Observation (CEACR) - adopted 2000, published 89th ILC session (2001)

Minimum Age (Industry) Convention (Revised), 1937 (No. 59) - Paraguay (Ratification: 1966)

The Committee notes the new Labour Code (Act No. 213, promulgated on 29 October 1993), as well as Act No. 496 amending, broadening and repealing sections of Act No. 213/93, of the Labour Code. The Committee asks the Government to supply information on the following points.

Article 2 of the Convention.  The Committee notes that the new section 120 of the Labour Code, as well as section 184 of the Minors’ Code, allows minors of less than 15 years but more than 12 years of age to work in undertakings in which those employed are "preferably" members of the employers’ family. The Committee recalls that Article 2, paragraph 2, provides that national legislation may permit the employment of children under 15 in undertakings in which "only" members of the employers’ family are employed. The Committee requests the Government to provide information on the measures adopted or to be adopted to bring the national legislation into conformity with the Convention in this connection.

Article 5.  The Committee notes that section 121(d) of the Labour Code, and section 188(e) of the Minors’ Code, prohibit the employment of minors of less than 18 years in employments which are dangerous to the life, health or morals, or which require exertion beyond the capacity of their age, as specified by the health authority. The Committee also takes note that section 125 of the Labour Code prohibits the employment of persons under 18 years in certain employments, such as those provided under points: (b) tasks or services liable to affect morality or good customs; (c) street selling and hawking, except where expressly authorized; (d) dangerous or unhealthy work and (e) work in excess of the established working day, of the person’s physical strength, or which could impede or retard normal physical development. The Committee requests the Government to indicate the measures adopted or to be adopted which, through regulations or administrative measures, define the details of the forms of employment to be included under these provisions.