Demande directe (CEACR) - adoptée 2020, publiée 109ème session CIT (2021)

Convention (n° 100) sur l'égalité de rémunération, 1951 - Macédoine du Nord (Ratification: 1991)

Autre commentaire sur C100

Demande directe

2020
2017
2015
2010
2008

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North Macedonia (ratification: 1991)

The Committee takes note of the supplementary information provided by the Government in light of the decision adopted by the Governing Body at its 338th Session (June 2020). The Committee proceeded with the examination of the application of the Convention on the basis of the supplementary information received from the Government this year, as well as on the basis of the information at its disposal in 2019.

Article 1 of the Convention. Equal remuneration for work of equal value. Legislation. In follow up to its previous comments in this regard, the Committee notes the Government’s confirmation in its report that the process of amending section 108(1) of the Law on Labour Relations that requires “equal pay for equal work with equal job requirements” to give full effect of the principle of “equal remuneration for work of equal value” is still ongoing as it is a part of a broad consultation process involving the social partners, the NGO sector, judges, and the scientific community. The Committee requests the Government to provide information on any progress achieved in the adoption of amendments to the law implementing the principle of the Convention. Please provide a copy of the new Law on Labour Relations once adopted.

Occupational gender segregation and gender remuneration gap. In its previous comments, the Committee requested the Government to adopt measures to facilitate the access of women to the labour market and to address the gender remuneration gap. The Committee takes note of the Government’s indication that a series of measures have been adopted in this regard, including: the modification of the Election Code to introduce gender quotas, and the adoption of financial programs to support micro and small enterprises in opening new positions that have benefited to women workers (between 2013 and 2016, 58 per cent of beneficiaries were women). The Committee also notes the detailed information provided on the activities of the Commission for Equal Opportunities for Women and Men, responsible for monitoring the implementation of measures on gender equality. The Committee notes that the Government indicates that despite some positive progresses, significant gender differences in the labour market remain, as stereotypes of “male” and “female” roles in society persist. The Government indicates that in 2017, the adjusted salary gap between men and women was around 17 per cent. The Committee further observes that based on the statistics published by the State Statistical Office, in the fourth semester of 2019, the employment rate of men between 15 and 64 years old was 64.9 per cent while for women in the same age range, it was 46.1 per cent. With a view to reducing inequalities in remuneration that exist between men and women in the labour market, the Committee requests the Government to continue its efforts: (i) to facilitate the access of women to the labour market; and (ii) to improve their access to a wider range of job opportunities at all levels, including sectors in which they are currently absent or under-represented. The Committee requests the Government to provide information regarding any actions taken s in this regard.

Article 3. Objective job evaluation. Previously, the Committee requested the Government to promote the establishment of objective job evaluation methods. The Committee notes that the Government does not provide information on this matter in its report. It recalls that objective job evaluations are formal procedures that assist in giving effect to the principle of the Convention. Determining if two jobs that differ in content are nonetheless equal in value requires some method to compare them. These procedures involve: 1) analysing the content of different jobs (based on objective factors such as such as skills/qualifications, effort, responsibilities and working conditions); 2) giving to each job a numerical value used for comparison; and 3) determining whether their corresponding pay is just and free from gender bias (for example, the undervaluation of jobs typically performed by women) The Committee requests the Government to indicate whether such formal procedures are in place (for instance at the level of the enterprises, at the sectoral level when fixing salary scales, etc.).

Article 4. Cooperation with employers and workers’ organizations. Noting that the Government does not provide information in this regard, the Committee requests the Government to provide details on its cooperation with the social partners to ensure real progress in the achievement of the Convention’s objective of equal remuneration for men and women for work of equal value.

Application in practice Previously the Committee requested the Government to communicate on the application in practice of the principle enshrined in the Convention. It notes the information provided on the supervision of the payment of the minimum wage. The Committee requests the Government to provide information on any awareness raising activities on the application in practice of the principle of equal remuneration for men and women for work of equal value, in particular those undertaken by the public authorities.