St. Lucia - Law

Nonpregnant and nonnursing women can do the same jobs as men (1=yes; 0=no)

Definition: Non-pregnant and non-nursing women can do the same jobs as men indicates whether there are specific jobs that women explicitly or implicitly cannot perform except in limited circumstances. Both partial and full restrictions on women’s work are counted as restrictions. For example, if women are only allowed to work in certain jobs within the mining industry, e.g., as health care professionals within mines but not as miners, this is a restriction.

Source: World Bank: Women, Business and the Law.

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Year Value
2015 1.000

Law prohibits or invalidates child or early marriage (1=yes; 0=no)

Definition: Law prohibits or invalidates child or early marriage is whether there are provisions that prevent the marriage of girls, boys, or both before they reach the legal age of marriage or the age of marriage with consent, including, for example, a prohibition on registering the marriage or provisions stating that such a marriage is null and void.

Source: World Bank: Women, Business and the Law.

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Year Value
2015 1.000

Law mandates equal remuneration for females and males for work of equal value (1=yes; 0=no)

Definition: Law mandates equal remuneration for females and males for work of equal value is whether there is a law that obligates employers to pay equal remuneration to male and female employees who do work of equal value.“Remuneration” refers to the ordinary, basic or minimum wage or salary and any additional emoluments payable directly or indirectly, whether in cash or in kind, by the employer to the worker and arising out of the worker’s employment. “Work of equal value” refers not only to the same or similar jobs but also to different jobs of the same value.

Source: World Bank: Women, Business and the Law.

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Year Value
2015 1.000

Law mandates paid or unpaid maternity leave (1=yes; 0=no)

Definition: Law mandates paid or unpaid maternity leave is whether there is a law mandating paid or unpaid maternity leave available only to the mother. Provisions for circumstantial leave by which an employee is entitled to a certain number of days of paid leave (usually fewer than five days) upon the birth of a child are considered paternity leave; even if the law is gender-neutral, such leave is not considered maternity leave if the law covers maternity leave elsewhere.

Source: World Bank: Women, Business and the Law.

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Year Value
2015 1.000

Law mandates nondiscrimination based on gender in hiring (1=yes; 0=no)

Definition: Law mandates nondiscrimination based on gender in hiring is whether the law specifically prevents or penalizes gender-based discrimination in the hiring process; the law may prohibit discrimination in employment on the basis of gender but be silent about whether job applicants are protected from discrimination. Hiring refers to the process of employing a person for wages and making a selection by presenting a candidate with a job offer. Job advertisements, selection criteria and recruitment, although equally important, are not considered “hiring” for purposes of this question.

Source: World Bank: Women, Business and the Law.

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Year Value
2015 1.000

Legislation exists on domestic violence (1=yes; 0=no)

Definition: Legislation exists on domestic violence is whether there is legislation addressing domestic violence: violence between spouses, within the family or members of the same household, or in interpersonal relationships, including intimate partner violence that is subject to criminal sanctions or provides for protection orders for domestic violence, or the legislation addresses “cruel, inhuman or degrading treatment” or “harassment” that clearly affects physical or mental health, and it is implied that such behavior is considered domestic violence.

Source: World Bank: Women, Business and the Law.

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Year Value
2015 1.000

Mothers are guaranteed an equivalent position after maternity leave (1=yes; 0=no)

Definition: Mothers are guaranteed an equivalent position after maternity leave is whether employers of women returning from maternity leave are legally obligated to provide them with an equivalent position after maternity leave. It takes into account paid and unpaid maternity leave and captures whether the employer has a legal obligation to reinstate the returning employee in an equivalent or better position and salary than the employee had pre-leave. Where the maternity leave regime explicitly states that the employee may not be indefinitely replaced, the answer is assumed to be “Yes.” Where the maternity leave regime explicitly establishes a suspension of the employee’s contract, the answer is assumed to be “Yes.” In economies that also have parental leave and the law guarantees return after the leave to the same or an equivalent position paid at the same rate but is silent on guaranteeing the same position after maternity leave, the answer is “Yes.” The answer is “N/A” if no paid or unpaid maternity leave is available.

Source: World Bank: Women, Business and the Law.

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Year Value
2015 1.000

Nondiscrimination clause mentions gender in the constitution (1=yes; 0=no)

Definition: Nondiscrimination clause mentions gender in the constitution is whether there is a nondiscrimination clause in the constitution which mentions gender. For the answer to be “Yes,” the constitution must use either the word discrimination or the word nondiscrimination or even when there is a “clawback” provision granting exceptions to the nondiscrimination clause for certain areas of the law, such as inheritance, family and customary law. The answer is “No” if there is no nondiscrimination provision, or the nondiscrimination language is present in the preamble but not in an article of the constitution, or there is a provision that merely stipulates that the sexes are equal, or the sexes have equal rights and obligations. The answer is "N/A" if there is no nondiscrimination provision.

Source: World Bank: Women, Business and the Law.

See also:

Year Value
2015 1.000

Classification

Topic: Gender Indicators

Sub-Topic: Participation & access