[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:en-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":10,"path":11,"content_type":12,"locale":13,"go_live_at":7,"first_published_at":14,"page_created_at":15,"published_at":14,"edit_url":16,"breadcrumbs":17,"seo":28,"rendered":37,"description":38,"body":39,"body_blocks":40,"call_to_action":41,"owner":48,"authors":56,"show_related_pages":58,"related_pages":59,"related_sites":133,"in_subsite":58,"contact_page_url":7,"banner_message":134},339,"fair-treatment","Fair Treatment",null,"","In Lesotho, are you getting fair treatment at work? Learn about equal pay, rights, harassment, child labour, and forced labour protections today.","Labour Laws Lesotho: Fair Treatment","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment","labourlaw.labourlawpage","en_LS","2025-07-26T09:44:29.612257+00:00","2026-04-03T07:41:46.024336+00:00","\u002Fcms\u002Fpages\u002F339\u002Fedit\u002F",[18,21,24,27],{"title":19,"slug":20},"Lesotho","en-ls",{"title":22,"slug":23},"Work in Lesotho","work-in-lesotho",{"title":25,"slug":26},"Labour Law","labour-law",{"title":6,"slug":5},{"title":29,"description":9,"image":30,"canonical":31,"robots":32,"og_type":33,"twitter_card":34,"locale":20,"created_at":35,"last_modified_at":36},"Work Discrimination, Fair Treatment - Lesotho","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment\u002F","index, follow","website","summary_large_image","2025-07-26T11:44:29.612257+02:00","2026-04-03T09:41:46.424897+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Fair Treatment\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-03-18\u003C\u002Fspan>\n\n  \n\n    \n  \n  \n  \t\n\t\n\t\n\n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Pay\u003C\u002Fh2>\n          \u003Cp>The Constitution and the Labour Act guarantee equal pay to women workers for work of equal value. The Constitution of Lesotho requires the state to adopt policies directed to achieve fair wages and equal remuneration for work of equal value without distinction of any kind. \u003C\u002Fp>\n\u003Cp>The Labour Act requires that men and women working in the same undertaking must receive equal pay for the same work or work of equal value. Pay will be set in the same way for women and men without regard to gender.\u003C\u002Fp>\n\u003Cp>Sources: §30 of the Constitution of Lesotho 1998; §06 of the Labour Act, 2024 (Act No. 3 of 2024)\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Non-Discrimination\u003C\u002Fh2>\n          \u003Cp>The Constitution and the Labour Act both prohibit discrimination. In accordance with the Constitution, discrimination is prohibited on the following grounds: race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status.\u003C\u002Fp>\n\u003Cp>The Labour Act further expands the list of prohibited grounds, including:\n- Gender, disability, sexual orientation, pregnancy, and marital status.\n- HIV and AIDS status.\n- Religion, political affiliation, national extraction, and social origin.\n- Age or any other factor that nullifies or impairs equality of opportunity in employment.\u003C\u002Fp>\n\u003Cp>However, if a job has specific, essential requirements that justify certain distinctions, exclusions, or preferences, these will not be considered unlawful discrimination. Example includes: \u003C\u002Fp>\n\u003Cul>\n\u003Cli>physical requirements of a job (firefighters having to lift heavy objects and rescue people, exclusion based on physical disability is justified), \u003C\u002Fli>\n\u003Cli>religious or cultural considerations (a religious institution may require that a priest or an Iman belong to a specific faith),\u003C\u002Fli>\n\u003Cli>age restrictions for safety (prohibition of child labour generally and in hazardous works, prohibition of engagement of pilots beyond a certain age) or\u003C\u002Fli>\n\u003Cli>language proficiency (requiring fluency in certain languages) are all inherent requirements of a job and cannot be treated as discrimination. \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Workers cannot be discriminated against based on the following types of employment: part-time contract, migrant workers, home workers, and domestic workers. \u003C\u002Fp>\n\u003Cp>The prohibited grounds for dismissal include race, colour, sex, marital status, pregnancy, religion, political opinion, national extraction or social origin, HIV\u002FAIDS status or any other discriminatory category.\u003C\u002Fp>\n\u003Cp>The Persons with Disability Equity Act 2021 ensures that persons with disabilities have equal access to employment opportunities and are protected from discrimination. \u003C\u002Fp>\n\u003Cp>Under this law, employers cannot refuse to hire someone solely because of a disability. If a person with a disability can perform their job effectively, they must receive the same terms, benefits, and opportunities as other employees.\u003C\u002Fp>\n\u003Cp>Discrimination is prohibited in all employment-related matters, including recruitment, promotions, wages, training, and benefits. However, an exception exists if the disability directly prevents an individual from performing the essential tasks of a specific job . \u003C\u002Fp>\n\u003Cp>Employers must also provide reasonable accommodations—such as physical or administrative adjustments—to enable employees with disabilities to perform their roles effectively.\u003C\u002Fp>\n\u003Cp>Sources: §18 of the Constitution of Lesotho 1998; §06 & 140 of the Labour Act, 2024 (Act No. 3 of 2024); §22 of the Persons with Disability Equity Act 2021\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n          \u003Cp>The Constitution guarantees the right to choose work for all individuals and creates obligations on the state to adopt policies that promote equal opportunity for men and women. It also ensures that promotion in employment is based only on seniority and competence.\u003C\u002Fp>\n\u003Cp>By prohibiting discrimination on the basis of gender and marital status, the Labour Act ensures equal choice of profession for men and women workers. \u003C\u002Fp>\n\u003Cp>Sources: §29 and 30 of the Constitution of Lesotho 1998; §06 of the Labour Act, 2024 (Act No. 3 of 2024)  \u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            Constitution of Lesotho 1998\n          \u003C\u002Fli>\n          \u003Cli>\n            Labour Act, 2024 (Act No. 3 of 2024)\n          \u003C\u002Fli>\n          \u003Cli>\n            Persons with Disability Equity Act 2021\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n  \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_sexharassment_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_forcedlabour_URL_\n      \n          _ll_minors_URL_\n      \n          _MW_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: discrimination at work and equal pay in Lesotho – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-03-18\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Equal Pay\u003C\u002Fh2>\n\u003Cp>The Constitution and the Labour Act guarantee equal pay to women workers for work of equal value. The Constitution of Lesotho requires the state to adopt policies directed to achieve fair wages and equal remuneration for work of equal value without distinction of any kind. \u003C\u002Fp>\n\u003Cp>The Labour Act requires that men and women working in the same undertaking must receive equal pay for the same work or work of equal value. Pay will be set in the same way for women and men without regard to gender.\u003C\u002Fp>\n\u003Cp>Sources: §30 of the Constitution of Lesotho 1998; §06 of the Labour Act, 2024 (Act No. 3 of 2024)\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Non-Discrimination\u003C\u002Fh2>\n\u003Cp>The Constitution and the Labour Act both prohibit discrimination. In accordance with the Constitution, discrimination is prohibited on the following grounds: race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status.\u003C\u002Fp>\n\u003Cp>The Labour Act further expands the list of prohibited grounds, including:\n- Gender, disability, sexual orientation, pregnancy, and marital status.\n- HIV and AIDS status.\n- Religion, political affiliation, national extraction, and social origin.\n- Age or any other factor that nullifies or impairs equality of opportunity in employment.\u003C\u002Fp>\n\u003Cp>However, if a job has specific, essential requirements that justify certain distinctions, exclusions, or preferences, these will not be considered unlawful discrimination. Example includes: \u003C\u002Fp>\n\u003Cul>\n\u003Cli>physical requirements of a job (firefighters having to lift heavy objects and rescue people, exclusion based on physical disability is justified), \u003C\u002Fli>\n\u003Cli>religious or cultural considerations (a religious institution may require that a priest or an Iman belong to a specific faith),\u003C\u002Fli>\n\u003Cli>age restrictions for safety (prohibition of child labour generally and in hazardous works, prohibition of engagement of pilots beyond a certain age) or\u003C\u002Fli>\n\u003Cli>language proficiency (requiring fluency in certain languages) are all inherent requirements of a job and cannot be treated as discrimination. \u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Workers cannot be discriminated against based on the following types of employment: part-time contract, migrant workers, home workers, and domestic workers. \u003C\u002Fp>\n\u003Cp>The prohibited grounds for dismissal include race, colour, sex, marital status, pregnancy, religion, political opinion, national extraction or social origin, HIV\u002FAIDS status or any other discriminatory category.\u003C\u002Fp>\n\u003Cp>The Persons with Disability Equity Act 2021 ensures that persons with disabilities have equal access to employment opportunities and are protected from discrimination. \u003C\u002Fp>\n\u003Cp>Under this law, employers cannot refuse to hire someone solely because of a disability. If a person with a disability can perform their job effectively, they must receive the same terms, benefits, and opportunities as other employees.\u003C\u002Fp>\n\u003Cp>Discrimination is prohibited in all employment-related matters, including recruitment, promotions, wages, training, and benefits. However, an exception exists if the disability directly prevents an individual from performing the essential tasks of a specific job . \u003C\u002Fp>\n\u003Cp>Employers must also provide reasonable accommodations—such as physical or administrative adjustments—to enable employees with disabilities to perform their roles effectively.\u003C\u002Fp>\n\u003Cp>Sources: §18 of the Constitution of Lesotho 1998; §06 & 140 of the Labour Act, 2024 (Act No. 3 of 2024); §22 of the Persons with Disability Equity Act 2021\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Equal Choice of Profession\u003C\u002Fh2>\n\u003Cp>The Constitution guarantees the right to choose work for all individuals and creates obligations on the state to adopt policies that promote equal opportunity for men and women. It also ensures that promotion in employment is based only on seniority and competence.\u003C\u002Fp>\n\u003Cp>By prohibiting discrimination on the basis of gender and marital status, the Labour Act ensures equal choice of profession for men and women workers. \u003C\u002Fp>\n\u003Cp>Sources: §29 and 30 of the Constitution of Lesotho 1998; §06 of the Labour Act, 2024 (Act No. 3 of 2024)  \u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regulations on Fair Treatment\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            Constitution of Lesotho 1998\n          \u003C\u002Fli>\n\u003Cli>\n            Labour Act, 2024 (Act No. 3 of 2024)\n          \u003C\u002Fli>\n\u003Cli>\n            Persons with Disability Equity Act 2021\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment'>Labour Laws Lesotho: Sexual Harassment\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fmaternity-and-work'>Labour Laws Lesotho: Maternity at Work\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-lesotho'>Minimum Wages Regulations - Lesotho\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour'>Labour Laws Lesotho: Forced Labour\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth'>Labour Laws Lesotho: Minors and Youth\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fen-ls\u002Fwork-in-lesotho\u002Fminimum-wage\u002F'>Minimum Wage\u003C\u002Fa>\n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":42,"link":43},"Contact Us",{"title":42,"url":44,"description":42,"rel":45,"type":46,"id":47},"\u002Fabout\u002Fcontact","follow","internal",24590,{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54,"external":55},2,"Gunjan","Pandya","gunjanpandya@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FGunjan-Pandya-ED_PhPZSyI.width-400.jpg","IT Specialist and Global Webmaster",false,[57],{"id":49,"first_name":50,"last_name":51,"email":52,"image":53,"function":54,"external":55},true,[60,64,68,72,76,80,84,88,92,96,100,104,108,112,116,117,121,125,129],{"id":61,"short_title":7,"title":62,"url":63},325,"Work and Wages","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fwork-and-wages",{"id":65,"short_title":7,"title":66,"url":67},326,"Compensation and Working Time","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fcompensation-and-working-time",{"id":69,"short_title":7,"title":70,"url":71},327,"Annual Leave and Holidays","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fannual-leave-and-holidays",{"id":73,"short_title":7,"title":74,"url":75},328,"Contracts and Dismissals","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fcontracts-and-dismissals",{"id":77,"short_title":7,"title":78,"url":79},329,"Notice and Severance","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fcontracts-and-dismissals\u002Fnotice-and-severance",{"id":81,"short_title":7,"title":82,"url":83},330,"Family Responsibilities","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffamily-responsibilities",{"id":85,"short_title":7,"title":86,"url":87},331,"Maternity and Work","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fmaternity-and-work",{"id":89,"short_title":7,"title":90,"url":91},332,"Job Protection","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fmaternity-and-work\u002Fjob-protection",{"id":93,"short_title":7,"title":94,"url":95},333,"Breastfeeding","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fmaternity-and-work\u002Fbreastfeeding",{"id":97,"short_title":7,"title":98,"url":99},334,"Health and Safety","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fhealth-and-safety",{"id":101,"short_title":7,"title":102,"url":103},335,"Sick Leave","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fsick-leave",{"id":105,"short_title":7,"title":106,"url":107},336,"Work Injury Benefits","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fsick-leave\u002Fwork-injury-benefits",{"id":109,"short_title":7,"title":110,"url":111},337,"Social Security","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fsocial-security",{"id":113,"short_title":7,"title":114,"url":115},338,"Unemployment Benefits","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Fsocial-security\u002Funemployment-benefits",{"id":4,"short_title":7,"title":6,"url":11},{"id":118,"short_title":7,"title":119,"url":120},340,"Sexual Harassment","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment\u002Fsexual-harassment",{"id":122,"short_title":7,"title":123,"url":124},341,"Minors and Youth","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment\u002Fminors-and-youth",{"id":126,"short_title":7,"title":127,"url":128},342,"Forced Labour","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ffair-treatment\u002Fforced-labour",{"id":130,"short_title":7,"title":131,"url":132},343,"Trade Unions","\u002Fen-ls\u002Fwork-in-lesotho\u002Flabour-law\u002Ftrade-unions",[],"\u003Cp>MyWage is WageIndicator. Same organisation, same information, new look!\u003C\u002Fp>"]