Key Benefits:
Law of gender equality and the ban on discrimination (equality and discrimination law) |
| Date | LAW-2017-06-16-51 |
| Ministry of | The Barne and the equality of the Children |
| Last modified | |
| Published | |
| Istrontrecation | 01.01.2018 |
| Changing | LAW-1992--09-25-107 , LOL-1997--05-23-31 , LOCALLY-1998-07-17-56 , LAW-1999-03-26-17 , LAW-200-06--06-38 , LAW-200-06--06-39 , LAW-2005--06-17-62 , LAW-2013-06-21-102 , LOV-2013-06-21-58 , LAW-2013-06-21-59 , LAW-2013-06-21-60 , LAW-2013-06-21-61 |
| Announcement | 16.06.2017 |
| Card title | Liquillings and discriminatory law |
Law's purpose is to promote gender equality and prevent discrimination due to gender, pregnancy, leave by birth or adoption, caring, ethnicity, religion, life vision, sexual orientation, gender identity, gender expression, gender expression, gender expression, age and other significant conditions by a person.
With equality means equal, equal opportunity and equal rights. Liquilling assumes availability and facilitation.
The law takes very much aim to better women's and minority positions. The law is supposed to help build down civic society-created disability barriers, and prevent new creation.
Trs in force 1 jan 2018.
Part Article SECTION 2. Sakal scopeThe law applies to all community areas.
The law does not apply to discrimination due to age in conditions that are regulated by the labour environment law chapter 13 and shipbuilding laws Chapter 10.
The Ministry can provide regulation on the law of law enforcement for the submitted Workers Act after the work environment Act Section 1-7 first clause.
Trs in force 1 jan 2018.
Part Article SECTION 3. Geographic ScopeThe law applies to the entire realm, herder on Svalbard and Jan Mayen. The law also applies on fixed and movable installations in business on Norwegian continental solosole, and on Norwegian ships and Norwegian aircraft, no matter where they are located.
Chapter 3 about universal design and individual facilitation, and Section 24, 25 and 26 of active gender equality work for so far-related function, still does not apply to Svalbard and Jan Mayen, installations in business at Norwegian continental solosole, Norwegian ships in foreign affairs and on Norwegian aircraft. The king can give regulation on the applicability of the mentioned regulations on these areas.
Trs in force 1 jan 2018.
Part Article SECTION 4. IdeitabilityThe provisions of this law, and regulations given in the co-hold of the law, the absence of the law cannot be made by appointment.
Trs in force 1 jan 2018.
Part Article SECTION 5. UN racial discrimination controlThe United Nations International Convention 21. December 1965 on the cancellation of all forms of racial discrimination applies as Norwegian law.
Trs in force 1 jan 2018.
Part ArticleDiscrimination due to gender, pregnancy, leave of birth or adoption, caring tasks, ethnicity, religion, life vision, sexual orientation, gender identity, gender expression, age or combinations of these groundlayers prohibited. With ethnicity, among other national origin, breeding, skin color, and language.
The bid includes discrimination due to existing, perceived, earlier or future relationships as mentioned in the first clause.
The bid also applies if a person is discriminated because of its association with another person, and the discrimination occurs due to circumstances as mentioned in the first clause.
With discrimination means directly or indirect difference treatment after Section 7 and 8 that are not legal after Section 9, 10 or 11.
Trs in force 1 jan 2018.
Part Article SECTION 7. Direct difference processingWith direct difference processing, a person is treated worse than others, has become or would have been treated in a corresponding situation, due to conditions mentioned in Section 6 first clause.
Trs in force 1 jan 2018.
Part Article SECTION 8. Indirect difference processingWith indirect difference processing, any apparent neutral provision, condition, practices, action or avoidance that will silence people worse than others, due to conditions mentioned in Section 6 first clause.
Trs in force 1 jan 2018.
Part Article SECTION 9. Lawful difference processingDifference management is not in violation of the ban in Section 6 when it
| a) | has a mainly purpose |
| b) | is necessary to achieve the purpose and |
| c) | is not unsustainable inpoignant to it or those that offset the process. |
In working conditions and by choice and treatment of self-employed and hired workers are direct difference processing due to gender, ethnicity, religion, life vision, sexual orientation, gender identity, gender identity and gender expressions only allowed if this property has crucial importance for the exercise of the work or profession, and the terms of the first clause are met.
Alderslimits as follows by law or regulation, and advantageous prices due to age, are not in violation of the prohibition of Section 6.
Trs in force 1 jan 2018.
Part Article SECTION 10. Legional difference treatment due to pregnancy, birth, breastfeeding and leave of birth or adoptionDifference processing due to
| a) | pregnancy, birth and breastfeeding, herding absence after work environment law Section 12-1, 12-2, 12-3 first clause first period, 12-4 and 12-8, and |
| b) | leave reserved for each of the parents, jf. Medicaid Act Section 14-12 first clause |
are only allowed where the difference processing is required to protect the woman, the fetus or child in connection with pregnancy, birth or breastfeeding, or where there are other obvious reasons. The difference processing must not be unsustainable to the one that difference is processed.
At difference processing due to leave of birth or adoption during periods that do not be retaken by the first clause, the Section 9 first clause applies.
Upon employment and termination, the difference processing is due to pregnancy, birth, breastfeeding and leave of birth or adoption never allowed. This also applies to the extension of temporary position.
Trs in force 1 jan 2018.
Part Article SECTION 11. Adgoing to positive preferPositive special treatment due to conditions as mentioned in Section 6 first clauses are allowed if
| a) | The particular treatment is suitable for promoting the purposes of the law, |
| b) | it is a reasonable relationship between the purpose of which one wants to achieve and where the invasive particular treatment is for it or those who are faced worse and |
| c) | The special treatment ceases when the purpose of it has been achieved. |
Trs in force 1 jan 2018.
Part Article SECTION 12. Violation of the duty of universal design or individual facilitationBreak on Section 17 and 18 about universal design and Section 20, 21, 22 and 23 if individual facilitation is considered discrimination.
Discrimination that is due to faulty physical facilitation, is exhaustive regulated in Section 17 to 23 for those court subjects and on the areas these regulations apply.
Trs in force 1 jan 2018.
Part Article SECTION 13. Offers against harassingTradation due to conditions as mentioned in Section 6 first joints and sexual harassment, is prohibited.
With harassment, actions, avoidance or yrings that have as purpose or effect to be offensive, terrifying, hostile, degrading or humiliating.
With sexual harassment, any form of unwanted sexual attention has as a purpose or effect to be offensive, terrifying, hostile, degrading, humiliating or annoying.
The bid includes harassment due to existing, perceived, earlier or future relationships as mentioned in Section 6 first clause.
The bid also applies if a person is being harassed because of its association with another person, and the harassment occurs due to circumstances as mentioned in Section 6 first clause.
employers and management in organizations and educational institutions should within its responsible area prevention and prevent harassment and sexual harassment.
Trs in force 1 jan 2018.
Part Article SECTION 14. Prebid courage to retaliateIt is forbidden to retaliate against anyone who has been promoting complaint about violations of this law, or that has issued expressions of complaint may be made, unless the person has been performing rough negligent.
The bid after the first clause relates to the equivalent of witnesses in a complaint case, and facing persons as the assisting in a complaint case.
It is forbidden to retaliate against anyone who has neglected to do what they have been instructed to in violation of Section 15.
Trs in force 1 jan 2018.
Part Article SECTION 15. Prebid courage to instruct someone to discriminate, harass or retaliateIt is forbidden to instruct anyone about discriminating in violation of Section 6, harassing in violation of Section 13, and retaliate in violation of Section 14.
Trs in force 1 jan 2018.
Part Article SECTION 16. Offers against co-working to discriminate, harass, retaliate, or instructIt is forbidden to co-seem to discriminate in violation of Section 6, harass in violation of Section 13, retaliate in violation of Section 14, and instruct in violation of Section 15.
Trs in force 1 jan 2018.
Part ArticlePublic and private enterprises aimed at the public have the duty of universal design of enterprise common functions.
With universal design, designing or facilitation of the main solution in the physical conditions, including information and communication technology (IKT), so that enterprise normal functions can be used by the most people, regardless of function delay.
Duty does not apply to design or facilitation that involves an unsustainable burden for your business. By assessment, it is supposed to be especially placed on weight
| a) | effect of removing barriers for people with feature date |
| b) | about enterprise normal functions are of public species |
| c) | the costs of the facilitation |
| d) | enterprise resources |
| e) | security concerns |
| f) | safety concerns. |
Duty of the first clause is deemed to be met if the business meets the requirements of universal design in law or regulation.
The king can give regulation on the content of the duty of universal design in areas that are not reauthored by the requirements of other law or regulation.
Trs in force 1 jan 2018.
Part Article SECTION 18. Especially about universal design of IKTSolutions of IKT as underbuilder enterprise common functions, and which are major solutions aimed at or lined up to the public, shall be universally designed from the point of time determined in Section 41.
With IKT, technology and systems of technology used to express, create, transform, store, diversity, and publish information, or as otherwise do information applicability.
Duty does not apply to IKT solutions in which the design is regulated by other law or regulation.
The king can provide regulations with closer regulations on the scope of the scope of the scope and the content of the duty of universal design of IKT solutions.
Trs in force 1 jan 2018.
Part Article SECTION 19. Pliked to work actively to promote universal designPublic enterprises should work actively and targeted to promote universal design within the enterprise. The same applies to private enterprises aimed at the public.
Trs in force 1 jan 2018.
Part Article SECTION 20. Right to individual facilitation of municipal servicesChildren with function rescue have the right of suitable individual facilitation of municipal child garden offerings, to ensure peer-to-peer development and activity opportunities.
People with feature date have the right of suitable individual facilitation of municipal service offerings after the health and care services law of lasting character for the individual, to ensure a peer-to-peer offer.
The court after the first and second clause applies to facilitation that does not imply an unsustainable burden. In this assessment, it is supposed to be very much emphasis on
| a) | facilitation effect to remove barriers for people with feature date |
| b) | the costs of the facilitation |
| c) | enterprise resources. |
Trs in force 1 jan 2018.
Part Article SECTION 21. Right to individual facilitation for students and studentsStudents and students of function rescue at school and educational institutions have the right to suitable individual facilitation of learning, teaching, learning, and exam, to ensure peer-to-peer training and educational opportunities.
The court applies to facilitation that does not imply an unsustainable burden. In this assessment, it is supposed to be very much emphasis on
| a) | facilitation effect to remove barriers for people with feature date |
| b) | the costs of the facilitation |
| c) | enterprise resources. |
Trs in force 1 jan 2018.
Part Article SECTION 22. Right to individual facilitation for working applicants and WorkersWorkers and working applicants with feature date have the right of suitable individual facilitation process, workplace and workloads, to ensure they can obtain or retain work, have access to training and other competency development as well as perform and have the possibility of progress in the work, on equal line with others.
The court applies to facilitation that does not imply an unsustainable burden. In this assessment, it is supposed to be very much emphasis on
| a) | facilitation effect to remove barriers for people with feature date |
| b) | the costs of the facilitation |
| c) | enterprise resources. |
Trs in force 1 jan 2018.
Part Article SECTION 23. Right to individual facilitation for pregnant work applicants, Workers, students and studentsPregnant students and students have the right of suitable individual facilitation of learning place, teaching and exam. Pregnant Workers and Working applicants have the right to suitable individual facilitation of employment process, workplace and workloads.
The court applies to facilitation that does not imply an unsustainable burden. In this assessment, it is supposed to be very much emphasis on
| a) | facilitation effect to remove barriers for women's participation in education and work |
| b) | the costs of the facilitation |
| c) | enterprise resources. |
Trs in force 1 jan 2018.
Part ArticlePublic authorities shall work actively, targeted and planwise to fulfill the purpose of the law.
Trs in force 1 jan 2018.
Part Article SECTION 25. Working-life organization's obligation to work for gender equalityWorking-worker organizations should, within their scope of work, work actively, targeted and plantly to promote gender equality and prevent discrimination due to gender, pregnancy, leave of birth and adoption, caring, ethnicity, religion, life vision, function-term, sexual orientation, gender identity and gender expression.
Trs in force 1 jan 2018.
Part Article SECTION 26 Empgivers duty to work for gender equalityAll employers should, within their business, work actively, targeted and planed to promote gender equality and prevent discrimination due to gender, pregnancy, leave of birth and adoption, caring, ethnicity, religion, life vision, feature-term, sexual orientation, gender identity and gender expression. The work is supposed to include recruitment, pay-and-work terms, promotion, development opportunities, facilitation, possibility of combining work and family life and prevention of harassment.
In all public enterprises, regardless of size, and in private enterprises that regularly employ more than 50 employees, employer should within their business
| a) | examine whether there is risk of discrimination or other obstacles for gender equality, |
| b) | analyze the reasons of identified risks, |
| c) | commit measures that are suitable to counter discrimination, and contribute to increased equality and diversity in business and |
| d) | assess results of the work by letter a to c. |
The work mentioned in other joints should happen continuously and in cooperation with the employees of the employee.
Trs in force 1 jan 2018.
Part Article SECTION 27. Contents of learning funds and teachingIn kindergartens, schools and other educational institutions offer training with the basis in law, the learning funds and teaching are to build on the purpose of the law here.
Trs in force 1 jan 2018.
Part Article SECTION 28. Gender balance in public assortment mv.When a public organ mentions or selects selection, controls, advice, newnings, delegations mv., both gender shall be represented in the following manner :
| a) | Have the selection of two or three members, both gender shall be represented. |
| b) | Have the selection four or five members, each gender shall be represented with at least two. |
| c) | Has the selection six to eight members, each gender shall be represented with at least three. |
| d) | Have the selection of nine members, each gender shall be represented with at least four. |
| e) | Have the selection of several members, each gender shall be represented with at least 40 pst. |
The first clause also applies to the uplift and selection of varammembers.
The Ministry may provide dispensation from the requirement of gender balance if it has not been allowed to find an adequate number of qualified members of both genders.
The first clause does not apply to selection mv. which by law should only have members from directly selected collections. For selection mv. selected by elected organs in counties and the county of the county, the provisions of the municipal law are applicable.
The king gives regulation on enforcement and reporting. The king can also provide regulation with filler rules after this paragrafen.
Trs in force 1 jan 2018.
Part ArticleThe offerings in chapter 2 apply to all sides of a working relationship. This includes, among other things
| a) | out of position, |
| b) | employment, resettlement and promotion, |
| c) | training and skill development, |
| d) | pay and work terms and |
| e) | Cancellation. |
The first clause applies to the corresponding work-related selection and treatment of self-employed and hired Workers.
Trs in force 1 jan 2018.
Part Article SECTION 30. Offers against the acquisition of information in hiring processesemployers must not in the hiring process, herduring during interview or otherwise, obtain information on a applicant
| a) | pregnancy, adoption or plans to have children |
| b) | religion or life vision |
| c) | ethnicity |
| d) | feature- |
| e) | sexual orientation, gender identity or gender expression. |
The acquisition of information on ethnicity, religion, life vision, function of life and contemporary life is still allowed if the information has crucial importance for the exercise of work or profession.
The acquisition of information on the applicant's life-form, religion or life vision is permitted if the business has as purpose to promote specific life vision or religious vision, and the employment of employment will have meaning to conduct the purpose. If such information will be required, this must be specified in the clearing of the position.
Trs in force 1 jan 2018.
Part Article SECTION 31 Workgivers information-alike to work applicantWorkseekers who believe themselves passed in violation of this law may require the employer in writing to provide information on the person who was hired. The employer shall disclose on education, practices, and other clear statements of qualifications.
Trs in force 1 jan 2018.
Part Article SECTION 32. Workgivers information-like about salaryWorkers who suspect discrimination on salary determining may require the employer's written details of the salary level and the criteria for determining the salary of wages for the one or the employee compares to.
The receiving information on wages in the co-hold of this determination has confidentiality and shall be to sign a non-disclosure agreement. This does not apply to information that is public after public law law.
An employer that delivers salary information about a working holder after this determination shall simultaneously inform the employee of what information is extradited and to whom.
Trs in force 1 jan 2018.
Part Article SECTION 33. Workers ' rights at parental leaveWorkers who are or have been in parental leave after work-life support law Section 12-5, has the right to
| a) | return to the same, optionally equivalent, position, |
| b) | enjoy good of the improvements of the work terms as the worker's employee otherwise would be justified under the absence and |
| c) | promote salary requirements and be considered in salary negotiations in the same way as the rest of the workers of the business. |
The first clause does not apply to determining or changes of pay and work terms that are a result of other relationships than parental leave.
The Paractment here applies to the equivalent of other permictions related to pregnancy and birth after the labour environment law Section 12-2 to 12-8.
Trs in force 1 jan 2018.
Part Article SECTION 34. Equal wages for work of equal valueWomen and men in the same business should have equal pay for the same work or work of equal value. The salary should be determined in the same way, without regard to gender.
The court after the first clause applies regardless of whether the work of the works belongs to various subjects, or the salary is regulated in various tariff agreements.
Whether the work is of equal value, is decided after a health assessment in which it is placed emphasis on the competences necessary to carry out the work and other relevant factors, such as effort, responsibility and working conditions.
With the salary, the common work of the labor is meant to be and all other additions, benefits and other benefits from the employer of the employer.
Trs in force 1 jan 2018.
Part ArticleDiscrimination Board's authority to enforce the law follows by the discrimination ombudsman Act.
Trs in force 1 jan 2018.
Part Article SECTION 36. enforcement of the rules about universal design of IKTThe Directorate of Management and IKT (Difi) shall be supervising the requirements of Section 18, jf. Section 41 about universal design of IKT, overheld.
Difi may provide injunction on correction against a business that does not meet the duty of universal design after Section 18 first joints and regulation granted in co-18 fourth joints and can hit the ordinance of foreclosure to ensure review of the injunction if The deadline for the aftermath of the injunction has been overserved. The rules of the discriminatory omination Act Section 13 first to third joints apply accordingly.
Difi may require the information necessary to conduct their tasks by law, and require admission to IKT solutions as mentioned in Section 18. The same applies to the claggeance of the complaint over the ordinance after other clauses.
Search targets about the validity of the ordinance hit by Difi or of the clampdown must be raised within three months after the underdirection of the ordinance received. The bet can not be brought in for the courts without the claviadhall being exploited and the complaint is settled. Search targets nonetheless in any case could be raised when it has been six months from complaint the first time was put forward, and it is not due to negligence from the clavise's side that the clashinon's decision did not come.
The Ministry of Justice can in regulation determine closer rules on the issue of foreclosure, and how the ordinance of foreclosure should be carried out.
Trs in force 1 jan 2018.
Part Article SECTION 37. ExhibitDiscrimination shall be deemed to have happened if there are circumstances that give reason to believe that discrimination has happened, and the responsible does not be truthful that discrimination nonetheless has not happened.
This applies to alleged violations of the
| a) | The provisions of Chapter 2, with the exception of Section 13 sixth joints, |
| b) | The rules of universal design in Section 17 and 18, |
| c) | the rules of individual facilitation in Section 20 to 23 and |
| d) | Section 29, 30, 33 and 34. |
Trs in force 1 jan 2018.
Part Article SECTION 38. Achiections and damagesThe one who has been treated in violation of
| a) | The provisions of Chapter 2, with the exception of Section 13 sixth clause |
| b) | The rules of individual facilitation in Section 20 to 23 |
| c) | Section 29, 30, 33 and 34 |
may require satisfaction and damages.
In working conditions and at work-givers selection and treatment of self-employed and hired Workers, employer's liability regardless of whether or not employer can be rebides. In other community areas, the responsibility of the responsibility is if the responsible can be rebides.
The replacement should cover economic losses as a result of the illegal treatment. The rise of non-economic damage is determined to what is reasonable from the damage of its species and scope, the couple's conditions and circumstances of the otherwise.
Trs in force 1 jan 2018.
Part Article SECTION 39. Punishment for gross violation of the discrimination ban committed by several in communitiesThe one that in communities with at least two other people rough overtakes the ban on
| a) | discriminators because of ethnicity, religion or life vision in Section 6, |
| b) | harass due to ethnicity, religion or life vision in Section 13, |
| c) | retaliate due to ethnicity, religion or life vision in Section 14 or |
| d) | instructed to discriminate on the grounds of ethnicity, religion or life vision in Section 15, |
is punishable by fines or prison until three years. The one previously illaged punishment for violation of this determination can be punished even if the violation is not gross.
At the assessment of whether a violation is gross, it shall particularly be placed emphasis on the degree of expelled guilt, if the violation is racally motivated, whether it has character of harassment, whether it involves a body infringement or serious infringement of someone's mental integrity, if it is suitable for creating fear and if it has been committed against a person who is under the age of 18.
Before charges be taken out for relationships as mentioned in the first clause, it shall be considered whether it will be sufficient with civil legal reactions.
The rules of evidence burden in Section 37 first clauses do not apply to the enforcement of this determination.
Trs in force 1 jan 2018.
Part Article SECTION 40. Organizers access to act as deputyIn cases processed by the Discrimination Board, an organization that has completely or partly has for purpose to work against discrimination is used as a deputy.
In cases of the courts, a person designated by and with association with an organization that has completely or partly has for purpose to work against discrimination is used as a process deputy. This does not apply to the Supreme Court.
The court can refuse to accept a process warrant if it is due to the court's discretion that the process-deputy does not have sufficient qualifications to safeguard the party's interests in a satisfactory manner.
A process deputy shall, as well as the authority mentioned in the dispute Act Section 3-4, while also providing written orientation from the organization of its qualifications.
Trs in force 1 jan 2018.
Part ArticleDuty after Section 18 first joints incomes twelve months after regulation of the content of duty after Section 18 fourth clause has stepped into effect, or twelve months after the regulation is made current for new duty subjects. Existing IKT solutions should be universally designed from 1. January 2021.
Difi can give the dispensation from the friists if it has been particularly heavy-weighing reasons.
Trs in force 1 jan 2018.
Part Article SECTION 42. IstrontrecationThe law applies from the time 1 The king decides. From the same time, law is repeait 21 June 2013 # 58 about the ban on discrimination due to sexual orientation, gender identity and gender expression, law 21. June 2013 # 59 about gender equality between the sexes, law 21. June 2013 # 60 about the ban on discrimination due to ethnicity, religion and life vision and law 21. June 2013 # 61 about the ban on discrimination due to impaired functional ability.
| 1 | From 1 jan 2018 ifg. res. 16 June 2017 # 751. |
The writings given in the co-hold of law 9. June 1978 No. 45 about gender equality between the sexes and in co-hold of law 20. June 2008 No. 42 about the ban on discrimination due to impaired functional ability also applies after this law has stepped into effect.
Trs in force 1 jan 2018.
Part Article SECTION 44. Changes in other lawsFrom the time the law takes effect, the following changes are made in other laws :
1. Law 25. September 1992 # 107 about municipaticism and the county of the county is :
Section 48 # 5 third and fourth period repit.
2. Law 23. May 1997 No. 31 about owner sections Section 3 a should sound :
Part Article Section 3 a. Offers against discriminationIn the ordinance, conditions cannot be set to be co-owner taking into account gender, pregnancy, ethnicity, religion, life vision, sexual orientation, gender identity, gender expression, gender expression or age. Such circumstances cannot be counted as mainly due to denying the approval of a co-owner or user of the property or additional weight by the use of any prepurchase rights. By discrimination, the equality of gender and discrimination law applies.
3. Law 17. July 1998 # 56 about anniversaries :
Section 3-3 sixth and seventh clause are repeaty.
Section 3-3a 10th and 11th clause are repeated.
4. Law 26. March 1999 # 17 about house leases Section 1-8 should sound :
SECTION 1-8. Offers against discriminationAt the expat of house rooms, it cannot be taken into account of gender, pregnancy, ethnicity, religion, life vision, function of sexual orientation, gender identity, gender expression, or age. Such circumstances cannot be counted as mainly due to denying recording in household, future lease, personal change or additional weight by the termination of the rental relationship. By discrimination, the equality of gender and discrimination law applies.
5. Law Six. June 2003 # 38 of bustalcity debt lag Section 1-4 should be sound :
SECTION 1-4. Prestand against discriminationIn the ordinance, the ikset can be able to be land-owned as teak revision to gender, pregnancy, ethnicity, religion, life vision, sexual orientation, gender identity, gender expression, gender expression or age. Such reigning can be rekked as the case for the sake of denying the approval of the eandelsekgar or have weight by the allocation of bustad. By discrimination debt equality and discrimination law.
6. Law Six. June 2003 # 39 about burttstrokes Section 1-5 should sound :
SECTION 1-5. Prestand against discriminationIn the ordinance, the ikset can be able to be land-owned as teak revision to gender, pregnancy, ethnicity, religion, life vision, sexual orientation, gender identity, gender expression, gender expression or age. Such reigning can be rekked as the case for the sake of denying the approval of the Late Andelsegar or use or have weight by the use of the prepurchase. By discrimination debt equality and discrimination law.
7. Law 17. June 2005 No. 62 about work environment-, working hours and job protection
Section 13-1 fourth clause should sound :
| (4) By discrimination due to gender, pregnancy, leave in connection with birth and adoption, caring tasks, ethnicity, religion, life vision, sexual orientation, gender identity, or gender expression applies to gender equality and The discrimination law. |
Section 13-4 third joints shall obey :
| (3) The employer also cannot obtain information as indicated in the equality and discrimination Act Section 30. |
8. Law 21. June 2013 # 102 on job protection mv. for workers on ships
Section 10-1 fourth clause should sound :
| (4) By discrimination due to gender, pregnancy, leave in connection with birth and adoption, caring tasks, ethnicity, religion, life vision, sexual orientation, gender identity, or gender expression applies to gender equality and The discrimination law. |
Section 10-4 third joints shall obey :
| (3) The employer also cannot obtain information as indicated in the equality and discrimination Act Section 30. |
