Thank you for your invaluable contribution to the Women, Business and the Law project and to the work of the World Bank Group.

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1 Women, Business and the Law wbl.worldbank.org «Survey_Economy» Dear «FirstName» «LastName», The Women, Business and the Law (WBL) report is a publication of the World Bank Group that benchmarks laws and regulations influencing women s capacities and decisions to participate in the workforce and start businesses. Like men, women consider entrepreneurship and employment important ways of increasing their incomes. But women entrepreneurs and employees may also face additional constraints due to their gender. Women, Business and the Law examines gender differentiations in legal treatment one of many factors that determine the course of women s working lives. In order to compile the data for our next report, we would be honored to benefit from your expertise. We are particularly interested in learning if reforms affecting the survey questions have been passed since 30 April The latest edition of the report, Women, Business and the Law 2014: Removing Restrictions to Enhance Gender Equality, was launched on 24 September 2013, expanding coverage to 143 economies and a dataset of 7 indicators of gender differences in formal laws and institutions. Two of the 7 indicators are covered in this questionnaire as described: Getting a job assesses restrictions on women s work such as prohibitions on working at night or in certain industries. It also covers laws on work-related maternity, paternity, and parental benefits, retirement ages, equal remuneration for work of equal value and nondiscrimination in hiring. Providing incentives to work examines personal income tax credits and deductions available to women relative to men, and the provision of childcare and education services. Your contribution will be acknowledged on the World Bank Group s Women, Business and the Law website ( and in the printed edition of the global report. The report has been cited by local and regional media around the world, giving wide exposure to our legal contributors and garnering over 1,000 media mentions as of July The project is also active on social media, with over 5,700 fans on Facebook and 288 members on LinkedIn. The report has been acknowledged for filling a critical data gap on how legislation affects women s economic prospects. Women, Business and the Law s indicators are used by the international community to measure women s economic opportunities and as a resource for policy makers. Your contribution makes it possible to gather critical information on how laws influence women s employment and entrepreneurship decisions. For Women, Business and the Law 2016, we are planning on expanding the current indicators as well as the coverage of economies. To obtain the data, the project relies on pro bono contributions from lawyers, judges, academics, and civil society organizations in over 143 economies worldwide. Please return the completed questionnaire to WBLlabor@worldbank.org. Please make sure to fill out your contact information, so we can send you a complimentary copy of the report. If you have any questions, do not hesitate to contact us. We appreciate your time and effort. Thank you for your invaluable contribution to the Women, Business and the Law project and to the work of the World Bank Group. Sincerely, Katrin Schulz Tel: 1(202) kschulz@worldbank.org Garam Alkastalani Dexter Tel: 1(202) gdexter@worldbank.org

2 Primary Contributor Information: Please check the box next to information you do not want us to publish. Do not publish Never Published Name Title (Mr., Ms., Dr.) «Title» [ ] First Name Last Name Position (e.g. manager, associate, partner) Profession (e.g. judge, lawyer, architect) «FirstName» «LastName» [ ] [ ] «Position» [ ] «ExpertiseName» [ ] Contact details Do not publish Firm name «FirmName» [ ] Website «FirmWebsite» [ ] Do not publish address « » [ ] Do not publish Phone «Phone» [ ] Never Published Do not publish Fax «Fax» [ ] Mobile phone «MobilePhone» [ ] Firm Address Street «FirmAddress» [ ] P.O. Box «FirmPostOffice [ ] Box» City «FirmCity» [ ] State/ Province «FirmStateProvi [ ] nce» Zip/Postal code «FirmZipcodePostalCo de» [ ] Country «FirmCountry» [ ] «LanguageCode» «crm_dbeconomy» «crm_sfcontributorid» «crm_sfsurveyid» «crm_indicator» «crm_economy» «FbsSurveyID» «FSTokenValue» Additional Contributor(s): If there are more people whom you would like us to acknowledge, kindly send us an . Name Occupation Phone Address [title] [first name] [last name] [title] [first name] [last name] [firm] [position] [profession] [firm] [position] [profession] [ ] [phone] [mobile] [ ] [phone] [mobile] [street] [state/province] [city/country] [street] [state/province] [city/country] [title] [first name] [last name] [firm] [position] [profession] [ ] [phone] [mobile] [street] [state/province] [city/country] Paperless Option for Complimentary Report and Certificate We welcome you to join us in conserving resources: Please me an electronic copy of the report and my certificate of appreciation, rather than mailing me a paper copy. Referrals: Please help us expand our list of contributors by referring us to other experts in the private or public sector (lawyers, notaries, public officials or any expert on this field) who can respond to the questionnaire. First name Last name Position Firm Address Phone [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ] [ ]

3 How to proceed 1. Please provide your contact information and the information regarding others who contributed to the completion of this survey. Please indicate whether, in recognition of your contribution, you would like your contact information on our website and/or publication. 2. Please review the assumptions in order to fully understand the context of the survey. If you have any questions about the assumptions or any instructions, please look to the methodology section on our website which contains more detailed explanations at 3. Please use the field called legal basis to indicate the legal source of your answer. As part of the legal source, please cite the name of the law and the specific applicable articles or sections. If no restrictions apply or if "no applicable provisions could be located," please use that as the answer. Any comments relevant to understanding your answer should also be entered here. There is additional space for comments and links to relevant laws at the bottom of each section. 4. Please note any changes in the law that have taken place since 30 April 2013, in the appropriate questions on reforms and also correct the information provided if you feel it does not accurately reflect the situation in «Survey_Economy». 5. If any additional assumptions are necessary to provide answers to any of the questions, please make what you consider to be the most reasonable assumption and inform us of the choice you have made and why it was necessary. 6. When going through the survey, please keep in mind the following definitions: Correction: A correction results from an error in the data presented (e.g. the pre-filled information we have included in the questionnaire is incorrect). Please keep in mind that the pre-filled information in the survey should be correct as of 30 April Reform: A reform results from a modification in the law or the enactment of new legislation (e.g. a new act, code, law, decree, order, Supreme Court decision, amendment) affecting the answers, which occurred after 30 April Assumptions The survey reflects the situation of a typical woman working or seeking employment in the private sector in the largest business city in «Survey_Economy». The woman: Resides in «Survey_City». 1 Has reached the legal age of majority and is capable of making decisions as an adult. If there is no legal age of majority, the woman is assumed to be 30 years old. Is sane, competent, in good health, has no criminal record, and is a lawful citizen of «Survey_Economy». Is employed or is seeking employment in the private sector. Has been working long enough to accrue all benefits, including any maternity or retirement benefits. 1 Economy's largest business city. 0

4 1. Restrictions on Type and Time of Work 1.1. Can pregnant women and nursing mothers work the same number of hours as men and other women? 1.2. Can women work the same night hours as men? This question only refers to non-pregnant women and non-nursing mothers Can women work in the same industries (e.g. mining) or spheres of economic activity (e.g. activities that require heavy lifting) as men? Restrictions on pregnant or nursing mothers are not included in this question. and 1.4. If the answer to 1.3 is No, please indicate whether women can work in the following industries in the same way as men. Select Yes if no restrictions on women exist or if men and women can equally work in the industry. Only include a legal basis where the answer is No. and Mining Construction Metalworking and car industries Factories Work with minimum weight lifting requirements 1.5. Can women work in any of the following types of activities in the same way as men? Restrictions on pregnant or nursing mothers are not included in this question. The answer is No only where legislation explicitly uses terms such hazardous, arduous, morally or socially inappropriate or their synonyms to describe a broad category of jobs that women are legally prohibited from doing. In most cases, such jobs are not objectively defined in the law. In other cases, they may be enumerated in subsidiary legislation. and 1

5 Hazardous Arduous Morally or socially inappropriate 1.6. Please include any additional comments and links to laws relevant to this section: 2. Maternity, Paternity and Parental Leave Additional Instructions: Maternity Leave 1. Maternity leave, as defined here, means leave that it is available only to the mother. Please do not use parental leave that is available to both parents to answer the questions referring to maternity leave. 2. Please assume that this is the woman s first pregnancy, and she is pregnant with only one child. 3. Please assume that the woman in question has worked long enough to accrue all maternity benefits. Paternity Leave 1. Paternity leave, as defined here, means leave that is available only to the father. Please do not use parental leave that is available to both parents to answer the questions referring to paternity leave 2. Please assume that this is the first child of the couple, and only one child is being carried. 3. Please assume that the man in question has worked long enough to accrue all paternity benefits. Parental Leave 1. Parental leave, as defined here, means leave that can be taken by either the mother or the father, depending on who the primary caregiver of the child is. 2. Please assume that this is the first child of the couple, and only one child is being carried. 3. Please assume that the couple in question has worked long enough for each of them to accrue all parental benefits Does the law mandate paid or unpaid leave under the following categories: Here the leave can be paid or unpaid, as long as the government explicitly mandates some form of leave. and Maternity Paternity Parental 2

6 2.2. What is the mandatory minimum length of paid leave (in calendar days) for each of the following? This is the minimum number of days of leave that legally have to be paid for by the government, the employer or both. and Maternity Paternity Parental 2.3. If paid parental leave can be shared amongst both parents, and places restrictions on the amount of leave that can be taken by either parent, what is the minimum amount that must be taken (in calendar days): and By the mother (if applicable) By the father (if applicable) 2.4. What percentage of wages are paid during the following types of leave? and Maternity Paternity Parental If the law does not stipulate a percentage, please describe the manner in which the portion of wages is determined, or indicate the flat rate: 2.5. Who pays the following benefits? These questions cover whether benefits are paid by the government, the employer or both. If only the employer pays the benefits, the employer bears the entire cost of the benefits and is paying the employee directly. and Maternity Paternity Parental 2.6.A. What is the mandatory minimum length of unpaid leave in the following categories (this is in addition to paid leave if such leave exists): and Maternity Paternity Parental 2.6.B. Please select Yes if unpaid leave in the following categories is in addition to paid leave: Maternity Paternity Parental 3

7 2.7. If unpaid parental leave can be shared amongst both parents, and places restrictions on the amount of leave that can be taken by either parent, what is the minimum amount that must be taken (in calendar days): and By the mother (if applicable) By the father (if applicable) 2.8. Please include any additional comments and links to laws relevant to this section: 3. Childcare Definitions: Childcare: Childcare may take several forms: kindergartens or crèches, day-care centers, in-home care and child-minding arrangements. Public provision of childcare: Public provision of childcare is defined as childcare services provided, funded or subsidized by the government. Direct public provision of childcare: The direct public provision of childcare refers to childcare that is both operated and funded (fully or partially) by the government, i.e. childcare staff are government employees and childcare facilities are government-owned. Parents often must pay a co-fee and access is often means-tested. Subsidized provision of childcare: The subsidized provision of childcare refers to childcare services provided by private entities that receive government funding, i.e. staff are private sector employees and facilities are privately owned. Parents often must pay a co-fee and access is often means-tested. Means-tested: Means-tested access refers to government services that are available to families who meet specified income-requirements Does the state provide free compulsory primary education for children? and 3.2. Is there public provision of childcare for children under the age of primary education? and Direct Public Provision of Childcare 3.3.A. Does the law mandate the government to directly provide childcare services? 3.3.B. If Yes, is it means tested? 4

8 3.3.C. Please describe the government childcare programs available: Subsidized provision of childcare 3.4.A. Does the law mandate the government to subsidize private childcare providers (fully or partially)? 3.4.B. Please describe the subsidized childcare programs available under the law: 3.5.A. Does the law mandate the government to distribute payments to the parents of children under the age of primary education specifically for childcare, or directly to the childcare provider of the parents' choice? This may include direct payments and vouchers. 3.5.B. If Yes, is it means tested? 3.5.C. If Yes, please describe: Financial support for parents of children under the age of primary education 3.6.A. Does the government provide a non-tax benefit to parents? This question is designed to capture government support programs such as one-time payments upon the birth of a child or monthly/annual support payments from the government. This is distinguished from childcare specific benefits captured in the preceding questions. 3.6.B. If Yes, please describe: 3.7. Please include any additional comments and links to laws relevant to this section: 4. Family Care This module is designed to capture leave granted to individuals to care for ill for relatives and is not to be duplicative of the responses in section 2 covering maternity/ paternity/ parental leave Does the government provide financial support to individuals acting as caregivers for sick relatives? 4.2. Do laws or regulations exist that require employers to provide short-term leave when an employee needs to care for a relative (excluding maternity, paternity or parental leave)? 5

9 4.3. What is the mandatory minimum length of paid leave to care for a relative? 4.4 What is the mandatory minimum length of unpaid leave to care for a relative? 4.5. Who pays for such leave benefits? 4.6. What percentage of wages is paid during such leave? 4.7. Please include any additional comments and links to laws relevant to this section: 5. Retirement and Pensions Additional Instructions: 1. Minimum pensionable age means the age at which an employee can retire and receive partial pension benefits, as opposed to working longer and being entitled to full benefits. Minimum pensionable age is also called early pensionable age. This does not include early retirement for health reasons or any other exceptional condition or reason. 2. The questions under this section are not to be answered based on any special age retirements for certain industries or types of activities. 3. Pension does not include the right to take out funds for specific purposes prior to the pensionable age, such as to finance the purchase of a home at any time. 5.1.A. What is the age at which a person working in the private sector can retire and receive full benefits: and For men For women 5.1.B. At what age is it mandatory to retire? (Please indicate N/A if there is no mandatory retirement age): and For men For women 5.2. What is the minimum pensionable age in the private sector: and For men For women 6

10 5.3. Please include any additional comments and links to laws relevant to this section: 6. Part Time Work or Employment 6.1.A. How is part-time work/employment defined? The term comparable full-time worker refers to a full-time worker who: Has the same type of employment relationship; Is engaged in the same or a similar type of work or occupation; and Is employed in the same establishment or, when there is no comparable full-time worker in that establishment, in the same enterprise or, when there is no comparable full-time worker in that enterprise, in the same branch of activity. 6.1.B. If Other, please comment: 6.2. What is the maximum number of hours an employee can work per week and be considered a part-time employee? In the questions below, please select N/A if any of the following apply: Part-time work is not defined No pension system exists The system is not designed as specified 6.3.A. Are part-time workers eligible for pension plans? 6.3.B. If Yes, do any requirements for eligibility exist? Time threshold Earnings threshold Other 6.3.C. If Other, please describe: 6.4. Do part-time workers receive pension benefits on a pro-rated basis? Calculations on a pro-rated basis may be determined in proportion to hours of work, contributions or earnings, or through other methods consistent with national law and practice Please include any additional comments and links to laws relevant to this section: 7

11 7. Dealing with Taxes: Deductions and Credits 7.1. Are payments for childcare tax deductible? and 7.2. Are there specific tax deductions or tax credits that are only applicable to: and Men Women 7.3. Please include any additional comments and links to laws relevant to this section: 8. Additional Labor Information 8.1. Are there laws penalizing or preventing the dismissal of pregnant women? 8.2. Are there laws obligating the employer to give the female employee the same position or an equivalent position paid at the same rate when she returns from maternity leave? 8.3. Are employers required to provide break time for nursing mothers who express breast milk at work? 8.4. Do employees with minor children have any additional legal rights to a flexible or a part-time work schedule? and 8.5. Does the law mandate equal pay for equal work in compliance with ILO standards, by referencing equal remuneration for work of equal value? and 8

12 8.6. Are there laws mandating nondiscrimination in hiring on the basis of gender? and 8.7. Is it illegal for an employer to ask about family status during a job interview? Select Yes only if the law prohibits an employer from asking both about a prospective employee's marital status AND whether a prospective employee has children. and 8.8. Please include any additional comments and links to laws relevant to this section: 9. Domestic Work Definitions: The term domestic work means work performed in or for a household or households; The term domestic worker means any person, above the legal age of majority, engaged in domestic work within an employment relationship for paid remuneration; A person who performs domestic work only occasionally or sporadically and not on an occupational basis is not a domestic worker. 9.1.A. Does the Labor Code, national labor legislation or a separate law specifically regulate the employment of domestic workers? 9.1.B. If Other, please describe below: 9.2 If the Labor Code, national labor legislation or a separate law specifically regulates domestic work, are the following areas regulated: Normal hours of work Overtime compensation Social security protection Maternity leave 9.3. Please include any additional comments and links to laws relevant to this section: 10. Quotas What are the legislative quotas in place for the following? Please write N/A if no legislative quotas exist. and 9

13 (a) Number of women on a corporate board (b) Number of women representatives in parliament (c) Number of women representatives in local government 10.2.A. Are there binding legal gender quotas for candidate lists in elections on the national level? 10.2.B. If Yes, what is the applicable percentage? 10.2.C. If Yes, are there requirements on where on the list women's names must be placed? (E.g. At the top of the list in alternating order with male candidates) A. Are there binding legal gender quotas for candidate lists in elections at the local level? 10.3.B. If Yes, what is the applicable percentage? 10.3.C. If Yes, are there requirements on where women must be placed on the list? If applicable, please describe the requirements for placement of women candidates on candidate lists: Are there sanctions for noncompliance with mandated quotas? Please include any additional comments and links to laws relevant to this section: 11. Reforms and Pending Legislation Have there been any seminal court decisions or reforms in the laws and regulations relating to this survey since 30 April, 2013? 10

14 11.2. If Yes, please describe in detail and, if possible, provide a citation to the court decision or attach a copy of the new legislation or regulation Are there currently any draft laws or regulations going through the legislative process or pending approval related to this survey? The answer is Yes if a new law or regulation or amendment to the existing laws and regulations is currently going through the legislative process to be adopted by the legislative body If Yes, please describe in detail and, if possible, attach a copy of the draft legislation or regulation. Thank you for completing our survey! We appreciate your contribution to the Women, Business and the Law project. The results will appear in Women, Business and the Law 2016 and on our website: wbl.worldbank.org. Your work will be gratefully acknowledged in both if you so choose. 11