The national insurance company reported 54,525 cases of workplace-related illnesses and injuries and 80 workplace fatalities from January to June.

Informal Sector: Almost 44 percent of the workforce operated in the informal economy during the second quarter of the year. Workers in the informal sector were not covered by wage, hour, and OSH laws and inspections, nor were they enrolled in the public health service. Most informal workers worked in the service sector, which includes commerce, domestic service, transportation, storage, accommodation, and food services.

Cote d’Ivoire

Section 7. Worker Rights

The law, including related regulations and statutory instruments, provides for the right of workers, except members of police and military services, to form or join unions of their choice, provides for the right to conduct legal strikes and bargain collectively, and prohibits antiunion discrimination by employers or others against union members or organizers. The law prohibits firing workers for union activities and provides for the reinstatement of dismissed workers within eight days of winning a wrongful dismissal claim. The law allows unions to conduct their activities without interference. Worker organizations were independent of the government and political parties. Under the law, for a trade union to be considered representative at the business or establishment level, the union must win at least 30 percent of valid ballots cast representing at least 15 percent of registered electors. For broader organizations the trade union must have the support in one or more enterprises together employing at least 15 percent of the employees working in the occupational and geographical sector concerned. Foreigners are required to obtain residency status, which takes three years, before they may hold union office.

The law requires a protracted series of negotiations and a six-day notification period before a strike may take place, making legal strikes difficult to organize and maintain. Workers must maintain a minimum coverage in services whose interruption may: endanger lives, security, or health; create a national crisis that threatens the lives of the population; or affect the operation of equipment. Additionally, if authorities deem a strike to be a threat to public order, the president has broad powers to compel strikers to return to work under threat of sanctions. Illegally striking workers may be subjected to criminal penalties, including forced labor. The president also may require that strikes in essential services go to arbitration, although the law does not describe what constitutes essential services.

Although all workers can unionize, formal unions existed only in the formal sector. Collective bargaining agreements were negotiated only in the formal sector, and many major businesses and civil service sectors had them. Some worker organizations in the informal sector attached themselves to formal sector trade unions to better protect their rights. The law allows employers to refuse to negotiate, but there were no reports of this by unions to the Ministry of Employment and Social Protection.

The government effectively enforced the law in the formal sector. There were no complaints pending with the Ministry of Employment and Social Protection of antiunion discrimination or employer interference in union functions.

Prison guards at several of the country’s prisons went on strike for three days in August, demanding increased housing allowances, payment of clothing allowances in arrears, and a COVID-19 salary premium, among other demands. The prison workers’ union also used the strike to denounce overcrowding in the country’s prisons. Media reported prison guards at the country’s main prison threatened to release prisoners unless their demands were met. Police and gendarmes deployed to the prison to contain protesting guards, arresting several, and to prevent prisoners from using the strike to escape. Media reported the strike ended after three days when the Ministry of Justice agreed to a timeline to respond to the guard union’s demands.

Health-care workers threatened to strike several times, including in October, over the alleged nonpayment of promised COVID-19 hazard pay. Unions called off the planned October strike after productive negotiations with the government. Unions sometimes suggested, without proof, that funds set aside by the government for these payments had been embezzled. Government officials responded that any delays in payments were due to administrative procedures only.

The law prohibits all forms of human trafficking, including for the purposes of forced labor or slavery. The law grants government officials the broad power to requisition labor for “national economic and social promotion,” in violation of international standards. Judges may propose that defendants convicted of certain crimes perform physical labor for the benefit of the state as an alternative to incarceration, but the defendant must accept the terms of such a sentence.

The government did not effectively enforce the law. Penalties were criminal and commensurate with those for comparable crimes such as kidnapping but were seldom and inconsistently applied. The government did not provide enough resources or conduct enough inspections to enforce compliance. Forced and compulsory labor, including for children, continued to occur in small-scale and commercial production of agricultural products, particularly on cocoa, coffee, pineapple, cashew, and rubber plantations, and in the informal labor sector, such as in domestic work, nonindustrial farm labor, artisanal mines, street shops, and restaurants.

Also see the Department of State’s Trafficking in Persons Report at

The law prohibits the worst forms of child labor. The minimum age for employment is 16 years, although the minimum age for apprenticeships is 14. The minimum age for hazardous work is 18 years. Minors younger than 18 may not work at night. The Ministry of Employment and Social Protection, Ministry of Interior and Security, and Ministry of Justice are responsible for enforcing the law through inspections, investigations, penalties, and court sanctions. The National Monitoring Committee to Combat the Trafficking, Exploitation, and Labor of Children, chaired by the president’s wife, and the Interministerial Committee for the Fight against Trafficking, Exploitation, and Child Labor are responsible for assessing government and donor actions on child labor.

The List of Light Work Authorized for Children between 13 and 16 Years of Age, an order issued by the Ministry of Employment and Social Protection in 2017, introduces and defines the concept of “socializing work,” unpaid work that teaches children to be productive members of the society. The list states that a child cannot perform any work before 7 a.m. or after 7 p.m. or during regular school hours, that light work should not exceed 14 hours a week, and that it should not involve more than two hours on a school day or more than four hours a day during vacation. In late 2016 basic education became compulsory for children ages six to 16, increasing school attendance rates and reducing the number of children looking for work.

The government took steps to address the worst forms of child labor. The Department of the Fight against Child Labor within the Ministry of Employment and Social Protection, along with the two antitrafficking committees, led enforcement efforts. The government continued to implement the 2019-21 National Action Plan for the Fight against the Worst Forms of Child Labor. The plan called for efforts to improve access to education and health care for children and income-generating activities for their families, as well as nationwide surveys, awareness campaigns, and other projects with local NGOs to highlight the dangers associated with child labor. The government engaged in partnerships with the International Labor Organization, UNICEF, and the International Cocoa Initiative to implement these measures. The budget for the plan, although higher than the previous plan’s, was not fully funded by the government and international partners. The government did not make available the amount of the shortfall.

The government established six special police units in 2020 across the country to investigate child labor and child trafficking cases, and these units carried out enforcement operations. Each unit had 10-20 officers with two motorcycles, a four-wheel drive vehicle, computers, and office materials.

In February media reported police arrested four alleged traffickers and rescued 19 children suspected of being transported to work on cocoa plantations. The police operation took place while the children, reportedly all Burkinabe, were being transported from the northern town of Korhogo to the southeastern town of Aboisso.

The government did not effectively enforce the law. Child labor occurred, particularly in artisanal gold mines, on farms (generally small plots), and in domestic work. Periodic, standardized data collection efforts remained weak. Efforts to counter child labor in sectors besides the cocoa industry, such as palm oil, cotton, rubber, and artisanal gold mining, also remained weak. Within agriculture the worst forms of child labor were particularly prevalent in the cocoa and coffee sectors. Inspections carried out during the year did not result in fines for child labor crimes. Penalties were commensurate with penalties for comparable crimes but were seldom applied. The number of inspectors and resources for enforcement were insufficient to enforce the law.

In urban areas children often worked as vendors, vehicle windshield cleaners, and parking attendants. In rural areas children were involved in handicrafts such as cloth weaving, agriculture, artisanal gold mining, and forestry. Those who worked in the gold-mining sector often used dangerous chemicals harmful to human health. Nationally, some children worked in housing construction and carpentry, with dangerous tools. Others worked as seamstresses, tailors, hairdressers, mechanics, welders, and in local public transport as apprentices, but under informal conditions that lacked occupational safety regulations. Some girls were exploited in sex trafficking. Others worked as cleaners in local restaurants and stores and as babysitters and housekeepers in private homes. A study released in July 2020 found that child labor in the cocoa sector had increased during the COVID-19 pandemic. A follow-up study released in November found child labor rates from July to September 2020 returned to pre-COVID-19 levels.

To help prevent child trafficking, the government regulated the travel of minors into and out of the country, requiring children and parents to provide documentation of family ties, including at least a birth certificate.

Also see the Department of Labor’s Findings on the Worst Forms of Child Labor at .

The constitution provides for equal access to public or private employment and prohibits any discrimination in access to or in the pursuit of employment based on sex, ethnicity, or political, religious, or philosophical opinions.

The law does not prohibit discrimination based on sexual orientation. The law specifically prohibits workplace discrimination based on HIV and AIDS status but does not address other communicable diseases. The law includes provisions to promote access to employment for persons with disabilities: it stipulates employers must reserve a quota of jobs for qualified applicants with disabilities but does not provide penalties for noncompliance with this provision.

The government did not effectively enforce the law. Penalties were commensurate with those for comparable crimes, but seldom applied. Human rights organizations continued to report discrimination with respect to gender, nationality, disability, and sexual orientation and gender identity (see section 6, Acts of Violence, Criminalization, and Other Abuses Based on Sexual Orientation and Gender Identity). The government did not provide information on employment discrimination reported or actions taken to address discrimination.

The law does not stipulate equal pay for equal work, and wage discrimination occurred. For example, there were no reports authorities took action to rectify the large salary discrepancies between foreign non-African employees and their African (i.e., both foreign African residents and citizens) colleagues employed by the same companies.

There were legal restrictions on women’s employment in certain occupations and industries, including in mining, construction, and factories, but no known limitations on working hours based on gender. The government indicated that if a woman wanted to carry out any of the work on the “prohibited list,” she needed to contact an inspector at the Ministry of Labor.

While women in the public sector generally received the same pay and paid the same taxes as men, wage inequality remained common in the nonpublic formal sector and informal sector. Additionally, reports of a reticence to hire women persisted.

While the law provides the same protections for migrant workers as it does for citizens, most faced discrimination in terms of wages and treatment.

e. Acceptable Conditions of Work

Wage and Hours: The minimum wage varied by sector but exceeded the government’s estimated poverty level in all sectors. The standard legal workweek is 40 hours. The law requires overtime pay for additional hours and provides for at least one 24-consecutive-hour rest period per week. The law provides workers the right to refuse employer requests to work overtime without threat of termination.

The government did not effectively enforce minimum wage and overtime laws. The Ministry of Employment and Social Protection enforced wage and hour protections only for salaried workers employed by the government or registered with the social security office. Labor unions contributed to effective implementation of the minimum salary requirements in the formal sector. Penalties were commensurate with those for similar crimes but were seldom applied.

Sectors in which alleged violations of wage, hour, and overtime laws were common included domestic work, residential and commercial security, and day labor. Human rights organizations reported numerous complaints against employers, such as improper dismissals, excessive hours, uncertain contracts, failure to pay the minimum wage, and the failure to pay employee salaries. The failure to enroll workers in the country’s social security program and pay into it the amount the employer deducted from the worker’s salary was also a problem. Resources and inspections were not sufficient to enforce compliance. Administrative judicial procedures were subject to lengthy delays and appeals.

Occupational Safety and Health: The law establishes occupational safety and health standards that apply to both the formal and informal sector. The law provides for the establishment of committees of occupational, safety, and health representatives responsible for verifying protection and worker health at workplaces. Such committees are to be composed of union members. The chair of a committee could report unhealthy and unsafe working conditions to the labor inspector without penalty. By law all workers have the right to remove themselves from situations that endanger their health or safety without jeopardy to their employment. They may utilize the inspection system of the Ministry of Employment and Social Protection to document dangerous working conditions. Authorities effectively protected employees in this situation working in the formal sector.

The government did not effectively enforce the law. The number of labor inspectors was not sufficient to enforce compliance with the law, and inspectors lacked specialized training. Inspectors do have the authority to make unannounced inspections, but they are not authorized to assess penalties. Penalties were commensurate with those for similar crimes, but labor inspectors reportedly accepted bribes to ignore violations.

Human rights organizations reported that working conditions at illegal gold-mining sites were poor and dangerous due to the unregulated use of chemicals and large detonations that can result in deadly mudslides. Other sectors in which violations and accidents were common included construction and agriculture.

Based on statistics provided by the country’s social security fund, the government reported an average 6,000 occupational accidents and five deaths annually in the private formal sector between 2017 and 2019. The government did not provide data on accidents in the public sector or the informal sector.

Informal Sector: Based on 2019 data, the government estimated 90 percent of the total labor force worked in the informal economy, in which labor standards were generally not enforced. The law does not cover several million foreign migrant workers or workers in the informal sector, who accounted for 70 percent of the nonagricultural economy. Employees in the informal manufacturing sector often worked without adequate protective gear. The government, through the Ministry of Employment and Social Protection, developed a 2019-21 strategic plan for conducting labor inspections in the informal sector. In 2020, with support from the French government and the International Labor Organization, the government piloted a program to conduct inspections in several industries in the informal sector, including building construction, carpentry, and hair.


Section 7. Worker Rights

The law provides for the right of workers to form and join independent unions of their choice, bargain collectively, and conduct legal strikes. The law prohibits antiunion discrimination and allows unions to challenge dismissals in court. The law requires reinstatement of workers terminated for union activity.

Some limitations of these rights exist. Members of the military are not allowed to organize or to participate in a strike, while civilian employees of the military are permitted to organize but not to strike. Workers may strike only at the end of a contract or in specific circumstances cited in the contract, and only after completing mediation. Labor and management must jointly agree on a mediator if a dispute goes to mediation. If a strike is found to be illegal, participants may be dismissed and the union held liable for damages.

The government and employers generally respected freedom of association and the right to collective bargaining. The government generally enforced relevant laws effectively. Penalties were commensurate with similar violations. Judicial procedures were lengthy in the country overall and could hamper redress for antiunion discrimination.

The law prohibits and criminalizes all forms of forced or compulsory labor.

The government effectively enforced the law. Penalties for conviction of forced labor were commensurate with other serious crimes. Inspection was sufficient to enforce compliance. The government collaborated with several NGOs in public-awareness programs. As of September 22, state prosecutors reported one ongoing investigation against one perpetrator who exploited one victim and a separate ongoing investigation that involved one perpetrator and four Nepalese victims who were allegedly exploited in agriculture and construction, for labor purposes, without being compensated. There were isolated reports that Romani children were at risk of forced begging (see section 7.c.).

Also see the Department of State’s Trafficking in Persons Report at

The law prohibits the worst forms of child labor. The minimum age for the employment of children is 15, the age at which compulsory education ends for most children. Minors between ages 15 and 18 who have not completed compulsory education may work only with prior approval from the government labor inspectorate and only if they would not suffer physically or mentally from the work. Children younger than age 15 may work only in special circumstances and with the approval of the ombudsperson for children. In 2020 (the last year for which data were available), there were 171 such requests, of which all were approved, usually for children to act in film or theatrical performances. The law prohibits workers younger than age 18 from working overtime, at night, or in dangerous conditions, including but not limited to construction, mining, and work with electricity. The Ministry of Labor, the Pension System, the Family, and Social Policy; the State Inspectorate; and the ombudsperson for children are responsible for enforcing this regulation.

The government effectively enforced the law. Criminal penalties were generally commensurate with similar serious violations (see also section 7.b.). There were isolated instances of violations of the child labor law. Labor inspectors identified 14 violations involving eight minors in 2020. The violations involved minors working overtime or past curfew and occurred mainly in the hospitality and construction sectors. Some children were reportedly subject to early marriage that could result in domestic servitude. Romani children were reportedly at risk of forced begging (see also section 7.b.).

The law prohibits discrimination based on race, color, sex, sexual orientation, marital status, pregnancy, family obligations, age, language, religion, political or other beliefs, national or social origin, wealth status, birth, social position or standing, political party membership or nonmembership, union or nonunion membership, or physical or mental disabilities.

The government enforced the law in all sectors, but sporadic discrimination in employment or occupation occurred based on gender, disability, sexual orientation, HIV-positive status, and ethnicity, particularly for Roma. Penalties were commensurate with similar crimes, and inspection and remediation were sufficient. Some companies, state institutions, and civil society organizations, however, sometimes chose to pay a fine rather than comply with quotas for hiring persons with disabilities. In her 2020 report, the ombudsperson for gender equality asserted no appropriate measures would yet effectively encourage the participation of women in economic decision-making positions, and women had lower average salaries (13 percent lower) and pensions (22 percent lower) than men. According to citizens’ complaints, age and motherhood continued to be the main challenges of gender discrimination against women in the labor market.

The 2020 annual report of the ombudsperson for disabilities assessed limited growth of employment of persons with disabilities, putting persons with disabilities at greater risk for poverty, especially because of low salaries and pensions, and reported that in comparison with 2019, only 3 percent more persons with disabilities were hired in 2020.

According to LGBTQI+ advocacy organizations, although legislation protects LGBTQI+ employees against discrimination at the workplace, employers did not have adequate policies and procedures in place to provide protection against discrimination based on sexual orientation or gender identity. NGOs reported LGBTQI+ persons sometimes refrained from publicly revealing their sexual orientation or gender identity because they were vulnerable to termination of employment or demotion.

e. Acceptable Conditions of Work

Wage and Hour Laws: The law establishes a national minimum wage slightly above the official poverty income level. The law provides for a standard workweek of 40 hours and limits overtime to 10 hours per week and 180 hours per year.

The Office of the Labor Inspectorate effectively enforced wage and hour laws. Inspection was sufficient to enforce compliance, and penalties were commensurate with those for similar violations. In 2020, inspectors reported 3,757 violations of labor laws, including numerous violations for wage, hour, time off, and contract irregularities.During 2020, inspectors filed 63 reports seeking criminal proceedings against employers, of which some included multiple violations by the same employer for nonpayment of wages (45), or for not registering employees properly with state health and pension insurance (24), one charge for counterfeiting documents, and two charges for making false statements.

The law allows employees to sue employers for nonpayment of wages and provides a penalty commensurate with other similar violations, although the law exempts employers who fail to pay wages due to economic duress. Workers may sue employers who do not issue pay slips to their employees in order to bypass mandatory employer contributions to social insurance programs.

There were concerns regarding poor working conditions in the health-care sector. Nurses particularly experienced high workloads, insufficient number of workers, the lack of opportunities for advancement or professional development, unpaid overtime hours, and disorders that could harm mental health (e.g., fatigue, exhaustion, anxiety).

Due to the COVID-19 pandemic in 2020 and during the year, a series of government job-keeping measures allowed employers to maintain their employees by covering both health-care payments and a set monthly wage of approximately 4,000 kuna ($652), on which, as of September 2, the government spent 18 billion kuna ($2.9 billion).

Occupational Safety and Health: The law establishes occupational safety and health standards that are appropriate, and the government generally enforced them. Responsibility for identifying unsafe situations remained with occupational safety and health experts, not the worker.

The Labor Inspectorate conducted 20,623 workplace inspections in 2020, of which 12,982 were directly related to labor and 7,647 were related to safety at work. In regard to labor safety violations, the inspectorate issued 788 fines to employers for violations that affected the safety of employees, 162 employers were charged with misdemeanors for violating certain safety codes, and 91 persons faced criminal charges for endangering the lives of employees.

Accidents were most frequently reported in the construction sector, where foremen could be held criminally responsible for injuries or deaths resulting from safety violations.

Informal Sector: Generally, work in the informal sector is against the law, and there were no wage, hour, and occupational safety and health protections for such workers. Reliable data on the country’s informal economy was extremely limited. In 2019 the statistics bureau assessed the informal economy’s size to be approximately 6.5 percent of GDP but noted the data’s unreliability and lack of systematic approach to assessing it.


Section 7. Worker Rights

The law, including related regulations and statutes, severely restricts worker rights by recognizing only the PCC-controlled Central Union of Cuban Workers (CTC) as the paramount trade union confederation. To operate legally, a trade group must belong to the CTC.

The law does not provide for the right to strike. The law also does not provide for collective bargaining; instead, it has a complicated process for reaching collective agreements. The International Labor Organization (ILO) raised concerns regarding the trade union monopoly of the CTC, the prohibition on the right to strike, and restrictions on collective bargaining and agreements, including giving government authorities and CTC officials the final say on all such agreements.

The government prevented the formation of independent trade unions in all sectors. The PCC chose the CTC’s leaders. The CTC’s principal responsibility is to manage government relations with the workforce. The CTC does not bargain collectively, promote worker rights, or advocate for the right to strike. The de facto prohibition on independent trade unions virtually eliminated workers’ ability to organize independently and appeal against discriminatory dismissals. The government’s strong influence over the judiciary and lawyers limited effective recourse through the courts. 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. Several small, independent labor organizations operated without legal recognition, including the National Independent Workers’ Confederation of Cuba, National Independent Laborer Confederation of Cuba, and Unitarian Council of Workers of Cuba. Together they constituted the Independent Trade Union Association of Cuba. These organizations worked to advance the rights of workers by offering an alternative to the state-sponsored CTC and advocating for the rights of small-business owners and employees. Police reportedly harassed the independent unions, and government agents reportedly infiltrated them, limiting their capacity to represent workers effectively or work on their behalf.

The Ministry of Labor enforced labor law on any business, organization, or foreign governmental agency based in the country, including wholly foreign-owned companies operating in the country, joint-stock companies involving foreign investors operating in the country, the United Nations, international NGOs, and embassies. Workers employed by these entities are subject to labor regulations common to most state and nonstate workers and are also subject to some regulations specific to these kinds of entities. Government bodies, including the tax collection agency and the Ministry of Finance and Prices, enforced regulations.

Foreign companies operated in a limited number of sectors, such as hotels, tourism, and mining. Such companies operated via joint ventures in which the government contracted and paid company workers in pesos for a salary that was a small fraction of what the foreign company remitted in hard currency to the state for labor costs. Employers, including international businesses and organizations, were generally prohibited from contracting or paying workers directly, although many reportedly made informal supplemental payments in the form of gratuities. In some cases where workers were paid directly by their foreign employers, they were required to give a significant portion of their wages to the state.

The law does not explicitly prohibit forced labor. It prohibits unlawful imprisonment, coercion, and extortion, with penalties ranging from fines to imprisonment, but there was no evidence these provisions were used to prosecute cases of forced labor. The use of minors in forced labor, drug trafficking, commercial sexual exploitation, pornography, or the organ trade is punishable by seven to 15 years’ incarceration. When the government discovered the involvement of individuals or nongovernmental groups in these crimes, it enforced the law, and penalties were commensurate with those for analogous crimes, such as kidnapping. The government did not enforce laws against forced labor in its own programs.

Compulsory military service of young men was occasionally fulfilled by assignment to an economic entity, such as a farm or company owned by the military or by assignment to other government services.

Foreign entities both inside the country and abroad contracted with state-run entities to employ citizens to provide labor, often highly skilled labor such as doctors, engineers, or merchant mariners. Medical workers formed the largest sector of the government’s labor exports, but the forced labor situation was almost identical for the merchant marines, musicians, athletes, architects, teachers, and others. For the third consecutive year, the NGO Cuban Prisoners Defenders collected testimony from former workers who participated in overseas missions that documented the country’s coercive and abusive labor practices. They collected 1,100 testimonies, contracts, and official consular documents. Workers described how they were forced to join the program and were prevented from leaving it, despite being overworked and not earning enough to support their families. Former participants described human trafficking indicators, including coercion, nonpayment of wages, withholding of their passports, and restriction on their movement. The documents provided showed that any worker who left the job was declared a deserter and would be barred from re-entry into the country for eight years. Furthermore, included in the contract was a fine for the company if the worker deserted the job, which led to some employers withholding their passports and denying them freedom of movement.

Interviews with nearly 900 former workers showed that more than 30 percent did not receive any type of contract for their work, and an additional 35 percent signed a contract but did not receive a copy for themselves. Almost 90 percent of the contracts neglected to include any danger pay, overtime clauses, or casualty insurance. Prior to their departure, three-fourths of the interviewees were forced to attend a course on reinforcing the ideological principles of the PCC. The government refused to improve the transparency of its medical missions program or address concerns about forced labor, despite persistent allegations from former participants, civil society organizations, and foreign governments.

Prisoners were subject to forced labor, often in strenuous farm work without sufficient food or water, or working in hazardous environments without protective equipment, such as working in production of industrial chemicals. Prisoners were punished if they refused to work and were forced to make goods for the Ministry of the Interior’s company (PROVARI or Empresa de Producciones Varias), which were exported or sold in state stores and the tourism sector.

Also see the Department of State’s Trafficking in Persons Report at

The law prohibits all the worst forms of child labor. The legal minimum working age is 17, although the law permits the employment of children ages 15 and 16 to obtain training or fill labor shortages with parental permission and a special authorization from the municipal labor director. The law does not permit children ages 15 and 16 to work more than seven hours per day, 40 hours per week, or on holidays. ages 15 to 18 may not work in specified hazardous occupations, such as mining, or at night.

There were no known government programs to prevent child labor or to remove children from such labor. Antitruancy programs, however, aimed to keep children in school. Children were subject to commercial sexual exploitation, and the government did not report significant efforts to reduce the presence of child sexual exploitation by tourists.

The law prohibits workplace discrimination against persons based on skin color, gender, religious belief, sexual orientation, nationality, “or any other distinction harmful to human dignity,” but it does not explicitly protect political opinion (see section 7.a.), social origin, disability, age, language, gender identity, or HIV-positive status or other communicable diseases. No information was available on government enforcement of these provisions during the year.

The government continued to use politically motivated and discriminatory dismissals against those who criticized the government’s economic or political policies. The government deemed persons “unfit” to work because of their political beliefs, including their refusal to join an official union, and for trying to depart the country illegally. The government penalized professionals who expressed interest in emigrating by limiting their job opportunities or firing them. A determination that a worker is “unfit” to work can result in job loss and the denial of job opportunities. The government did not effectively enforce applicable law, and penalties were not commensurate with laws related to civil rights, such as election interference. Persons forced out of employment in the public sector for freely expressing themselves were often further harassed after entering the emerging but highly regulated self-employment sector.

Discrimination in employment occurred against members of the Afro-Cuban and LGBTQI+ populations, especially in the state-owned but privately operated tourism sector. Leaders within the Afro-Cuban community noted some Afro-Cubans could not get jobs in better-paying sectors such as tourism and hospitality because they were “too dark.” Afro-Cubans experienced low job security and were underrepresented in the business and self-employed sector, frequently obtaining lower-paying jobs, including cleaning and garbage disposal, which had no interaction with tourists, a major source of hard currency.

There was no information available showing whether the government effectively enforced applicable law.

e. Acceptable Conditions of Work

Wage and Hour Laws: Authorities set a national minimum wage at a rate below the poverty line.

The standard workweek is 44 hours, with shorter workweeks in hazardous occupations such as mining. The law provides workers with a weekly minimum 24-hour rest period and one month of paid annual vacation per 11 months of effective work. These standards apply to state workers as well as to workers in the nonstate sector, but they were seldom enforced in the nonstate sector.

The law does not prohibit obligatory overtime, but it generally caps the number of overtime hours at 16 hours per week and 160 per year. The law provides few grounds for a worker to refuse to work overtime below these caps. Compensation for overtime is paid in cash at the regular hourly rate or in additional rest time. 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.

Occupational Safety and Health: The government set workplace occupational safety and health (OSH) standards and received technical assistance from the ILO to implement them. Information about penalties for violations of OSH law was not publicly available. The Ministry of Labor and Social Security was responsible for enforcing the minimum wage and workhour standards through offices at the national, provincial, and municipal levels, but the government did not effectively enforce OSH standards. No information was available regarding the number of labor inspectors. Reports from recent years suggested there were very few inspectors, and OSH standards frequently were ignored or weakened by corrupt practices. Civil society organizations reported working conditions for doctors in hospitals were severely unsanitary and that doctors worked long hours without sufficient access to food.

According to government statistics, self-employed workers made up 16 percent of the 3.7 million jobs in the country, and unemployment was slightly less than 4 percent. Most self-employed workers worked directly in the tourism sector or in fields that support it, and the tourist industry was decimated by the impact of COVID-19. The lack of clear regulations about which activities were permissible (when it was clear that some were not) prevented persons from finding employment in this sector.

The CTC provided only limited information to workers about their rights and at times did not respond to or assist workers who complained about hazardous workplace conditions. It was generally understood that workers could not remove themselves from dangerous situations without jeopardizing their employment, and authorities did not effectively protect workers facing this dilemma.

Informal Sector: Despite criminal penalties for doing so, a significant number of workers participated in the informal economy, including individuals who traded on the black market or performed professional activities not officially permitted by the government.

Self-employed persons, such as fruit sellers, bicycle taxi drivers, and others, were frequently targeted by police for allegedly acting illegally, even when licensed. Police sometimes arbitrarily and violently closed these businesses and confiscated any goods.


Section 7. Worker Rights

The law provides for the right of workers to form and join independent unions, strike, and bargain collectively with employers. Both antiunion discrimination and dismissal for union activity are illegal.

The law requires labor unions to register with the registrar of labor unions within 30 days of their establishment. Persons with prior convictions for fraud-related and immoral offenses are not allowed to serve as union officials. Union accounts and member registers can be inspected at any time by the registrar. An agreement among the government, labor unions, and employers’ organizations established the procedure for dispute resolution for essential services personnel.

The government generally enforced applicable labor laws, and investigations were adequate in the formal sector. Administrative procedures were efficient and immediate, but judicial procedures were subject to delays due to a case backlog. Penalties for violations, which occurred primarily in the informal sector, were not commensurate with those for other similar civil rights violations. Violations rarely occurred in the formal sector.

The government generally protected the right of unions to conduct their activities without interference, and employers generally respected the right of workers to form and join independent unions and to bargain collectively. Although collective agreements are not legally binding, they are governed by a voluntary agreement between the government and employer organizations. Unions, employers, and employees effectively observed the terms of collective bargaining agreements. Workers covered by such agreements were employed predominantly in larger sectors of the economy, including construction, tourism, health care, and manufacturing.

There were isolated reports of private-sector employers that were able to discourage union activity due to the government’s sporadic enforcement of labor regulations prohibiting antiunion discrimination and employers’ implicit threat of arbitrary dismissal for union activities.

The law prohibits all forms of forced or compulsory labor. The penalties were not commensurate with those for other serious crimes. The government did not effectively enforce the law, and forced labor occurred. Inspections of the agricultural and domestic service sectors remained inadequate.

Forced labor occurred primarily in agriculture and in domestic work. Foreign migrant workers, children, and asylum seekers were particularly vulnerable, according to NGOs. Employers reportedly forced foreign workers, primarily from Eastern Europe and East and South Asia, to work up to 15 hours a day, seven days a week, for very low wages and in unsuitable living conditions. During the year, police identified five victims of labor trafficking. Some employers reportedly retained a portion of agriculture workers’ salaries as payment for accommodations, in violation of the law. In one example police arrested a retired police officer in July after videos posted on social media recorded by his foreign domestic worker indicated that he had physically assaulted and terrorized her. Police charged him with trafficking in persons, labor exploitation, insult based on race, and other serious offenses. He was initially released on bail and then rearrested two weeks later after police uncovered additional evidence against him. The domestic worker was identified as a victim of trafficking and transferred to the government shelter. A trial began on December 6.

Also see the Department of State’s Trafficking in Persons Report at

The law prohibits the employment of children, defined as persons younger than 15, except in specified circumstances, such as combined work-training programs for children who are at least 14, or employment in cultural, artistic, sports, or advertising activities, subject to rules limiting work hours. The law prohibits night work and street trading by children. The law permits the employment of adolescents, defined as persons ages 15 through 17, subject to rules limiting hours of employment and provided the work is not harmful or dangerous. The law prohibits employment of adolescents between midnight and 4 a.m. The minimum age for employment in industrial work is 16. The government effectively enforced the law, and penalties for violations were commensurate with those for other serious crimes.

Ministry of Labor and Social Insurance inspectors were responsible for enforcing child labor laws and did so effectively. Social Welfare Services and the commissioner for the rights of the child also have investigative authority for suspected cases of exploitation of children at work.

The law prohibits direct or indirect discrimination with respect to employment and occupation based on race, national origin or citizenship, sex, religion, political opinion, gender, age, disability, and sexual orientation. The government did not effectively enforce these laws or regulations and penalties for violations were not commensurate with those for other civil rights laws. Discrimination in employment and occupation occurred with respect to race, gender, disability, sexual orientation, and HIV-positive status.

Despite a strong legal framework, the Ministry of Labor and Social Insurance ineffectively enforced the law governing employment and labor matters with respect to women. The law requires equal pay for equal work. Women experienced discrimination in areas such as hiring, career advancement, employment conditions, and pay. European Institute for Gender Equality data indicated the average pay gap between men and women was 13.7 percent in 2017. NGOs reported the relatively small overall gender pay gap masked significant vertical and occupational gender segregation. The ombudsman reported receiving complaints related to gender discrimination and sexual harassment in the workplace.

Discrimination against Turkish Cypriots and Romani migrant workers occurred.

e. Acceptable Conditions of Work

Wage and Hour Laws: Although there is no national minimum wage, there are minimum wages for groups deemed vulnerable to exploitation. The minimum wages for shop assistants, clerks, assistant baby and child minders, health-care workers, security guards, cleaners of business premises, and nursery assistants were above the poverty line. The Ministry of Interior, however, established a minimum wage for foreign domestic workers that was well below the poverty line.

Collective bargaining agreements covered workers in most occupations, including unskilled labor. The wages set in these agreements were significantly higher than the poverty level.

Foreign workers were able to claim pensions, and some bilateral agreements allowed workers to claim credit in their home countries. The Migration Service was responsible for enforcing the minimum wage for foreign workers but did not effectively do so.

The legal maximum workweek is 48 hours, including overtime. The law does not require premium pay for overtime or mandatory rest periods. The law stipulates that foreign and local workers receive equal treatment. The Department of Labor Relations within the Ministry of Labor and Social Insurance is responsible for enforcing these laws. The penalty for violating the law was commensurate with those for similar crimes, but laws for wages and hours were not adequately enforced. Labor unions reported enforcement problems in sectors not covered by collective agreements, such as small businesses and foreign domestic workers. They also reported that certain employers, mainly in construction and agriculture, exploited undocumented foreign workers by paying them very low wages.

The law protects foreign domestic workers who file a complaint with the Ministry of Labor and Social Insurance from deportation until their cases have been adjudicated. The Department of Labor Relations reported that from January 1 to June 30, it received 198 complaints from migrant workers against their employers. Of those, 166 complaints were examined by October.

In addition to completing its own investigation, the Department of Labor made recommendations to the ombudsman concerning complaints submitted by foreign domestic workers against their employers concerning the conditions of their employment. During the year the Council of Ministers assigned oversight of these cases to the ombudsman as one of the measures to address issues arising from the ombudsman’s 2019 report evaluating the government’s policies on foreign domestic workers. The report highlighted that domestic workers’ high dependence on their employers, combined with the lack of consequences for employers who violate the terms of the employment contract or who physically abuse the employee, discouraged domestic workers from filing complaints. Domestic workers also feared deportation. A domestic worker’s residence permit can be cancelled at the employer’s request in the event the employer files a complaint with police regarding theft, regardless of whether the alleged crime was investigated or substantiated.

Some domestic workers complained their employers or employment agencies withheld their passports. The ombudsman’s report also noted that the lack of action by authorities to impose consequences on employers and employment agencies who illegally held domestic workers’ passports enabled the practice to continue with impunity. NGOs reported a decline in foreign domestic workers reporting contract violations by their employers due to labor shortages and a higher demand for domestic workers. NGOs noted, however, that Department of Labor and police skepticism of domestic workers’ allegations of sexual harassment and violence discouraged them from submitting complaints.

Occupational Safety and Health: Occupational safety and health standards were appropriate for the main industries, and the responsibility for identifying unsafe situations remains with safety and health experts. The Department of Labor Inspection in the Ministry of Labor and Social Insurance is responsible for enforcing health and safety laws. Workers have the right to remove themselves from situations that endanger health or safety without jeopardizing their employment, but authorities did not provide adequate protections for employees in these situations. Authorities enforced health and safety laws satisfactorily in the formal sector. The penalties for failing to comply with work safety and health laws were commensurate with those of other similar crimes.

The Ministry of Labor employed an insufficient number of inspectors to effectively enforce labor laws in the agricultural sector and in the informal economy, in which the majority of employees were migrant workers and undocumented workers. Inspectors had the authority to make unannounced inspections and initiate sanctions in most industries but were not allowed to inspect the working conditions of domestic workers in private households without a court warrant. Five major industrial accidents occurred during the year that caused death or serious injury of workers.

NGOs reported the lack of social protections raised serious questions concerning the potential deterioration of working conditions, particularly in hazardous sectors and for vulnerable groups. In July one of the largest forest fires in the country’s history occurred, devastating rural communities and forcing residents to evacuate. During the crisis approximately 100 migrant workers in the Troodos Mountains continued to work as they were left behind by evacuating employers and residents. Four of the migrant workers were picking tomatoes as the fire approached and were killed while trying to flee. Due to the loss of life, multiple human-rights organizations and labor unions, such as the Pancyprian Federation of Labor, urged the Ministry of Labor to investigate the individuals’ employment status and working conditions. In the meantime the government announced plans to provide financial payments and scholarships to the workers’ families.

Informal Sector: The informal sector included approximately 12.7 percent of the workforce, including migrant and undocumented workers. Authorities did not enforce labor laws satisfactorily in this sector.

Czech Republic

Section 7. Worker Rights

The law provides workers with the right to form and join independent unions of their choosing without authorization or excessive requirements. The law provides for the right to associate freely for both citizens and foreign workers. Unions are apolitical and independent of the state, and the state may not interfere in their internal affairs. The minimum number of members needed to form a union is three.

The law allows collective bargaining. It prohibits antiunion discrimination and does not recognize union activity as a valid reason for dismissal. The law requires reinstatement of workers fired for union activity. Workers in most occupations have the legal right to strike if mediation efforts fail, and they generally exercised this right.

Strikes can be restricted or prohibited in essential service sectors, including health and social care facilities, fire brigades, public utility services, air traffic control, nuclear energy, and the oil and natural gas sector. Members of the armed forces, prosecutors, and judges may not form or join trade unions or strike. Only trade unions may legally represent workers, including nonmembers. When planning a strike, unions are required to inform employers in writing of the number of strikers and provide a list of the members of the strike committee or contact persons for negotiation. Strikes are permitted only in negotiations over collective agreements and can only be undertaken after mandatory mediation lasting at least 20 days. Unions must announce the strike at least three days in advance.

The law protects union officials from dismissal by an employer during their term of union service and for 12 months after its completion. To dismiss a union official, an employer must seek prior consent from the employee’s unit within the union. If the union does not consent, the dismissal notice is invalid.

The government enforced applicable laws effectively and permitted unions to conduct their activities without interference. Government resources for inspections and remediation were adequate, and legal penalties in the form of fines were commensurate with those for similar violations.

The Global Rights Index 2021, a report produced by the International Trade Union Confederation, alleged that Amazon warehouses in the country were under surveillance to monitor “security risks, including labor organization and trade union presence.” Collected data included information about union protests and strikes, including the number of participants and whether leaflets were being handed out. Other surveillance activities reportedly included infiltrating Facebook groups and creating false social media profiles to investigate employees who led protests. In 2020 the Global Rights Index 2021 gave the country “Rating 2,” stating that repeated violations of workers’ rights occurred in the country.

The law prohibits and criminalizes all forms of forced or compulsory labor, and the government effectively enforced these prohibitions. Resources, inspections, and remediation were adequate. Penalties were commensurate with those for similar violations.

Men and women from the country, Slovakia, Ukraine, Romania, Bulgaria, Moldova, Mongolia, Nepal, Nigeria, the Philippines, Russia, and Vietnam were exploited in forced labor, typically through debt-based coercion or exploitation of other vulnerabilities, in the construction, agricultural, forestry, manufacturing, food processing, and service sectors, including in domestic work. Private labor agencies often used deceptive practices to recruit workers from abroad, as well as from inside the country. For example, after arriving in the country, workers from abroad were given job offers that differed from what they had been promised prior to arrival. Their rejection of a job offer on these grounds typically meant they lost money invested in travel to the country and threatened their ability to support families and children who remained in their country of origin. In 2020 women from abroad were frequently hired through such deceptive practices to work in factories, poultry farms, or hairdressing studios.

In August amendments to the foreigners and employment acts entered into force that introduced fines for employers who allow or benefit from “disguised employment,” a system of sophisticated chains of supply contracts in which a company outsources work to an employment pseudo-agency lacking necessary permits to provide such employment activities. The pseudo-agency provides workers, often foreigners without necessary work or residence permits or even Czech employees without proper contracts, necessary insurance, and protections. This system opens a space for exploitation of workers or forced labor, since such workers are often in vulnerable positions. A fine of up to 10 million crowns ($440,000) can be imposed on employers using “disguised employment” in addition to intermediaries facilitating such employment.

Also see the Department of State’s Report at

The law prohibits the worst forms of child labor. The minimum age for employment is 15. Employment of children between the ages of 15 and 18 was subject to strict safety standards, limitations on hours of work, and the requirement that work not interfere with education.

The law permits children younger than 15 (or who have not completed mandatory elementary education) to work only in certain areas: cultural and artistic activities; advertising; product promotion; and certain modeling and sports activities. A child younger than 15 may work only if he or she obtains a positive health assessment from a pediatrician and prior approval by the Labor Office. Work permits for children are issued for 12 months. Resources, inspections, and remediation were adequate. The State Bureau for Labor Inspections (SBLI) effectively enforced these regulations. Penalties were commensurate with those for other violations. The SBLI did not report any child labor law violations during the year.

Labor laws and regulations prohibit any kind of discrimination based on nationality, race, color, religion, political opinion, national origin, sex, sexual orientation or gender identity, age, disability, HIV or other communicable disease status, social status, or trade union membership.

According to the ombudsman’s report, discrimination at work accounted for the greatest number of complaints to the ombudsman in 2020 (approximately 27 percent). Like the previous year, most complaints in 2020 were for discrimination based on age, gender, and disability. The ombudsman’s office, for example, helped an employee after his employer refused to extend the employment contract due to his age. In this case, the ombudsman’s arguments contributed to an amicable conclusion of the court proceedings, including compensation for nonpecuniary damages.

The government effectively enforced the law. Penalties were commensurate with those for similar violations, and inspection and remediation were sufficient to enforce compliance. The SBLI conducted checks for unequal treatment and discrimination in 2020 and imposed penalties for violations of discrimination laws, mostly for noncompliance with the requirement to employ a specific number of persons with disabilities, discrimination due to health conditions, gender, and age, or the publication of discriminatory job advertisements.

Women’s salaries lagged those of men by approximately 20 percent. The Ministry of Labor and Social Affairs continued using a testing tool for employers that evaluates gender pay gaps in an organization as part of the “22 percent towards equality” project. The testing tool highlights pay gaps and sensitizes management to disparities in remuneration.

Associations supporting HIV-positive individuals reported cases of employment discrimination. HIV-positive individuals are not legally obligated to report their diagnosis to their employer unless it prevents them from executing their duties. Some employers dismissed HIV-positive employees due to the prejudices of other employees. To avoid accusations of discrimination, employers justified such dismissals on administrative grounds, such as redundancy.

e. Acceptable Conditions of Work

Wage and Hour Laws: The Ministry of Labor and Social Affairs establishes and enforces minimum wage standards. The minimum wage is above the “minimum subsistence cost,” which is defined as the minimum amount needed to satisfy the basic needs of a working-age adult for a month. Inspections for compliance with the minimum wage were one of the primary objectives of SBLI inspectors.

The SBLI detected 2,610 violations of wage and hour laws in 2020 and imposed penalties of 9 million crowns ($415,000). Violations of wage, hour, and overtime laws were common in the wholesale, retail, food, hospitality, land transport, construction, and security services sectors.

While SBLI inspectors have the authority to make unannounced inspections and initiate sanctions, they are not responsible for enforcement of wage and hour laws. Employees can seek enforcement of wage and hour laws through judicial recovery. Observers reported judicial recovery can be very lengthy and hard to get, especially for foreign worker.

The law provides for a 40-hour workweek, two days of rest per week, and a 30-minute break during the standard eight-hour workday. Employees are entitled to at least 20 days of paid annual leave. Employers may require up to eight hours per week of overtime to meet increased demand but not more than 150 hours of overtime in a calendar year. Additional overtime is subject to the employee’s consent. The labor code requires premium pay for overtime that is equal to at least 125 percent of average earnings.

Occupational Safety and Health: The government set occupational health and safety standards that were appropriate for the country’s main industries. The labor code requires employers to provide health and safety protections in the workplace, maintain a healthy and safe work environment, and prevent health and safety risks. Responsibility for identifying unsafe conditions remains with inspectors, who have the authority to make unannounced visits and initiate sanctions. Workers have the right to remove themselves from dangerous situations without jeopardy to their employment.

The government effectively enforced the law. Inspection and remediation were sufficient to enforce general compliance. SBLI inspectors conducted checks for labor code compliance and imposed penalties that were commensurate with those for similar violations. The SBLI’s labor inspection plan typically focused on sectors with high-risk working conditions, such as construction, agriculture, forestry, handling of hazardous chemicals, and transport.

There were 35,071 registered workplace injuries in 2020, 7,345 fewer than in 2019. There were 108 fatal accidents in 2020, compared with 95 in 2019. Most workplace injuries and deaths occurred in the agriculture, forestry, transport, construction, and processing industries. Fatal accidents were investigated. For example, when an agricultural worker died after being injured by cattle, the SBLI concluded the employer did not take adequate organizational and technical measures to prevent the fatal injury and imposed a penalty.

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The Lessons of 1989: Freedom and Our Future