The Fiji Commerce and Employers Federation (FCEF) has raised alarms over potential consequences of the Employment Relations (Amendment) Bill 2025, warning that its provisions might unintentionally dissuade businesses from employing women, despite the government’s commitment to gender equality and women’s economic empowerment. During a recent presentation to the Standing Committee on Economic Affairs, FCEF Board Member Deepak Rathod expressed concerns that certain clauses of the Bill impose burdens on employers, which could inadvertently reduce women’s job prospects.
Rathod highlighted specific amendments, including the increase in annual leave from 10 to 12 days, the introduction of three days of family care leave, and the addition of an option for three extra months of maternity leave. He pointed out that these changes require employers to keep the worker’s position open during these absences, a financial strain that many small businesses may struggle to accommodate. He remarked that the total paid time off, including annual leave and public holidays, might reach as high as 27 days a year—117 days when including maternity leave—which may compel some employers to prefer male candidates instead of female applicants, thereby negatively impacting women’s workforce participation, which is already low at 36.2%.
The implications could be significant, as Rathod emphasized that Fiji’s economic environment is not equipped to handle such extensive leave provisions effectively, which might mirror those in more developed economies. He raised the issue that feedback from employers, particularly regarding Section 76 on public holiday payments, did not seem to influence the final draft of the Bill despite being a prevalent concern in prior consultations.
Rathod’s recommendations for amendments included scrapping some sections of the Bill and proposing more manageable changes, like permitting three days of sick leave without a medical certificate and tightening rules around annual leave attendance. He reinforced the need for an equilibrium between employee benefits and economic sustainability, warning that without such balance, the Bill might hinder job creation and counteract its intended goals.
These discussions echo concerns previously voiced by the FCEF regarding other labor amendments that could lead to increased operational costs for employers while failing to adequately support employment and economic growth. As Fiji navigates its legislative landscape, fostering open dialogue between employers and the government could lead to more balanced and effective labor laws that safeguard both workers’ rights and business sustainability, ultimately contributing to a healthier economic future for the nation.
By promoting constructive discussions, there is hope that the proposed reforms can enhance workplace conditions while ensuring that businesses remain viable and able to create new employment opportunities. This collaborative approach is vital for fostering a resilient workforce and promoting gender inclusivity in employment, a positive direction for Fiji’s economic landscape.