Source: http://www.ilo.org/dyn/travail/travmain.sectionReport1?p_lang=en&p_countries=FJ&p_sc_id=2000&p_year=2011&p_structure=3
Timestamp: 2015-12-01 00:17:34
Document Index: 375819354

Matched Legal Cases: ['art 11', '§3', '§101', '§101', '§101', '§101', '§101', '§101', '§101', '§68', 'art 11', 'art 11', '§3', '§101', '§101', '§101', '§101', '§101', '§101', '§101', '§14', '§9', '§75', '§104', '§104', '§104', '§101']

Page 1 of 1 (1 countries) Fiji - Maternity protection - 2011
Employment Relations Promulgation 2007, Promulgation no. 36 of 2007 dated 2 October 2007, published by the Ministry of Labour, Industrial Relations and Employment, on http://www.labour.gov.fj/laws.htm, accessed 26 July 2011 Employment Relations Promulgation 2007Remarks: Article 3 provides that the Promulgation applies to all employers and workers in workplaces in Fiji, including the Government, other Government entities, local authorities, statutory authorities and the Sugar Industry, but does not apply to the following: members of the Republic of Fiji Military Forces, Fiji Police Force and Fiji Prisons and Correction Services.
Health and Safety at Work Act 1996 as published by the Ministry of Labour, Industrial Relations and Employment at http://www.labour.gov.fj/laws/HASAWA1996.pdf and accessed on 28 July 2011 Health and Safety at Work Act 1996
Health and Safety at Work (General Workplace Conditions) Regulations 2003 as published by the Ministry of Labour, Industrial Relations and Employment at http://www.labour.gov.fj/laws/HASAWA1996.pdf and accessed on 26 July 2011 Health and Safety at Work (General Workplace Conditions) Regulations 2003
The Employment Relations Promulgation provides for an entitlement to 84 days maternity leave.Employment Relations Promulgation 2007 Part 11 Scope
The maternity leave entitlement provided by the Employment Relations Promulgation 2007 applies to all employers and female workers in workplaces in Fiji, including the Government, other Government entities, local authorities, statutory authorities and the Sugar Industry, but does not apply to the following: members of the Republic of Fiji Military Forces, Fiji Police Force and Fiji Prisons and Correction Services.Employment Relations Promulgation 2007 §3 Qualifying conditions
The only qualifying condition on the right to maternity leave is the requirement to provide the employer with a certificate from a registered medical practitioner or registered nurse specifying the possible date of birth.Employment Relations Promulgation 2007 §101(1) Remarks: Further qualifying conditions pertain to the right to payment for the period of leave: see §101(2) and (4).
The maternity leave entitlement is to a period of 84 consecutive days.Employment Relations Promulgation 2007 §101 Compulsory leave
No compulsory leave requirements identified. The Employment Relations Promulgation expressly states that a womans maternity leave entitlement may be taken at any time before or after confinement. However, where the woman chooses to work during the pre-confinement period, she must produce a medical certificate certifying that she is fit to work during that period.Employment Relations Promulgation 2007 §101(3) General total duration
The maternity leave entitlement is to a period of 84 consecutive days.Employment Relations Promulgation 2007 §101(1) Historical data (year indicates year of data collection)
There is no express provision for an extension of the maternity leave period.Employment Relations Promulgation 2007 §101 Remarks: However, §101(6) of the Employment Relations Promulgation contemplates that a woman may be away from work for longer than 84 days, providing that there is no entitlement to wages for any such period.
There is no specific entitlement to leave in the case of illness or complications related to pregnancy or birth. However, a woman may have an entitlement to up to 10 days paid sick leave. To be entitled to sick leave, the worker must:(a) have completed more than 3 months continuous service with the same employer;(b) be incapable of work;(c) as soon as reasonably practicable notify the employer of her absence and the reason for it; and(d) produce, if requested by the employer, a written certificate signed by a registered medical practitioner, certifying the workers incapacity for work.Employment Relations Promulgation 2007 §68 RELATED TYPES OF LEAVE
No statutory entitlement to related types of leave identified.
No statutory entitlement to parental leave identified.
No statutory entitlement to paternity leave identified.
No statutory entitlement to part-time work identified.
Cash benefits arise in relation to maternity leave taken under the Employment Relations Promulgation, subject to certain conditions.Employment Relations Promulgation 2007 Part 11 Maternity leave benefits
Maternity leave benefits are provided by the Employment Relations Promulgation.Employment Relations Promulgation 2007 Part 11 Scope
The scope of the maternity leave pay entitlement mirrors the scope of the maternity leave entitlement. That is, all employers and women in workplaces in Fiji, including the Government, other Government entities, local authorities, statutory authorities and the Sugar Industry, but does not apply to members of the Republic of Fiji Military Forces, Fiji Police Force and Fiji Prisons and Correction Services.Employment Relations Promulgation 2007 §3 Qualifying conditions
The woman must have been employed for a period of (or periods amounting in aggregate to) not less than 150 days during the 9 months before the birth of her child in order to be entitled to paid maternity leave under the Employment Relations Promulgation. The woman will be entitled to full remuneration for the period of maternity leave for the first 3 births. For her fourth and subsequent births, she will be entitled to only half her normal remuneration for the period of maternity leave.Employment Relations Promulgation 2007 §101(2) and (4) Remarks: The period of leave to which a woman is entitled is not affected by the number of days she has worked in the preceding 9 months, or the number of times she has previously given birth. Further, the births to be taken into account for the purposes of determining a woman's maternity leave pay entitlement under §101(2) are not expressly limited to those during the woman's period of service with the employer from whom she seeks maternity leave pay. That is, any child born prior to the mother's current period of employment may affect the level of her maternity leave pay entitlement.
The entitlement to maternity leave pay is 84 days. A woman will not be entitled to wages in respect of any days taken in excess of 84 days.Employment Relations Promulgation 2007 §101(1), (2), (6) Amount
The woman will be entitled to the normal remuneration she would have received as if she had been at work for the first 3 births. For her fourth and subsequent births, she will be entitled to only half the normal remuneration she would have received as if she had been at work .Employment Relations Promulgation 2007 §101(2) Historical data (year indicates year of data collection)
2009: A flat rate of 1.50 Fiji dollars a day for the normal duration of maternity leave (42 days before and 42 days after confinement).
2004: Flat rate
1998: Flat rate
1994: Flat rate
The employer is liable for the maternity leave payments.Employment Relations Promulgation 2007 §101 Remarks: If there is more than one employer from whom the woman would be entitled to claim wages under §101 of the Employment Relations Promulgation, the Permanent Secretary, labour officer or labour inspector must determine the amount of wages that must be paid by each employer (§101(5) Employment Relations Promulgation).Historical data (year indicates year of data collection)
No statutory entitlement to parental leave benefits identified.
No statutory entitlement to paternity leave benefits identified.
No statutory entitlement to adoption leave benefits identified.
No entitlements to pre- or post-natal medical benefits identified.
No entitlements to pre- or post-natal medical benefits identified under either the Employment Relations Promulgation or national social security laws.Remarks: The only national social security scheme identified is the Fiji National Provident Fund, established under the Fiji National Provident Fund Act [Cap 219]. This is directed at making provision for retirement, whether due to age or disability. It does not appear to provide for pre-natal, childbirth or post-natal care.
There are no health protection measures specific to pregnant or breastfeeding workers. However, general health and safety obligations apply.Health and Safety at Work Act 1996 Health and Safety at Work (General Workplace Conditions) Regulations 2003 Arrangement of working time
No provisions specific to the arrangement of working time for pregnant or breastfeeding workers identified. However, there is a general obligation on employers to ensure the health and safety of all workers.Employment Relations Promulgation 2007 Health and Safety at Work Act 1996 Remarks: See also requirement to provide sufficient rest facilities as contained in the Health and Safety at Work (General Workplace Conditions) Regulations 2003 at §14.
No provisions specific to dangerous or unhealthy work by pregnant or breastfeeding workers identified. However, there is a general obligation on employers to ensure the health and safety of all workers.Health and Safety at Work Act 1996 §9 NON-DISCRIMINATION AND EMPLOYMENT SECURITY
The Employment Relations Promulgation provides for the right to non-discrimination and employment security for pregnant women and new mothers.Employment Relations Promulgation 2007 Anti-discrimination measures
The Employment Relations Promulgation prohibits direct or indirect discrimination on a grounds relating to personal characteristics, including gender, birth, age, marital status, employment status and family status. The right to equal treatment extends to the following employment related matters:(a) selection for employment;(b) the terms of employment, conditions of work, or other fringe benefits, and opportunities for training, promotion, and transfer;(c) termination of employment; and(d) retirement.Employment Relations Promulgation 2007 §§75, 77 Prohibition of pregnancy testing
No woman must be terminated from employment on the ground of pregnancy.Employment Relations Promulgation 2007 §104(1) Remarks: However, if, after three months from the expiration of her maternity leave, a woman remains absent from work, as a result of illness (certified by a registered medical practitioner) arising out of her pregnancy or the birth of her child rendering her unfit for work, her employer may give her notice of termination (§104(3) Employment Relations Promulgation 2007).
Where a termination occurs while a woman is pregnant, the burden of disproving that the termination was related to that condition rests with the employer.Employment Relations Promulgation 2007 §104(2) Guaranteed right to return to work
A woman who returns to her employment after maternity leave:(a) must be appointed to the same or equivalent position held prior to proceedings on maternity leave, without any loss of salary, wages, benefits and seniority; or(b) may be appointed to a higher position.Employment Relations Promulgation 2007 §101(7) Results generated on: 01st December 2015 at 01:17:34.Page 1 of 1 (1 countries) ^ top