Domestic Workers Convention, 2011 (No. 189) - Sierra Leone (Ratification: 2021)

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

The Committee notes the Government’s first report and the workshop held from 19 to 23 August 2025, which focused on implementing the Convention with particular emphasis on migrant domestic workers. The workshop resulted in a draft Tripartite Action Plan for advancing the implementation of Convention No. 189 in Sierra Leone for the period 2026–2028. The Committee requests the Government to provide information on the measures taken or envisaged under this Action Plan, in particular with respect to the issues outlined below.

Article 1. Definitions. Scope of Application. The Government reports that the term “domestic worker” is not defined in national legislation, in collective agreement or judicial decision. The Government does not provide information with regard to whether or not there is a definition in legislation, regulations, collective agreement or through other means, of the term “domestic work”, nor does it indicate whether or in what manner a person who performs domestic work only occasionally or sporadically, but on an occupational basis, is considered to be a domestic worker within the meaning of the Convention. In its 2022 General Survey on Securing Decent Work for Nursing Personnel and Domestic Workers: Key Actors in the Care Economy, the Committee emphasized that, “to ensure the effective recognition of the rights of domestic workers, the relevant legislation should ensure clarity with respect to legal terminology, the definition of terms and the scope of the specific laws and regulations governing domestic work” (para. 555). The Committee invites the Government to consider the possibility of developing and incorporating in national legislation definitions of the terms “domestic work” and “domestic worker”, in consultation with the most representative organizations of employers and workers and organizations representative of domestic workers, as well as of domestic employers, where these exist, which are aligned with Article 1(a) and (b) of the Convention. The Committee further requests the Government to indicate whether and how persons who perform domestic work only occasionally or sporadically, but do so on an occupational basis, are covered under the national legislation and regulations, as contemplated by Article 1(c) of the Convention.

Article 3(2)(a) and (3) of the Convention. Freedom of association and effective recognition of the right to collective bargaining. The Committee notes that sections 12 and 13 of the Employment Act (No 15) of 2023 (hereinafter “the 2023 Employment Act”) provide for the right of employees and employers, respectively, to form and join organizations of their own choosing. The Committee notes that the Sierra Leone Domestic Workers Union (SLeDoWU) was formed in 2023, as well as the Government’s indication that it communicated a copy of its first report on the application of the Convention to the SLeDoWU. The Government does not, however, provide concrete information in its report on the manner in which the effective exercise of domestic workers and domestic employers of their freedom of association and collective bargaining rights is ensured in practice. The Committee recalls that the particular characteristics of domestic work frequently make it particularly difficult for domestic workers to form and join unions, as well as to collectively bargain. It therefore requests the Government to provide concrete information on the nature and impact of measures taken to ensure the exercise of the right of domestic workers and employers of domestic workers to freedom of association and collective bargaining in practice. Lastly, the Government is requested to provide information on measures taken or envisaged to inform domestic workers and their employers of their rights and obligations under Article 3(2)(a) and (3) of the Convention, including awareness-raising campaigns, development and dissemination of informational material and relevant trainings, if any.

Article 3(2)(b) of the Convention. Elimination of forced or compulsory labour. The Committee notes that section 16(1) of the 2023 Employment Act provides that “a person shall not be required to perform forced or compulsory labour”. Section 16(2) stipulates that anyone who exacts or imposes forced labour, or causes” or permits forced labour for his own or another’s benefit is liable on conviction for a fine of no less than 30 months of the minimum wage, no less than 12 months imprisonment, or both. In addition, the offender may be required to pay compensation to the person subjected to forced labour. The Government does not, however, provide information with respect to measures taken to prevent and address forced or compulsory labour in the context of the domestic work sector. Accordingly, the Committee requests the Government to provide concrete information on the nature and impact of measures taken to prevent and eliminate the use of forced labour in the domestic work sector, including awareness-raising campaigns on forced domestic labour, as well as information on the number and type of incidents of forced domestic labour detected and the sanctions imposed.

Article 3(2)(c). Elimination of child labour. The 2023 Employment Act stipulates that the minimum age for admission to employment is fifteen (15) years of age, providing that “a child under the age of 15 years shall not be employed to perform work in a workplace” (Section 95(1)). The Committee further notes that section 33 of the Child Rights Act, 2024, establishes that compulsory primary education ends when the child reaches the age of 15, which is also the minimum age for engagement of a child in full-time employment. Nevertheless, the Committee notes that section 96(2) of the 2023 Employment Act permits a child of thirteen (13) years of age to be engaged in “light work”, defined as “work which is not likely to be harmful to the health or development of the child and does not affect the child’s attendance at school or the capacity of the child to benefit from school work”. The 2023 Employment Act also prohibits the employment of children under the age of 18 in underground work (section 95(2)), night work, or overtime work (section 95(3)). Lastly, section 95(4) of the Act stipulates that “a child under the age of 18 years shall not work or be employed to perform any work that is likely to jeopardize his health, safety, physical, mental, spiritual, moral or social development, or to interfere with his education”. Section 36(1) of the Child Rights Act prohibits the employment of children in hazardous work, defined as work which poses danger to the health, safety or morals of a person (section 36(2)). The forms of hazardous work listed in section 36(3) of the Child Rights Act do not, however, include domestic work. Section 95(6) of the 2023 Employment Act requires employers to keep records of all children under the age of 18 which he or she employs, whereas section 25(1) of the 2023 Employment Regulations sets out the particulars that the employer must record in a separate register when employing a child under the age of 18. Moreover, Section 25(6) of the 2023 Employment Regulations authorizes the Ministry of Labour and Social Security (MLSS) to conduct periodic inspections and assess the employer’s compliance with child labour laws and regulations. The Government does not, however, provide information on the manner in which Article 3(2)(c) of the Convention is implemented in practice in the context of the domestic work sector. The Committee therefore requests the Government to provide specific information on the nature, extent and impact of measures taken or envisaged to prevent and eliminate child labour in the domestic work sector in both law and practice, including statistical information on the number and type of violations identified and penalties imposed, if any. The Government is also requested to provide information on measures taken or envisaged to raise public awareness of prohibitions against child labour in the domestic work sector and to ensure that domestic workers and their employers are aware of these prohibitions and the penalties applied in cases of violation. In addition, the Government is requested to provide information on awareness-raising and training activities conducted to enable labour inspectors, judicial authorities, police investigators and other relevant actors to incidents of child domestic labour, detect and address cases of child domestic work and refer victims to appropriate services.

Article 3(2)(d). Elimination of discrimination in employment and occupation. Section 27(1) of the 2023 Employment Act prohibits discrimination in employment and occupation. In addition, section 16(c) of the 2023 Employment Regulations requires employers to treat their workers fairly, without discrimination. With respect to remuneration, the Committee notes that section 18(1) of the 2023 Employment Act stipulates that “every employer shall pay male and female employees equal remuneration for work of equal value”. The Government does not, however, provide specific information with respect to measures taken or envisaged to ensure the application of this provision of the Convention in the domestic work sector. The Committee requests the Government to provide concrete information on the manner in which it is ensured that domestic workers enjoy effective protection from discrimination in both law and practice. The Government is further requested to provide information, including statistical data, on the number and type of incidents of discrimination identified in the domestic sector and the sanctions imposed, if any.

Article 4(2). Access to compulsory education and opportunities for further education and vocational training. The Committee notes that Section 95(4) of the 2023 Employment Act provides that a child under the age of 18 shall not work or be employed to perform any work that is likely to (...) interfere with his education”. Section 26(1)(c) of the 2023 Employment Regulations further provides that “where the child is enrolled in school or any other educational institution, the employer shall not allow the employment to disrupt or hinder the child’s education”. The employer is required to make appropriate arrangements, such as flexible working hours or leave to enable the child to attend and fully participate in educational activities. The Government does not, however, provide information on the manner and extent to which this provision of the Convention is given effect in the domestic work sector. The Committee requests the Government to indicate how it is ensured in practice that children under the age of 18 engaged in domestic work are ensured access to compulsory education and opportunities for further education and vocational training in practice, as contemplated under Article 4 of the Convention.

Article 5. Abuse, harassment and violence. The Committee notes the protections afforded under section 15 of the 2023 Employment Act against workplace violence and harassment, including provisions safeguarding the privacy and confidentiality of those involved in a complaint, as well as the protections against victimization and retaliation against both parties and witnesses. The Committee notes, however, that the Government provides no information on the manner in which these protections are given effect in the domestic workplace. The Committee therefore requests the Government to provide specific information on all measures taken or envisaged to give full effect to Article 5 of the Convention in practice, taking due account of the particular characteristics of domestic work, which is often carried out behind closed doors and may increase the vulnerability of domestic workers, especially female migrant domestic workers, to situations of abuse, violence and harassment in the domestic workplace. The Government is further requested to supply information on the number and type of complaints of abuse, harassment and violence brought relating to the domestic workplace, the outcome of such complaints and the penalties imposed, if any.

Article 6. Ensuring fair terms and conditions of employment, as well as decent working conditions and decent living conditions that respect the privacy of the domestic worker. The Government reports that, in Sierra Leone, domestic workers, like all other workers, are entitled as a matter of law to enjoy fair terms of employment, decent working conditions and, where they reside in the employer’s household, decent living conditions that respect their privacy. It adds that, to ensure respect for these rights, the 2023 Employment Act provides for the vetting and attestation of employment contracts by the Labour and Employment Commissioner. Nevertheless, the Government provides no concrete information with respect to the manner in which it is ensured that domestic workers enjoy decent working conditions in practice, nor the manner in which it is ensured that domestic workers who reside in the employer’s household enjoy decent living conditions that respect the worker’s privacy. The Committee requests the Government to provide information on specific measures taken or envisaged to give effect to Article 6 of the Convention in both law and practice, including measures to ensure that domestic workers enjoy decent living conditions that respect their privacy. In this context, the Committee invites the Government to consider developing measures, where these do not exist, in consultation with the representative organizations of employers and workers, as well as with organizations representative of domestic workers and organizations of employers of domestic workers, where these exist, taking into consideration the guidance provided by Paragraph 17(a) through (d) of the Domestic Workers Recommendation, 2011 (No. 201).

Article 7. Right to be informed of terms and conditions of employment in an appropriate, verifiable and easily understandable manner. The Committee notes that section 59 (1) of the 2023 Employment Act requires a worker to receive notice in writing from the employer of the particulars of his or her employment no later than 12 weeks after commencement of the employment. These particulars are compatible with those set out in Article 7 of the Convention. Moreover, section 5 of the 2023 Employment Regulations requires employers to submit a written application to the Commissioner requesting the vetting and attestation of a contract of employment or service. The Commissioner is then required to review the document to ensure compliance with relevant labour laws and regulations (2023 Employment Regulations, section 5 (3)). The Committee notes the Government’s indication that, prior to the attestation of an employment contract, the Commissioner seeks to engage the worker to ensure that he or she clearly understands the terms and conditions of his or her employment. The Committee requests the Government to provide additional concrete information on the manner in which it is ensured that domestic workers, including migrant domestic workers, are informed of their terms and conditions of work in an appropriate, verifiable and easily understandable manner. The Committee also invites the Government to consider developing and making publicly available a model domestic work employment contract, as contemplated under Paragraph 6(3) and (4) of Recommendation No. 201, in consultation with the most representative organizations of employers and workers, and with representatives of organizations of domestic workers and, where they exist, of domestic employers.

Article 8(1) and (3). Migrant domestic workers. Right to receive enforceable written job offer or contract of employment prior to crossing national borders. Cooperation measures. The Committee notes that section 17(1)(b) of the Overseas Employment Act provides that a licensee may not take a citizen of Sierra Leone abroad without a migrant clearance issued by the Migration Unit. For the licensee to receive a migration clearance card, the licensee must produce, among other things, an employment contract. The card contains information concerning the migrant worker, including information relating to the employment contract (section 17(3) of the Overseas Employment Act). However, the Government does not provide information with respect to whether the migrant domestic worker is entitled to a copy of the employment contract itself or to full particulars concerning the contract prior to crossing national borders. The Committee further notes that section 21 of the Overseas Employment Act authorizes the Minister of Employment, Labour and Social Security to enter into agreements with other countries for the purpose of protecting the rights, health, safety and human dignity of migrant workers. In this respect, the Government refers to agreements between Sierra Leone and the principal destination countries of migrant workers. The Committee requests the Government to provide specific information on the manner in which it is ensured that migrant domestic workers are provided with a written job offer or contract of employment enforceable in the destination country where the work is to be performed, and which addresses the terms and conditions of employment set out in Article 7 of the Convention, prior to crossing national borders for purposes of taking up the domestic employment. The Committee further requests the Government to provide information on how it is ensured that Sierra Leone domestic workers mediated abroad are informed of the terms and conditions of their employment contract in an appropriate, verifiable and easily understandable manner prior to their departure. Lastly, the Committee requests the Government to provide detailed information with respect to the manner in with effect is given to Article 8(3) of the Convention, including under agreements entered into between the Government and the principal countries of destination for migrant domestic workers from Sierra Leone.

Article 9(a), (b) and (c). Agreement on whether or not to reside in the employer’s household. Right of live-in domestic workers to leave the household during periods of rest and leave. Right to retain possession of identity or travel documents. The Government indicates that, while there are no legislative provisions giving effect to this provision, it is customary practice for domestic workers and their employers to reach agreement on the matters governed by subsections (a), (b) and (c) of Article 9 of the Convention. With respect to the application of Article 9(c) of the Convention, Committee notes that section 21 of the Overseas Employment and Migrant Worker Act, 2023 provides that the Government may enter into an agreement with another country to, among other things, ensure the protection of migrant workers’ access to travel documents and the right to redress if their rights are violated. The Committee requests the Government to provide concrete information on the manner in which effect is given to all of the provisions of Article 9 of the Convention in both law and practice. In particular, the Committee requests the Government to supply information on how it is ensured that Sierra Leone citizens mediated abroad to perform domestic work are entitled in practice to keep their travel and identity documents in their possession, as well as specific information on how the provisions of Article 9 of the Convention are given effect in relation to workers who migrate to Sierra Leone to perform domestic work.

Article 10(c). Standby hours of work. The Government provides no information on whether and to what extent periods during which domestic workers are not free to dispose of their time as they please and remain at the disposal of the household in order to respond to possible calls are regarded as hours of work. The Committee requests the Government to provide information on the manner in which it is ensured that periods during which domestic workers are not free to dispose of their time as they please and remain at the disposal of the household for possible calls are regarded as paid hours of work, in accordance with Article 10(c) of the Convention, and taking into consideration Paragraph 9 of the Domestic Workers Recommendation, 2011 (No. 201).

Article 12(1) and (2). Modalities for payment of wages. Payments in kind. Section 48(1) of the 2023 Employment Act requires workers’ wages to be paid in legal tender. The Government does not, however, provide information with respect to whether a minimum interval is fixed for the payment of wages in law or practice. With respect to payments in kind, the Government reports that there are no provisions in national laws and regulations regarding limitations on the proportion of wages that may be paid in kind, but that this may be addressed in collective agreements or employment contracts. The Committee notes that section 52(1) of the 2023 Employment Act provides that, “save as otherwise expressly permitted by this Act, the entire amount of wages earned by or payable to a worker shall be paid directly to the worker and an employer may not make a deduction from the wages of a worker unless it is a permitted deduction”. Section 53 of the Act sets out certain permitted deductions, which include a “reasonable charge agreed in writing by the worker for food or drink, other than intoxicating liquor, lodging, clothing supplied by an employer to a worker, where the employer has made clear that such deductions would be made before the food, drink, lodging or clothing was supplied, and where the worker has agreed in writing to these conditions” (section 53(c)). In addition, section 53(d) permits the employer to deduct “a reasonable rent or other reasonable” charge for accommodation provided by an employer for the worker, or a worker’s family, where the worker has agreed in writing to such a deduction and the worker is free from coercion to make use of such accommodation”. These provisions do not place limits on the proportion of the worker’s wages that may be paid in kind. The Committee requests the Government to indicate the manner in which it is ensured that domestic workers are paid at regular intervals of at least once per month. In addition, the Committee invites the Government to consider establishing an overall limit on the proportion of the remuneration that may be paid in kind so as not to diminish unduly the remuneration necessary for the maintenance of domestic workers and their families, taking into account the guidance set out in Paragraph 14(a) of the Domestic Workers Recommendation, 2011 (No. 201). In addition, the Committee invites the Government to consider limiting in-kind payments to those clearly appropriate for the personal use and benefit of the domestic worker, such as food and accommodation and to ensure that, when a domestic worker is required to use a uniform or other clothing provided by the employer or live-in accommodation provided by the household, no deduction may be made from the remuneration with respect to that accommodation, unless otherwise agreed to by the worker (Recommendation No. 201, Para. 14(c) and (d)).

Article 13 of the Convention. Domestic workers’ right to a safe and healthy working environment. The Government reports that the right to decent work under the 2023 Employment Act includes the right to occupational safety and health for all workers, including domestic workers. It adds that section 9 of the Act established the Directorate of Occupational Safety and Health, under the Labour Commissioner, noting that this Directorate is responsible for the safety and health of all workers. Section 16(d) of the 2023 Employment Regulations requires employers to ensure the occupational safety and health of their workers by implementing appropriate measures and procedures to minimize risks and hazards associated with their work, providing necessary training and personal protective equipment. In addition, section 16(e) of the Regulations requires the employer to maintain a hygienic workplace environment, which includes providing adequate sanitary facilities and ensuring that the overall conditions are conducive to the well-being and welfare of the worker. Section 16(n) also requires the employer to exercise reasonable care to ensure the safety of workplace tools, equipment and premises and protect the worker from injury. The Government refers in its report to the Occupational Safety and Health Bill, which is expected to be passed into law in 2023. It nevertheless provides no concrete information with respect to the manner in which occupational safety and health is ensured in the domestic workplace, as called for under Article 13 of the Convention. The Committee requests the Government to provide additional concrete information on measures taken, with due regard for the specific characteristics of domestic work, to ensure the occupational safety and health of domestic workers, including awareness-raising campaigns for both domestic workers and their employers, training and workplace inspections. The Committee further requests the Government to provide a copy of the Occupational Safety and Health Bill once it is adopted.

Article 14. Right of domestic workers to social protection. The Government indicates that, as a matter of law, all workers, including domestic workers, are entitled to social security coverage under the National Social Security and Insurance Act, 2001, as well as to maternity benefits under the 2023 Employment Act. The Committee notes Sierra Leone’s adoption of a new Social Protection Act on 24 November 2024. Section 2 of the Act stipulates that it applies to citizens and non-citizens residing in Sierra Leone, who are socially vulnerable, poor and economically at risk. Section 3(1) of the Act establishes the National Social Protection Authority, which is responsible for regulating, coordinating, facilitating, monitoring and evaluating social protection institutions in the delivery of social protection assistance to the poor and vulnerable (section 14 of the Act). Nevertheless, the Committee notes that, according to the Sierra Leone National Social Protection Strategy 2022–2026, while social protection is high on the agenda of Sierra Leone, the informal sector is very prominent in urban areas and salaried employment is minimal. Only a very small number of formal workers in the Government and private sector have guaranteed social security benefits through the National Social Security and Insurance Trust, representing some 2 to 4 per cent of the total population (Sierra Leone National Social Protection Strategy 2022–2026, pages 43–44). The Committee requests the Government to provide information on the measures taken or envisaged to ensure that domestic workers enjoy conditions that are not less favourable than those applied to workers generally in respect of social security protection, including with respect to maternity benefits. It also requests the Government to provide information on the total number of workers registered in the national social security system, as well as the number of domestic workers registered.

Article 15. Private employment agencies. In its 2024 direct request on the application by Sierra Leone of Convention No. 181, the Committee of Experts noted that, with the exception of areas relating to national security and defence, private employment agencies (PEAs) can operate in every sector of the economy. Section 31(1) of the 2023 Employment Act stipulates that an employer may employ or recruit a person through the [public] employment centre or PEAs; however, an employer who employs or recruits a person on an application received through a PEA is required to inform the Commissioner of Labour and Employment in order to ensure compliance with the Act (section 31(2)). The 2023 Employment Regulations define PEAs a “licensee” in terms consistent with those set out in Article 1(1)(a), (b) and (c) of the Convention. Section 49(1) of the 2023 Employment Regulations prohibits any person from engaging in or operating as a PEA without first obtaining a valid license, which may be issued by the Ministry of Labour and Social Security subject to the fulfilment of specific requirements. Nonetheless, prior to applying for a PEA license, the person or entity must register the agency with the Corporate Affairs Department of the National Investment Board and pay the required fees (section 50(1), 2023 Employment Regulations). In addition, the Overseas Employment and Migrant Workers Act, 2023 (hereinafter the “2023 Overseas Employment Act”) defines a “licensee” to mean a person granted a licence to engage in the recruitment of a citizen for the purpose of overseas employment section 1). Section 4 of the 2023 Overseas Employment Act provides for the establishment of a Migration Unit within the Ministry of Labour and Social Security which is responsible for regulating all activities relating to the recruitment and emigration of workers from Sierra Leone for the purpose of overseas employment. Section 5 of the Act stipulates that a licensee may not recruit persons for overseas employment without a valid license, sets out the conditions to be met for obtaining a license and provides for fines and penalties in the event that the PEA operates without a valid license (section 5(2)). With respect to fee-charging, section 31 of the 2023 Employment Act, entitled Reward not to be Demanded or Accepted, provides that “a person shall not demand or accept directly or indirectly from a person seeking employment, or from a person acting on his behalf, money, gift, or other consideration whatever for providing him with employment other than such fee as may be prescribed”. The Committee requests the Government to provide information on the measures taken to give effect to the provisions set out in Article 15(1)(a) through (e) of the Convention for Sierra Leone citizens mediated abroad for employment as domestic workers, as well as for migrant domestic workers from abroad who are recruited or placed in employment in Sierra Leone by private employment agencies. The Committee further requests the Government to supply updated information on the consultations held in giving effect to this Article of the Convention with the most representative organizations of employers and workers and, where they exist, with organizations representative of domestic workers and those representative of employers of domestic workers. Lastly, the Committee wishes to encourage the Government to take steps, following the guidance provided in Paragraph 23 of the Domestic Workers Recommendation, 2011 (No. 201), to promote good practices by private employment agencies in relation to domestic workers, including migrant domestic workers, taking into account the principles and approaches in the Private Employment Agencies Convention, 1997 (No. 181), and the Private Employment Agencies Recommendation, 1997 (No. 188).

Article 16. Access to justice. The Government indicates that redress mechanisms are available to all workers regardless of cadre or status. It adds that the Ministry of Labour, Employment and Social Security pays particular attention to groups in vulnerable situations in the resolution of employment disputes. The Government does not, however, provide concrete information in respect of the manner in which effect is given to this Article of the Convention in practice. The Committee further notes the Government’s indication that records of court decisions are not readily available. The Committee requests the Government to provide concrete information regarding the measures taken to ensure, in accordance with national laws, regulations and practice, that domestic workers have effective access to courts, tribunals, or other dispute resolution mechanisms, under conditions that are not less favourable than those available to workers generally. In addition, the Committee invites the Government to consider taking steps to raise awareness among domestic employers and domestic workers, including migrant domestic workers, of their rights and obligations, and to facilitate and secure the effective access of domestic workers, including through providing a public outreach service to inform domestic workers, in languages that they understand, of their rights and the remedies available to them in the event of violations of such rights (Domestic Workers Recommendation, 2011 (No. 201), Para. 21(1)). Moreover, to the extent that Sierra Leone is a country of origin of migrant domestic workers, the Government is invited to consider providing assistance to effectively protect the rights of these workers, by informing them of their rights before departure, establishing legal assistance funds, social services and specialized consular services and through any other appropriate measures (Recommendation No. 201, Para. 21(2)). Lastly, the Committee requests the Government to provide updated information on decisions rendered by courts of law or other dispute resolution mechanisms involving questions of principle relating to the application of the Convention, including copies or extracts of any such decisions.

Article 17. The Government indicates that grievance mechanisms are accessible to all workers in Sierra Leone, including domestic workers. It adds that the MLSS pays particular attention to vulnerable workers and works in collaboration with rights-based organizations to actively promote such workers’ rights. The Government further indicates that labour inspectors are mandated to make routine on the spot checks without notice to ensure that the rights of workers, including domestic workers, are respected while also preserving the employer’s right to privacy. Section 5 of the 2023 Employment Act vests the Commissioner with authority to, among other things: enter into a workplace for inspection without prior notice (section 5(1)(a)); carry out examinations to ensure that the rights of workers under the Act have not been violated (section 5(1)(b)); and institute civil or criminal proceedings in the High Court with respect to a violation or alleged violation of the Act or any other law relating to labour and employment (section 5(1)(g)). In addition, pursuant to section 8 of the Act, the Commissioner is required to submit annual reports to the Minister of Labour and Social Security on the performance of its functions, policies and programmes, including statistics of inspection visits, workplace violations and penalties imposed, as well as statistics of proceedings brought before the High Court and their disposal. The Committee nevertheless recalls that, in its 2023 Observation with respect to the application of the Labour Inspection Convention, 1947 (No. 81), the Committee noted with concern that the labour inspectorate in Sierra Leone continues to face severe constraints in terms of human and material resources, noting the Government’s indication that despite efforts made for the addition of labour inspectors, there had been no new recruitments due to lack of funding. The Committee requests the Government to indicate the measures taken to establish effective and accessible complaints mechanisms and means of compliance with national legislation for domestic workers, including measures for inspection, enforcement and penalties, that take account of the special characteristics of domestic work. The Government is further requested to provide additional concrete information on the measures taken to give full effect to Article 17(2) of the Convention, including statistical information on the number of inspections in the context of domestic work, the nature of violations detected, and the sanctions imposed.

Article 18. Implementation. The Government indicates that the Convention is being implemented through recently enacted legislation, such as the 2023 Employment Act and the Employment Regulations. It adds that these processes involve extensive consultations with employers’ and workers' organizations such as the Sierra Leone Employers Federation (SLEF) and the Sierra Leone Labour Congress (SLCC). The Government indicates that a copy of its first report was communicated to the SLCC, the SLEF, as well as to the Sierra Leone Domestic Workers Union (SLeDoWU), among other stakeholders. It is noted that section 4 of the 2023 Employment Act provides that the Public Service Commission shall appoint a Commissioner of Labour and Employment responsible for all matters relating to labour, and specifically for the administration, application and enforcement of the Act. The Government provides no concrete information with respect to the manner in which this Article of the Convention is implemented through laws, regulations and collective agreements or additional measures, by extending or adapting existing measures to cover domestic workers or by developing specific measures for them. The Government refers to the Service Trade Group Collective Agreement, indicating that it provides protections for domestic workers. It does not, however, provide a copy of the collective agreement. The Committee requests the Government to provide detailed information on the nature and impact of consultations held with the most representative organizations of employers and workers and with organizations of domestic workers and domestic employers, including the Sierra Leone Domestic Workers Union, relevant to the application of the provisions of the Convention. It also invites the Government to provide a copy of the Service Trade Group Collective Agreement referenced in its first report, as well as any other collective agreement relevant to the application of the provisions of the Convention in the domestic work sector. Lastly, the Committee requests the Government to keep the Office informed of the adoption or amendment of national legislation or regulations or other developments relevant to the application of the Convention.