L'OIT est une institution spécialisée des Nations-Unies
Promoting jobs, protecting people
NATLEX
Législation nationale sur le droit du travail, la sécurité sociale et les droits de la personne

Botswana > Codes du travail, Lois générales sur le travail ou l'emploi

Montrer le résumé/citation:

Trié par:
Pays: Botswana - Sujet: Codes du travail, Lois générales sur le travail ou l'emploi

  1. Botswana - Codes du travail, Lois générales sur le travail ou l'emploi - Loi

    Employment (Amendment) Act 2010 (Act No. 10 of 2010). - Legislation on-line

    Adoption: 2010 | BWA-2010-L-91528

    This Act amends section 23 of the Employment Act concerning restrictions of the grounds upon which an employer may terminate the employment contract by adding sexual orientation and health status (including HIV/AIDS status) as prohibited grounds of discrimination. It also introduces a new section 23(e), which provides more general protection against discrimination.
    23(d) the employee's race, tribe, place of origin, social origin, marital status, gender, sexual orientation, colour, creed, health status or disability; or
    23(e) any other reason which does not affect the employee's ability to perform that employee's duties under the contract of employment.

  2. Botswana - Codes du travail, Lois générales sur le travail ou l'emploi - Loi

    Employment (Amendment) Act, 2003 - Act No. 14 of 2003.

    Adoption: 2003 | BWA-2003-L-76149

    Amends the Act in order to better protect employees if the business for which they are working goes insolvent. It also establishes a Labour Advisory Board which advises the Minister on certain labour related matters.

  3. Botswana - Codes du travail, Lois générales sur le travail ou l'emploi - Loi

    Employment (Amendment) Act 1992. No. 26.

    Adoption: 1992-09-05 | Date d'entrée en vigueur: 1992-10-09 | BWA-1992-L-31242

    Amended in respect of the definition of "casual employee", "serious misconduct", the granting of severance benefits, work during rest periods, overtime, annual paid holidays, sick leave, and maternity leave.

  4. Botswana - Codes du travail, Lois générales sur le travail ou l'emploi - Règlement, Décret, Arrêté, Ordonnance

    Regulations for Industrial Employees, 1975 (revised 1988).

    Adoption: 1988-02 | BWA-1988-R-59610

    Deals with various aspects of work by industrial employees. Part 2 regulates recruitment, Part 3 pay and allowances, Part 4 working hours, and Part 5 overtime. Parts 6 and 7 deal with leave, sickness, injury and medical examinations. Conduct and discipline are regulated in Part 8. Part 9 provides for training, Part 10 for promotion, and Part 11 for termination of employment. Part 12 contains provisions regarding welfare, protective clothing and labour officers. Part 13 makes provision for joint consultations, works committees, and settlement of grievances.

  5. Botswana - Codes du travail, Lois générales sur le travail ou l'emploi - Loi

    Employment Act 1982 (Cap 47:01) (Act 29, 1982). - Act on-line Legislation on-line

    Adoption: 1982-11-30 | BWA-1982-L-842

    An Act to repeal and replace the Employment Act in order to amend the law relating to employment, to make comprehensive provision therefore and to provide for matters incidental thereto and connected therewith. Inter alia, Part III: Contracts of Employment; Part V: Recruitment; Part VI: Forced labour; Part VII: Protection of wages; Part VIII: Rest periods, hours of work, holidays, etc.; Part XI: Employment of children and young persons; Part XII: Employment of females; Part XVI: Determination of minimum wages.

    In 2010, the Act was amended by the Employment (Amendment) Act 2010 (Act No. 10 of 2010). The Act introduced changes to section 23 concerning restrictions of the grounds upon which an employer may terminate the employment contract by adding sexual orientation and health status (including HIV/AIDS status) as prohibited grounds of discrimination. It also introduces a new section 23(e), which provides more general protection against discrimination.
    23(d) the employee's race, tribe, place of origin, social origin, marital status, gender, sexual orientation, colour, creed, health status or disability; or
    23(e) any other reason which does not affect the employee's ability to perform that employee's duties under the contract of employment.


© Copyright and permissions 1996-2014 International Labour Organization (ILO) | Privacy policy | Disclaimer