Women and Labour Law
Women and Labour Law
Women and Labour Law
No female employee can be required to work within the hours of 10.00 in the
evening and 5.00 in the morning in any agricultural or industrial undertaking
unless the Director-General so allows it on the basis of an application made to
him by an employer.
[S.34(1) EA]
2.Sexual Harassment
For the purposes of this Part, "complaint of sexual harassment" means any
complaint relating to sexual harassment made—
(i) by an employee against another employee;
(ii) by an employee against any employer; or
(iii) by an employer against an employee
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(1) Where the Director General decides under subsection 81D(4) that sexual
harassment is proven, the complainant may terminate his contract of service
without notice.
(2) If the complainant terminates the contract of service under subsection (1),
the complainant is entitled to—
(a) wages as if the complainant has given the notice of the termination of
contract of service; and
(b) termination benefits and indemnity,as provided for under the Act or the
contract of service, as the case may be.
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3. Maternity Protection
A female employee who is about to leave her employment and who knows
that she will be confined within 4 months of leaving employment must notify
her employer of her pregnancy before she leaves. If she fails to notify her
employer she shall not be entitled to maternity allowances.
Where a female employee receives her monthly wages during the period in
which she is on maternity leave, she will not be entitled to any other payments
in respect for her maternity leave.
(i) remains absent from work after the expiration of her maternity leave as a
result of illness certified by a registered medical practitioner; and
(ii) the illness arises out of her pregnancy and confinement, she cannot be
terminated from service or be issued with a notice of termination until her
absence exceeds 90 days.