The Fiji Commerce and Employers Federation (FCEF) has expressed significant concerns regarding the Employment Relations (Amendment) Bill 2025, highlighting potential adverse effects on women’s employment prospects. Despite the government’s dedication to promoting gender equality and empowering women economically, the FCEF warns that certain provisions within the Bill could unintentionally discourage businesses from hiring women.
During a recent presentation to the Standing Committee on Economic Affairs, FCEF Board Member Deepak Rathod articulated apprehensions about specific amendments, such as increasing annual leave from 10 to 12 days, introducing three days of family care leave, and allowing an additional three months of maternity leave. Rathod indicated that these requirements would force employers to maintain positions for workers during their absences, posing a financial challenge, especially for small businesses. He noted that combining annual leave, public holidays, and maternity leave could result in up to 117 days of paid time off per year. As a consequence, some employers might prioritize male candidates, further diminishing women’s already low workforce participation rate of 36.2%.
Rathod underscored that Fiji’s economic landscape may not be adequately prepared to support such extensive leave provisions, which are more typical of developed countries. He expressed concern that employer feedback—particularly regarding Section 76 related to public holiday payments—had little impact on the Bill’s final draft, even though it was a common concern during earlier consultations.
To address these issues, Rathod recommended revisions to the Bill, including the elimination of certain sections and the introduction of more manageable guidelines, such as allowing three days of sick leave without requiring a medical certificate and enforcing stricter attendance rules for annual leave. He emphasized the necessity of achieving a balance between employee benefits and economic viability, warning that failing to do so could stymie job creation and thwart the Bill’s intended objectives.
These discussions resonate with ongoing concerns raised by the FCEF concerning other labor amendments that might escalate operational costs for employers while inadequately fostering employment and economic growth. As Fiji navigates its legislative challenges, encouraging open communication between employers and the government is essential for developing labor laws that protect worker rights while ensuring business sustainability.
A constructive dialogue could pave the way for reforms that not only improve workplace conditions but also maintain businesses’ ability to generate new job opportunities. This collaborative approach is crucial for building a resilient workforce and enhancing gender inclusivity in employment, marking a hopeful step forward for Fiji’s economic landscape.