Equal Remuneration Convention, 1951 (No. 100) - Samoa (Ratification: 2008)

Direct Request (CEACR) - adopted 2025, published 114th ILC session (2026)

In order to provide a comprehensive view of the issues relating to the application of ratified Conventions on equality, the Committee considers it appropriate to examine the Conventions Nos 100 (equal remuneration) and 111 (discrimination in employment and occupation) together. Articles 1, 2 and 3(b) of Convention No. 111. Article 1 of Convention No. 100. Anti-discrimination legislation. Scope. Further to its previous comments regarding the protection afforded to those excluded from the scope of the Labour Employment Relations Act 2013 (LERA), the Committee notes the Government’s indication in its report that: (i) public sector employment, including the police force, is governed by the Public Service Act 2004 (PSA), which provides for non-discrimination principles and is overseen by the Public Service Commission (PSC); (ii) subsistence agriculture is centred on family and community self-sufficiency; workers engaging in commercial agricultural activities would be covered by the LERA; and (iii) service rendered to a matai is a traditional service that does not constitute employment.

Convention No. 111 – National policy to promote equality of opportunity and treatment in respect of employment and occupation

Articles 1 to 3. National policy for equality of opportunity and treatment. Equal employment opportunities in public service. Further to its previous comments on measures taken by the PSC to enforce section 18(2)(g) of the PSA regarding equal employment opportunities in the public service, the Committee notes that the Government indicates that: (i) the PSC utilizes social media and its official website to attract applicants from diverse backgrounds for government vacancies; and (ii) the PSC is developing a national workforce plan, in consultation with relevant stakeholders, to improve workforce equality and ensure that job opportunities are distributed fairly across all sectors of society. The Committee requests the Government to provide information on any progress made in the development of this plan and any impact from its implementation to foster equal employment opportunities in the public service.

Persons with disabilities. Further to its previous comments, the Committee notes that the Government refers to the new National Policy for Persons with Disabilities 2021–2031. It also indicates that: (i) this policy is monitored and implemented by the Disability Taskforce and the Focal Point Unit for Persons with Disabilities, established within the Ministry of Women, Community, and Social Development (MWCSD); (ii) national activities undertaken in this context include improving accessibility to vocational training programmes and ensuring that persons with disabilities have equitable opportunities in the workforce; (iii) the Ministry of Commerce, Industry, and Labour (MCIL) conducts regular inspections, investigations and thorough analysis of its data collected to identify gaps and ensure increased compliance of businesses and employers; to date, no complaints have been received regarding persons with disabilities and MCIL remains vigilant, ensuring that any such cases would be treated with utmost seriousness and addressed through mechanisms provided under the LERA and its Regulations 2016; and (iv) the PSC has developed a Gender Equality, Disability and Social Inclusion Policy (GEDSI) to integrate GEDSI in all Human Resources Management policies.

Gender equality. Further to its previous comments, the Committee notes that the Government refers to strategies to promote gender equality in employment and occupation introduced through the adoption of the Samoa National Employment Policy (2022–26) and the new National Policy for Gender Equality and the Rights of Women and Girls (2021–31). The latter is a full-fledged plan of action which covers, among others, the following priority areas: (i) increased economic empowerment of all women and girls, including through adequate vocational training programmes for women, targeting the light manufacturing and financial services sectors; (ii) enhanced access, opportunities for lifelong learning and educational outcomes for women and girls; (iii) improved gender balance in leadership, governance and public life, including through specific measures to increase the number of female village representatives and continued efforts to ensure equality in the representation of matai men and women as village representatives; and (iv) increased and improved safety and access to law and justice for women and girls, especially those facing multiple and intersecting barriers and forms of discrimination. Implementation of this new Policy and oversight for monitoring progress is vested in the Steering Committee for the Community Sector, with support and direction from the MWCSD. The Committee also notes the results of the Labour Force Survey 2022 showing an important gender gap remains in labour participation. The Committee requests the Government to provide information on concrete measures taken in pursuance of the new gender equality policy to achieve better equality for women in all aspects of employment, and on the impact of such measures.

Sexual harassment. Further to its previous comments, the Committee notes the information provided by the Government, including regarding the 2023 Amendments to the LERA which strengthened protections against harassment at the workplace, including sexual harassment. It also notes the adoption of the National Prevention Framework for Ending Gender-Based Violence in Samoa (2024). Noting the ratification of the Violence and Harassment Convention, 2019 (No. 190), by Samoa, in 2024, the Committee requests the Government to provide information on measures taken to protect workers from sexual harassment under the newly adopted framework and on any cases addressed by relevant authorities and the courts, when submitting its first report under Convention No. 190 (due in 2026).

Convention No. 100 – Principle of equal remuneration for men and women for work of equal value

Articles 1 to 4. Gender pay gap. The Committee notes the absence of information on the gender pay gap in the country. It also notes that the National Policy for Gender Equality and the Rights of Women and Girls (2021–31) foresees the need to develop an accessible system to track gender pay gaps in Samoa. The Committee requests the Government to provide information on progress made in this regard.

Articles 1 and 2. Principle of equal remuneration for men and women for work of equal value. Definition of remuneration. Further to its previous request, the Committee notes with satisfaction that the definition of remuneration in section 2 of the LERA was amended in 2023 to be fully in line with the definition under the Convention. The Committee also notes that a material error appears to have been made in the 2023 Amendment of section 20(4), which now reads as follows: An employer must pay male and female employees equal remuneration of equal value. The Committee understands that the words “for work” (which were present in the previous version of that provision) are now missing and invites the Government to take the necessary measures to rectify this material error when possible.

Public service. Further to its previous request regarding the absence of a legal affirmation of the principle of the Convention in the PSA, the Committee notes the Government’s indication that the PSA is under review. The Committee requests the Government to provide information on progress made in the review of the PSA and to consider inserting a clear recognition of the principle of the Convention in that Act.

Article 3. Objective job evaluation methods. Further to its previous request, the Committee notes that the Government confirms that the Remuneration Tribunal does not cover the private sector and that the Samoan Chamber of Commerce (SCC) can conduct job assessments for the private sector if complaints are raised. The Government also indicates that: (i) measures would be taken to ensure full respect for the principle of equal remuneration for men and women for work of equal value in the public service; and (ii) the PSC is reviewing job classification, evaluation, and functional analysis in the public service to ensure that the classification process is free from gender bias and that occupational wage schemes are equitable. The Committee requests the Government to provide information on the objective job evaluation methods used by the SCC and the PSC, and on any determinations made by these bodies further to having conducted job assessments.

Article 2. Wage-fixing mechanisms. Further to its previous request, the Committee notes the Government’s indication that section 21 of the LERA has been amended to introduce a requirement for collective agreements to be submitted to the Minister for a fairness review and that these agreements would be discussed at the Samoa National Tripartite Forum to ensure they meet the principle of equal remuneration. It requests the Government to provide information on any collective agreements that would implement the principle of the Convention, and the role of the Samoa National Tripartite Forum in this context.

Conventions No s 100 and 111 – Application in practice

Enforcement. Further to its previous request, the Committee notes that the Government indicates that: (i) no grievances have been lodged in relation to issues of discrimination in the workplace, whether in the private or public sector; (ii) this may be due to a lack of awareness about the grievance process among public servants; (iii) there are also cultural reasons that may be preventing workers from submitting grievances; and (iv) the PSC is making ongoing efforts to promote awareness of the grievance mechanism in the public sector. The Committee requests the Government to continue to provide information on any grievances that concern issues of discrimination in employment; and to indicate whether any such cases have been addressed by the courts.

Direct Request (CEACR) - adopted 2015, published 105th ILC session (2016)

Article 1 of the Convention. Scope of application. The Committee recalls that it has asked the Government to provide information on the manner in which it ensures that those excluded from the application of the Labour and Employment Relations Act of 2013 (LERA 2013), in particular those working in the service of Samoa, the police service, the service rendered to a matai (traditional authority) under the aiga system or subsistence agricultural activities and any service or class of service, which may be exempted by order of the Minister published in the Samoa Gazette and the Savali, are afforded the right to equal remuneration for men and women for work of equal value. The Committee notes the Government’s indication that there is no discrimination on the basis of gender during the recruitment process for the Samoan police service and all officials are equally remunerated for work of equal value, but notes that no legislative or policy provisions have been cited in this regard. The Committee recalls that no provision in the Convention limits its scope of application; it applies to all workers, in all sectors of activity, in the public and private sectors, and in the formal and informal economy (see General Survey on the fundamental Conventions, 2012, paragraph 658). The Committee also recalls that in addition to national laws or regulations, the principles of the Convention may be applied by means of wage determination machinery or collective agreements, as well as a range of proactive measures such as undertaking surveys to identify areas of wage differentials or developing pay valuation guides (see General Survey on the fundamental Conventions, 2012, paragraphs 659 and 710). The Committee requests the Government to provide information on the manner in which it is ensured that those categories of workers excluded from the scope of the LERA 2013 have the right to equal remuneration for men and women for work of equal value; such measures may include, in addition to legislative reforms, wage determination machinery, collective agreements, or other proactive measures.

Article 1(a). Remuneration. The Committee notes the Government’s statement that the definition of remuneration under the LERA 2013 covers the ordinary, basic, or minimum wage or salary and any additional emoluments whatsoever payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment. It notes, however, that this language is not reflected under the definition of remuneration in section 2 of the LERA 2013. The Committee also notes the Government’s indication that the term “classification” as used within the Public Service Act (PSA) of 2004 entails the definition of ordinary or basic wage or salary and any additional emoluments payable directly or indirectly from the employer to the worker for employment. It notes, however, that the term “classification” is not defined in the text of the PSA itself. In this regard, the Committee notes from section 1.2 of the Guideline Paper No. 1 published by the Remuneration Tribunal that for the purpose of the PSA, “total remuneration package” equates to the sum of base salary, cash value of all allowances in a year, and cash equivalent of all benefits in a year. The Committee requests the Government to provide information on measures taken to incorporate the elements of “in kind” as well as direct and indirect payments within the definition of remuneration in section 2 of the LERA 2013. Taking into account that neither the PSA of 2004 nor the Remuneration Tribunal Act of 2003 contains a specific provision concerning the principle of equal remuneration for men and women for work of equal value, the Committee repeats its request to the Government to adopt appropriate measures so as to ensure full respect for this principle in the public service. The Committee also requests the Government to provide information on measures taken to implement the concept of “total remuneration package” as defined by the Remuneration Tribunal within the text of the PSA of 2004 as well as in practice.

Articles 1(b) and 3. Equal remuneration for work of equal value and objective job evaluation. Private sector. The Committee recalls that in its previous comments it had noted that section 19 of the LERA 2013 provides for the concept of “like or similar work” which is narrower than the principle of the Convention. It notes the Government’s indication that section 19 provides for adequate protection against sex discrimination in employment, but also notes that the Government did not reply to whether the concept of “like or similar work” is in fact sufficient in light of the Convention. The Committee notes the Government’s indication that job assessments are conducted by the Remuneration Tribunal when it receives complaints arguing work of different nature yet of equal value, and that these determinations extend to the private sector. However, it also notes that under section 3 of the Remuneration Tribunal Act of 2003, the Act only applies to the public sector. The Committee also notes that the Samoan Chamber of Commerce has the power to conduct job assessments to determine remuneration levels should a complaint be made. The Committee requests the Government to continue to provide information on how section 19 of the LERA 2013, which is narrower than the principle of the Convention, is supplemented in practice in order to fully satisfy section 20(4) of the Act. Specifically, it requests the Government to clarify how decisions of the Remuneration Tribunal extend to the private sector along with specific examples, as well as examples of objective job assessments in the private sector conducted by the Samoan Chamber of Commerce.

Article 2(2)(b). Public service. Wage determination. The Committee recalls its request to the Government to provide information on how section 24 of the PSA of 2004 is implemented, in particular on how the Public Service Commission ensures that the classification process is carried out without any gender bias. It notes the Government’s indication that while there is no specific provision in section 24 of the PSA of 2004 that implements the principles of the Convention, section 18(2)(g) of the Act, which mandates “equal employment opportunity in public service”, minimizes the risk of violating the principles of the Convention, as well as the opinion expressed by the Remuneration Tribunal citing its Guideline Paper No. 1. The Committee further notes the statistics submitted by the Government on the number of public officials working in the public service sector for the financial year 2013–14, which show that female officials outnumber male officials, with the exception of Chief Executive Officers and wage workers. However, it notes that, in the Samoa Public Service Workforce Plan 2013–16, the majority of the workforce in public service is composed of teachers, who receive the lowest level of remuneration (69 per cent of whom are classified in the T1 through T3 levels) compared to the rest of the professional workforce. Taken together with the fact that women outnumber men by almost three to one in the Ministry of Education, Sports and Culture, which in turn comprise 48 per cent of the public service workforce, and that the female to male ratio for “first tier” senior management positions is 1:2.3 across the board, the Committee notes the fact that a large percentage of female public service workers are employed in teaching positions that receive lower remuneration compared to the rest of the workforce. In this regard, the Committee recalls that it is important to ensure a job evaluation method is used to design or adjust occupational wage schemes so that it is free from gender bias, and that the choice of factors for comparison, the weighting of these factors, and the actual comparison carried out are not inherently discriminatory. In particular, it needs to be ensured that certain skills considered to be “female” (such as taking care of children) are not undervalued in comparison to traditionally “male” skills (see General Survey on the fundamental Conventions, 2012, paragraph 706). The Committee requests the Government to provide more information on how the Public Service Commission ensures that its job classification process is free from gender bias, particularly in the context of comparing teaching positions with other professional positions in the public service. It also requests the Government to provide copies of job classifications carried out by the Public Service Commission, indicating how many women and men are currently occupying the different posts in the public service, as well as their respective wage levels. The Committee also requests the Government to continue to provide information on the activities of the Remuneration Tribunal and whether, and to what extent, the principle of the Convention is applied in the advice it provides and the recommendations it implements.

Articles 2(2)(c) and 4. Collective bargaining and cooperation with employers’ and workers’ organizations. The Committee requests the Government to provide more information on how sections 21 and 83(2)(q) of the LERA 2013 are implemented to promote the principle of equal remuneration for men and women for work of equal value, including specific examples such as requiring collective agreements to incorporate provisions mandating the principle of equal remuneration. It also requests the Government to provide more information regarding how employers’ and workers’ organizations engage in collective bargaining in the context of the National Tripartite Forum, as well as regarding any other related measures.

Objective job evaluation. Public service. The Committee notes the Government’s indication that the Remuneration Tribunal has adopted the Cullen Egan Dell job evaluation method in formulating its advice regarding equal remuneration complaints in the public service, and that this standard has been extended to statutory entities and corporations but not to positions in Parliament, Cabinet, Judiciary and the Council of Deputies. The Committee requests the Government to provide more information as to how the objective job evaluation method is implemented in practice by the Remuneration Tribunal, indicating in particular how many public servants, disaggregated by sex, have gone through this process. Please provide copies of concrete cases of advice provided in the framework of this Act, including the comparison among public offices carried out according to section 6 of the Act, and the final decisions adopted by the Government in this respect.

Direct Request (CEACR) - adopted 2014, published 104th ILC session (2015)

Scope of application. The Committee notes the adoption on 5 April 2013, of the Labour and Employment Relations Act, which repeals the Labour and Employment Act, 1972. The Committee notes that, according to section 3 of the Act, the Act does not apply to the service of Samoa, the police service, the service rendered to a matai (traditional authority) under the aiga system or subsistence agricultural activities and any service or class of service which may be excepted by order of the Minister published in the Samoa Gazette and the Savali. The Committee recalls that no provision in the Convention limits its scope of application as regards individuals or branches of activities. The Committee asks the Government to provide information on the manner in which it is ensured that those categories of workers excluded from the scope of the Labour and Employment Relations Act, 2013, have the right to equal remuneration for men and women for work of equal value.

Article 1(a) of the Convention. Remuneration. The Committee notes that according to section 2 of the Labour and Employment Relations Act, 2013, “remuneration includes the ordinary, basic or minimum wage or salary and any additional emoluments payable by the employer to the employee and arising out of the employee’s employment”. Taking into account that the Public Service Act, 2004, does not provide for a definition of remuneration, the Committee asks the Government to indicate what is considered remuneration in the public service. The Committee also asks the Government to clarify whether the definition of remuneration in section 2 covers direct and indirect payments as well as payments “in kind”.

Article 1(b). Equal remuneration for work of equal value. Private sector. The Committee notes that section 20(4) of the Labour and Employment Relations Act, 2013, provides that “every employer shall pay male and female employees equal remuneration for work of equal value”. However, section 19 provides for the concept of like or similar work which is narrower than the principle of the Convention. Section 19(1) provides that “[a] female who is employed on like work with a male in the same employment is entitled to remuneration at the same rate as the male”. Section 19(2) provides that “[a] female is to be regarded as employed on similar work with males, if her work and the work of males are of the same or broadly similar in nature, and the differences, between the work she does and the work the males do are not of practical importance in relation to terms and conditions of employment”. The Committee recalls that the concept of “work of equal value” includes, but goes beyond, equal remuneration for “equal”, “the same” or “similar” work, and also encompasses work that is of an entirely different nature, which is nevertheless of equal value (see General survey on the fundamental Conventions, 2012, paragraph 673). The Committee asks the Government to provide information on the interrelationship of sections 19 and 20 of the Labour and Employment Relations Act 2013, and their application in practice and on how it is ensured that equal remuneration is also granted for jobs that are of a different nature but are of equal value.

The Committee notes that the Government’s report has not been received. It hopes that a report will be supplied for examination by the Committee at its next session and that it will contain full information on the matters raised in its previous direct request, which reads as follows:

Collective bargaining. The Committee asks the Government to indicate the role of collective bargaining in wage fixing generally, and more specifically in ensuring and promoting the principle of equal remuneration for men and women for work of equal value.

Public service. Wage determination. The Committee notes that the Public Service Act, 2004, does not contain any provision concerning the principle of equal remuneration for men and women workers for work of equal value. The Committee further notes the Government’s indication that the application of the Public Service Act, 2004, is supervised by the Public Service Commission. Section 24 of the Act provides that this Commission must determine the occupational classes of employees, divide each occupational class into grades on the basis of a job classification system determined by the Commission, and determine the minimum and maximum salaries for each grade and annual incremental steps that apply to each grade. The Government further indicates that this Commission has regard to the principles of gender balance and natural justice in their recruitment and selection criteria. The Committee further notes the Government’s indication according to which the Remuneration Tribunal, established pursuant to the Remuneration Tribunal Act, 2003, is aimed at providing advice to the Government concerning salaries, allowances and other benefits to be paid to certain holders of public office and other persons and to enable the Head of State to set the salaries, allowances and other benefits to be paid to certain holders of public office. The Committee asks the Government to provide additional information on the implementation of section 24 of the Public Service Act, 2004, in particular on how it is ensured that the classification is carried out without any gender bias. Please provide copies of job classifications carried out, indicating how many women and men are currently occupying the different posts in the public service, as well as the respective wage levels. The Committee also requests the Government to provide information on the application of the Remuneration Tribunal Act, 2003, and whether, and to what extent the principle of the Convention is applied in the advice provided and recommendations implemented.

Taking into account that neither the Public Service Act, 2004, nor the Remuneration Tribunal Act, 2003, contains a specific provision concerning the principle of equal remuneration for men and women for work of equal value, the Committee asks the Government to adopt appropriate measures so as to ensure the full respect for this principle in the public service.

Article 3. Objective job evaluation. Public service. The Committee notes that according to section 6 of the Remuneration Tribunal Act, 2003, when inquiring on salaries, allowances and other benefits to be paid to the holders of public offices the Tribunal shall have regard to the comparative status and work value of the public offices and other offices. The Committee asks the Government to provide information on the manner in which the Remuneration Tribunal Act, 2003, is implemented in practice, indicating in particular how many public servants, disaggregated by sex, are covered by this Act. Please provide copies of concrete cases of advice provided in the framework of this Act, including the comparison among public offices carried out according to section 6 of the Act, and the final decisions adopted by the Government in this respect.

Direct Request (CEACR) - adopted 2012, published 102nd ILC session (2013)

The Committee notes the first report from the Government. The Committee notes in particular that the Government indicates that a new Labour and Employment Relations Bill (2011) is being developed in consultation with employers’ and workers’ representative organizations and with ILO assistance, to replace the current Labour and Employment Act, 1972. The Committee asks the Government to provide detailed information on any development concerning the adoption of the Labour and Employment Relations Bill (2011), especially with respect to the issues that are dealt with in the following paragraphs.

Scope of application. The Committee notes that, according to section 2 of the Labour and Employment Act, 1972, managerial personnel are not considered as workers and thus are not covered by the provisions of the law. Moreover, section 3 provides that the law does not apply either to the service of Samoa, the service rendered to a matai (traditional authority) and any service or class of service which may be excepted by order of the Minister published in the Samoa Gazette and the Savail. The Committee further notes that the Labour and Employment Relations Bill (2011) maintains the exclusions enumerated and that it also excludes agricultural undertakings (section 3(1)) (see in this respect the direct request concerning the application of the Discrimination (Employment and Occupation) Convention, 1958 (No. 111)). The Committee recalls that no provision in the Convention limits its scope of application as regards individuals or branches of activities. The Committee asks the Government to provide information on the manner in which it is ensured that those categories of workers excluded from the scope of the Labour and Employment Act, 1972 and the Labour and Employment Relations Bill (2011) have the right to equal remuneration for men and women for work of equal value. In case the application of the principle of the Convention is not provided for otherwise for these categories of workers, the Committee asks the Government to consider including these categories within the scope of application of the Labour and Employment Relations Bill (2011).

Article 1(a) of the Convention. Remuneration. The Committee notes that the concepts of remuneration and wages are provided for in the Labour and Employment Act, 1972. The Committee further notes that according to section 2 of the Labour and Employment Relations Bill (2011) “remuneration includes the ordinary, basic or minimum wage or salary and any additional emoluments payable by the employer to the employee and arising out of the employee’s employment”. The Committee asks the Government to consider, to ensure further clarity, adding a specific reference to “whether in cash or in kind, direct or indirect” in section 2 of the Labour and Employment Relations Bill (2011). Furthermore, taking into account that the Public Service Act, 2004, does not provide for a definition of remuneration, the Committee also asks the Government to indicate what is considered remuneration in the public service.

Article 1(b). Equal remuneration for work of equal value. Private sector. The Committee notes that the Labour and Employment Act, 1972, does not provide for the principle of equal remuneration for men and women for work of equal value. The Committee notes that section 20(4) of the Labour and Employment Relations Bill (2011) provides that “every employer shall pay male and female employees equal remuneration for work of equal value”. However, section 19(1) of the same Bill refers to “like work” that is narrower than the principle established in the Convention. Taking into account that section 20(4) of the Labour and Employment Relations Bill (2011) reflects the principle of the Convention, in order to avoid confusion caused by the apparent contradiction, the Committee asks the Government to take steps to ensure that section 19(1) is deleted from the Bill.

Public service. The Committee notes that the Public Service Act, 2004, regulates terms and conditions of employment including pay but does not provide for the principle of the Convention. Taking into account that the Labour and Employment Relations Bill (2011) does not cover public servants, the Committee asks the Government to adopt the necessary measures so as to ensure that the principle of the Convention is also applied to them.

Article 2. Minimum wages. The Committee notes that section 19 of the Labour and Employment Act, 1972, provides that the Head of State, with the advice of Cabinet, may from time to time prescribe the minimum wages to be paid in any industry. An advisory committee on minimum wages may be appointed eventually. The Committee asks the Government to indicate the manner in which this provision is implemented and how it is ensured that in the setting of minimum wages, work performed in industries where women are predominant is not undervalued in comparison with work carried out in industries in which men predominate. The Committee also invites the Government to consider the possibility of including a provision in the Labour and Employment Relations Bill (2011) making one of the objectives of the minimum wage setting to be that of ensuring the principle of equal remuneration for work of equal value.

Collective bargaining. The Committee asks the Government to indicate the role of collective bargaining in wage fixing generally, and more specifically in ensuring and promoting the principle of equal remuneration for men and women for work of equal value.

Public service. Wage determination. The Committee notes that the Public Service Act, 2004, does not contain any provision concerning the principle of equal remuneration for men and women workers for work of equal value. The Committee further notes the Government’s indication that the application of the Public Service Act, 2004, is supervised by the Public Service Commission. Section 24 of the Act provides that this Commission must determine the occupational classes of employees, divide each occupational class into grades on the basis of a job classification system determined by the Commission, and determine the minimum and maximum salaries for each grade and annual incremental steps that apply to each grade. The Government further indicates that this Commission has regard to the principles of gender balance and natural justice in their recruitment and selection criteria. The Committee further notes the Government’s indication according to which the Remuneration Tribunal, established pursuant to the Remuneration Tribunal Act, 2003, is aimed at providing advice to the Government concerning salaries, allowances and other benefits to be paid to certain holders of public office and other persons and to enable the Head of State to set the salaries, allowances and other benefits to be paid to certain holders of public office. The Committee asks the Government to provide additional information on the implementation of section 24 of the Public Service Act, 2004, in particular on how it is ensured that the classification is carried out without any gender bias. Please provide copies of job classifications carried out, indicating how many women and men are currently occupying the different posts in the public service, as well as the respective wage levels. The Committee also requests the Government to provide information on the application of the Remuneration Tribunal Act, 2003, and whether, and to what extent the principle of the Convention is applied in the advice provided and recommendations implemented.

Taking into account that neither the Public Service Act, 2004, nor the Remuneration Tribunal Act, 2003, contain a specific provision concerning the principle of equal remuneration for men and women for work of equal value, the Committee asks the Government to adopt appropriate measures so as to ensure the full respect for this principle in the public service.

Article 3. Objective job evaluation. Public service. The Committee notes that according to section 6 of the Remuneration Tribunal Act, 2003, when inquiring on salaries, allowances and other benefits to be paid to the holders of public offices the Tribunal shall have regard to the comparative status and work value of the public offices and other offices. The Committee asks the Government to provide information on the manner in which the Remuneration Tribunal Act, 2003, is implemented in practice, indicating in particular how many public servants, disaggregated by sex, are covered by this Act. Please provide copies of concrete cases of advice provided in the framework of this Act, including the comparison among public offices carried out according to section 6 of the Act, and the final decisions adopted by the Government in this respect.