Equal Pay
The principle of equal remuneration for equal work is recognized by the Labour Proclamation and women can't be discriminated against, in matters of remuneration, on the grounds of sex. Constitution supports women's right to equal pay for equal work.
Source: § 42(1)(D) of the Constitution of the Federal Democratic Republic of Ethiopia 1994; §14(1b) & 87(1) of the Labour Proclamation No. 1156/2019
Non-Discrimination
In accordance with the Ethiopian Constitution, all persons are equal before law and there cannot be any discrimination on the grounds of race, nation, nationality, or other social origin, colour, sex, language, religion, political or other opinion, property, birth or other status . The Right to Employment of Persons with Disabilities Proclamation prohibits employment discrimination on the basis of disability . The legislation rather requires positive discrimination/affirmative action by requiring employers to hire women workers if they get equal result with men when competing for employment, promotion or any other benefits.
The law prohibits anti-union discrimination by employers and provides for reinstatement for workers fired for union activity. It is unlawful for an employer to discriminate between workers based on nationality, sex, religion, political outlook or any other conditions. It is not legitimate to terminate a worker on the grounds of their nationality, sex, religion, political outlook, marital status, race, colour, family responsibility, pregnancy, lineage & descendants.
Source: §25 of the Constitution of Ethiopia 1994; §14 & 26 of the Labour Proclamation No. 1156/2019
Equal Choice of Profession
Women can't work in the same industries as men, especially the work that is arduous or harmful to their health. On the other hand, the Ethiopian Constitution says that "every Ethiopian has the right to choose his or her means of livelihood, occupation and profession".
Source: §41 of the Constitution of the Federal Democratic Republic of Ethiopia 1994; §87(2) of the Labour Proclamation No. 1156/2019
