The Employment Regulations, S.I. no. 10 of 2023

3. Non-apPlicarion PARI tr. FREEDOM Ortr. ASSOCIAION 4. wottels and employer's rig[t to Aeedom of association EMPIOYMENT PARTM. VETI'INC AND ATTESTISrcN OF COD{IRACT 5, Vefiing and attestation ofcortract ofenPloyment PARI IV.REGISTRAIIC'NANDMAINIENAI'{CEOPEMPI'OYER ORGANISAITONSANDWORKERS REGISTER 6- Registrationofemployerorganisations' ?- RegisuationrequirmeDts' & Form ofaPPlication'

9. Certific*e of Regiss'atim- 10- Reglsterofemployets'orgnisations'

11. Benefits arrd advantages conferred'

12.AntrualletumarrdcomplianceobligationsforemPloyers'org?dsations.

13. Regiser ofworkers'

14. InsPection of register'

15. Employer to rnake available register for exminatioL T PARTV. EMPI.OYMENT RIGHTS AND OBLIGATIONS

16. Employes' right and obligtions.

17. Particulas of emPloyment

18. Workers' rights and obligatiors'

19. Clrange of name or address. m. Weekly resl PARTVI. M-{IEBI\IITY/PATERI{UY PROTECTION

21. Health protection. 22 Matemityl Paremity leave. Z. Bonefits. Z. Breastfeedingmothers. PARTVtr. PROTECTION OF CHIID I-ABOUR

25. Chitdlabour. 26 Register ofchild workers.

7. Access to nutrition, healthcare and educahon' PARTVIII-AI,I'WANCES AND SPECIAL PROVISIONS FOR WORKEFS

23. Night parrol officers' allowance-

39. Entitlement to heahh and medical aliorvance.

30. Special health or merlical risk allowance for pandemic and epidemic outbreaks and disasters. 31, Monthly cooking atlowance for workers living away ftom home' 32 Workers handling €ash in workplace. 33- Underwater divingrisk allowance

34. Relocationallowancc- 35- Travel allowznce.

36. Night auowee ertitlemeDt for workers.

37. Housing or rent allowance- 3& Transportallowance. 39- Out-of-stationallowmce. ul ,10. Duration of out of station work and rclocation allou'anc€'

41. Allowances for firc fighters not in public service"

42. Allowaaces for workers engaged in waste collection'

43. Acting allowalces.

44. Pro-rated allowances for casual or &ily wage workers' 45- Relationship betlre€r specific allolvances and general allowanccs' 46 R€istralion at r'':ntres' 47- I2bour card and entitlements'

48. Job vmancies from emPloYers'

49. EmploYmentagencies.

50. Regisrration and licensing requirements-

51. Applications for licence' -52 Notification ofrefisal of licence'

53. RecordkeePiug.

54. Report ofprivate emplolment agency'

55. Criieria for ticelce rerewal'

56. Grormd for revocation oflicence' 5?. Notice and oppommity to rectify'

58. Right to appeal agairut refusal and revocation of licrrce' 59- Power ofentry, insPectio& etc'

60. Offenscs and Penahies. . Matr€ement and utilisation of frmds received' 6l 6a Labou travelling clear-ance'

63. Equal remrrel atirr and nondiscriminadon in emPlolment'

64. Prohibition of d:sc.rimination in employmefr' PARTIX. CI,AIMS FORI,,NtrhIRDISMISSAL

65. Worter's claim fol unfair dismissal'

66. Proceedings o'r co,npiaint for unfrir dismissal'

67. Employer to be gi'ren fair hearing'

68. Penalry fior unfair dismissal' lv PARTX. COMPLAINTAGAINSTDISCIPLINARYPENAXTY

69. Complaint procedure for unreasonable or unjustified disciplinary penalties. 70. lnquiry proccss for complahts.

71. Procedure for hearing disciplinary penalty complainl PART )q. END OF'SERVIC,E 72 Terminaionofemploynrentandcompensation entitlemenl

73. Tlnnination ofemplol.ment not to affect leave and other entitlements eamed, 74- Notificatiouofcessation ofemploymenr.

75. Obligation to augnent end ofservice benefit accolmt. 76 Investnent and currency conversion ofend ofservice benefit accounr

7. End ofservice benefit account rcporl

78. Withdrawal procedures for end ofservice benefit account

79. Calculation and publication ofend ofservice benefis.

80. End ofservice or g?tuity benefil \atuation re[nrl

81. Local content compliace. e. Separation tom €rplolrlerl E. kotectioD of credit and dues e3med itr service- 84. c€nerd right to rcdundancy payurent

85. Qualification ofgeneral righr

86. Notice ofpropos€d dismissal for redundancy. &7. Worter anticipating expLy ofemployet's notice.

88. Redundancycompensation.

89. Disentitlement to redundarEy payment because of disrnissal for misconduct. m. Employer unable to provide wott. PART lql. PENAI,:rr FOR OETEIVCES

91. Penalqr for offences- Schedules. SrATrroRY llsrr'ulif-lrr No' 1 0 of 2023 Ptb!'tshed tSth Oclobe,i 2023 TI{E EMPLO]NV{ENT ACI, 2023 (AcT NO. 15 OF 2023) 2023 Short title THE EMPLOYMENT REGTJLATIONS' In exercise of the powers conferred upon himby section I l2.of Or. nmptovmenr act' 203, in consultation wi$ the Joint Consultatrve iiirni,il, ,n urister hereby makes the following Regulatioos' PARTI-PRELIMINARY lrtctPrcbtioD l. In this Regutarion, unless the context olherwise requires- (ActNo' 15 "Aot" means' the EmploymentAct,2023 of2023; paid to a "ac.ting allowance" means an allowance fimctions and o'o.t-e. *t o r".por-utily performs the responsibilit ies of the substartivc hldcr ofa higber oost wheo th" post is vacad for a Period in excess it toote' Tbe acting allowance shall be Li 3 rnon.jt, salary paid rnonthly' in addition to thc workels basic '*d ori*, nil"o"ntes for his substantive position; "actuarial valuation" means an anallnis perfonn{ by an aduary that compares rhe asses and liabilities of a Pensior PIan; 2 "allied health proltssional " means tbe defnition given to it in dre Allied Health Professiors Act No. 3 of 2U2: "cash bandling" includes tellers, cashiers and cash handlers, generally r,r'hose job it is to accept, count, treck and ditpense cash as paIt of the rvorkplace operations; "Commissioner" means the Commissioner of Labour atrd Employment appointed by tbe Public Service Cornmission for the purpose of &e adninjstration aDd implementalion ofthe Employnrent Act; "cooking allowance" means an extra money gi!'en to certain set of workers owing to the DaturE and remoteness oftheir wort or workplace; "extra work" incluCes oyertime work and work on rest days and holidays; "faEcal .*tste" meaDs a mix!tr'e ofhunan exclsta, yater and solid wastes including toilet pap€r or other anal cleansing materials, menstual hygiere materials that are disposed of in pits, tatrks, or vaults ofonsite sanitation systems; "Minister" means dre Minister responsible for labout unl€ss otheflvise stated and "Ministry" shau bc construed accordingly "night patol officer" means a night worter whosejob is to provide surveillance and assure security befli,een the hours of 8pm and 6am the follcwing d"y; "Dighl work" meaDs atl work that is performed during a period of not less than 7 conseculive hours, including the interval benveen the hours of8pm and 6am the follolf ing day; "private employmeDt ag€ncy" means a boay corporafl that acts as an intermediary for the purpose of procuring emplo5ment for a worker or recnriting a worker for an employer and includes- (a) sen ices for matching offen and applications for employment witbout the privaie emplo)4rent lgeDcy becoming a pafiy to the employment relatioship, which may arise fiom there; (b) services consisting ofemploying workers with a view to making ttem arailable to a thbd party who may be a natural or legal person referred to as a "user enterprise," wbich assigns their tasks.and supervises the execution of these tasks; atrd (c) other services relating to job-seekiag detennined by the competent authority afrer consulting the nost representative employers' and workers' organisations, such as the provision of infornation that do not set out to match specific offers of md applications for employnent "register" m€ans a book or separate cards kept b:/ every employer containing the infdrmation relating to his workers as required under these RegulatioDs and includes a register required to be maintained under the Employment Act 2023; "sludge Waste" means inorganic waste in a s€mi- liquid state, excludiug hazardous waste, but including waste &om automobile wash racks and steam cl€aning products, cemmic, pott€q. atrd glass lvastes, muddied iyater Aom bundries, and similar noll-toxic materialsi I "steam boiler" mears any closed vessel in whicll for any purpose, steam is geDerated uader pressure grealer than atmospheric pressure, and includes any economizer used to heat water being fed to any such vess€l and a super heater used for heating steam; "same work or rvork of equal value" means work in respect of which rhe skill, effort and responsibility required are the same when performed under similar working corditir)ur by a man or woman and the differences, if rny, betu'een the skill, effort and respomibility required of a man and ttrose required ofa woman are not ofpractical importance in relation to the terms and couditions ofemPloymenq "unfair dismissal" means an emptoyer applying different set ofcriteria in dle treatstrent ofhis workers whether based on colour, disability, political opinion' national extraction, marriage, pregnancy and mdemity, race, religion or belief, sexuality, sex, membership ofa tmde unio4 organization or social origin, that has the effect of nulli&ing or impairing equalify ofoPportunity or trealment ir empioyment and occupation, to the detriment of a worker; 'wlnerable groups" means physically' mentally or socially disadvantaged persons who may be unable to meet their basic needs and may therefore requke sp€cific assistance; "waste collectioD allowance" means Em cxtra payment given to a worker er tployed in tk public and private sector to collect ind dispose ofwastes (fecal sludge' atrd haurdous); "yotmg person" means a yormg pcrson as defined in the Child Rtshts ActNo.T of 2007. 5 Applicarion shall applv to 2 These Regutationsemployment "ryPf* 11^::*ers related claims' exce6 wher€ t t,"il *"iJ-i""a* stated the contrary is e\?ressty 3. rhese Regurations shau,S,3:y#ffi?,.j1ffi Xiiin",". st police fo:ce, fre force, correctional their civilian workers' - PART II - FREEDOM OFASSOCIATION .,*l^"1'l,"Hffif ffii,H"1""IilHtr""S:ffi :T"HiHFi' o* in trade rmions ot ;#;;ffi;- to participate 'io'k"'s m,*,$. worker'related associations' *ry'3"- 1l (2) While workers havc th€ right to fre€fyassociations' t t tooe to;d" *i; goupingsaetriment or worker-relded of the emplcrver or their ffJ,i il;;isei to'te business intcrests' ' (3) A worker who inteDds to ParticiPate h 'Itd::*i mth a tbe employer *11"r-,"iJJ-"**"iation $atl provide "" "ar, of at least 3 workhg days' prior ootice (a) workers, individuallv * t}*q-th"T Ad: T]:lt- o, o,g-iio*,'hou " **- u:T*"#a3i3];urm ffifi usinB threats of violeuce' :.: :T"Ti,;*ffih,ffi"ir"*ti r"a ffil ano exceed tk emPloYe/s caPacrtY to as a matter of law' workels right (5) ln the event of a dispute concemitrg aright to lodge a the worker shall have ore to fr""dorri-Jf us'o"iation' complaint with the Commissioner' ef,Ploys rigbt (O In rhe event ofa dispute concerningthearigbt to lodgc a o toaooi-lf **"iatioq the worier shall have complaint with the Cornmissioner' 6 (7) The Commissioner shall tho;oaghly examine the complaint and render a frnal decision, ensudng the protection and promotion ofthe wo*efs rigbr to freedom of association. (8) Ttre decision rendered b1'the Commissioner in response to lh€ complaint lodged'.mder sub-regulation (5) above shall be deerned final providing a resolution to lbe dispule in relation to the \,yorte/s or employ's right to ieedon ofassociation- PART Itr - VETTING AND ATTESIATION OF EMPI.OYMENT CONTRACT Vening &!d 5. (1) An eDployer shall submit a written application to the rhcsaalion of Commissioner requesting lhe vetting and attestation of a contract of contact of cmploymetlt. emplo).ment or service, terms atrd conditions ofcontract ofservice, persoDnel policies, human resource manuals, or any otber docume thar reguhtes labour and eurplolment relatio ns, excluding Collective Bargainipg Agre€menrs between the empio-ver and a worker under section 33 ofthe Act. Q) Upon receip ofan application under sub'rcgulation (l),the Commissioner shall review the document and if necessary, invite the employer to a meeting to discuss the document to be vetted or aftested. (3) The Commissioner shall carefully examine the document to ensure compliance with relevant labour laws and regulations. (4) The Commissioner may consider facton such as fair ireatlent of workers, adherence to emplo)ment standads, non- discrimination and other legal requiremens. (, A contra€t of employrnent or service, terms and conditions of service, penonnel policies, human resource manuals, or ay other docuDoent that regulates labour aad e,mplolment relatiom shall not be att€sted by the Commissioner unless the following conditions are met - 7 worke/s (a) that the Employer has ohained the absencE the !'oluntary consenq c'nfirming o t fiauq coercion' maue innugc3' 1tst111 inducrng tne of facL or misrepresentation worker to enter into the co$tract Prouoeo the rmion thal $'herc a worker is rmionized shall be involved: a shall be in comptisnce with ths (b) ' the document ' A"t' these Regulations and other rele'rant bbour laws' re{uest a mecung-wrth-an @) Tbe Commissioner may cdions and ensure tqat mc ooolover o"dir.*,toncerns' seek clarif f'H;;;;;;ned aliss with legal requirements and best practices. /n 'fh. commissioner shal! based on tie review and and attestatloD oI ai."*.iorll.ur" " decision regarding the veting the document. trlTts (8) The Commissioner shall' wbere the documen! with the trr" o"".Jrlry'iundards and requirements' Proceed altesBtion Proccss' ofnon- /o\ The Conunissioner noay, \ 'here there arc areas requesr or .o-olianX or-.onaerns, provide recommendations with attestation' #Jdeis;; ;; io"rr*t't utfo'" proceeding llo\ The Commisstoner shall' upoo attestatio-nhasofDe€n the the doctlqrent ao",-r"ni-iriua u "ertificale indicating that successfu lly reviewcd and attested' tbe (l l) The atlestalion shall be prima facie evidetrce thal documentLmplies $ith the iegal requiremens' ( 12) The ahesred holds legal validity aDd sewes 'locus€ot . r"fo.lZ fo, th" cmployer and workers concemcd ^. 3 PARTIV.REGISTRATION AND MAINTENANCE OF EMPI,OYER'S ORGAI{ISATIONS AND WORKERS' REGTSIM. Regist ation of employcr 6 (l) Pursuatrt to section 13 of the Act, an employers, oryanisation shall be registered with the Commissioner in accordance organ isalion. with RegulaLtion 7- (2) Notwirhstarding sub-regulation (l), an employers' organisation that has been in existence and rccognised as such before the commercement of these Regutatiom shall be registered by the Commissioner, notwithstandhg that such employers' organisation may not meet all dre requirements for registrarion under Regulation 7. Rcgist ation tequiremcrts

7. The requirements for registration of an employers, o€anisatiotr tmder dtese Regulations are as follorax- (a) any 3 or more members of an employers' organisation may, by subecribiog their narnes to rhe rules goveming dleir organisalion and othenvise comply with all the other requirements of the Act and tbese Regulations; @) an application accompanied by 3 copies of the constitution of the employcrs' organisation duly authenticated by the signatures ofthe Chairman or president atrd &e Secretary ofthe ernJ'loyers' organisatroa for which the application is made; (c) the constirution of the employers, organisation complies with the Act, the Constitution and tle laws of Sierra Leone; (Q the name of the emplolers, organisation is trot identical to the name of aay other employers' organisation or so closely resembles any other organisation's trame, Iikely to mislea4 deceive or mnfirse its orm members or the public as to its true idenrify. 9 organization Form of

8. An-nriJ application for registration ofan employers' Fim application- ,ri.ir u" * .p.cified ii Form No' 2 in the Schedule' ,*,L"St#,i,?,xT,fr lffi :*ffi ffitffi f; :iffi iru;sffi': specified in Form No. 3 in the First Sche&ie' (2) A trade union or employers' organisation shall pay Certificale' the pescri'xd fees for the issue ofa Regisfation of

10. (l) The Commissioner shatl keep and mainBin a Register le*rstrt to Bffiffi* oreani*tio*, *rti"i it ofEmployers' .*n ot", detaG es+nay io "iliil "u"*o' 'otiti* be presc'ribed by the Commrssroner' rne fouowing - (a) name oftbe eDployet's orgaDisatioo; (b) place of business of the employe/s organisation; (c) sector in which the emPloyer's organisation is engagd and id) key contact person of lhe employer's organlsation' shall be open to @) The Register of Employers' OrgtDisati'o-ns working hours' tte puilit fo. inspectiotr drring normal on an BctEtrts dd The rights, benefits. and advantages conferred ll. emolovers' orEanisations and its merobcrs iy O" e"t and dYe *#ffiE n.g,rturio* -i, tnat not be eojoyed unless the emPloy€rs organisatton cmmissioo€r' i.'arfy t"gi"tt=o -d certifred rrtder the hnd ofrh€ Annud r!q,t' 12 (l) An emoiol'ers' organisation and workers'trganisation atcr te era *pr-o of shatl submit to the Core-is:ionerldrin i molAs tt to*"ia y""., * armu:l retum which shall include " ?$t#ffi"* and \rorkeis organisauons IO (a) the registered address of the employers' organisarion and workers' organisation: (b) the names and addrcsses of ihe ofEcers of the employers' organisation and workers' organisation; (c) the total number of the fully paid-up members of the employers atrd workers' organisation; and (d) a financial stat€ment of the employers'and workers' organisation of the preccding ycar. p) The Commissioner shall, wbere an employers' organisation or workers' organisation fails or refises lo submit its annual re!.nns to the Comrnissioner by the prescribed date in any year, give a written notic€ to tlle emPloyeF' organisation or workeis' organisation of its failure to submit witbin 14 days of such non- compliance. {3) The Commissioner shall, in the e!'ent that the non- compliance notice in sub-regulation (2) is disregardd notify the employen' orgaoisation or workers' organisation ofthe suspensiorl rBvo€tion or carrcellation ofits Cenificate ofRegistration as sPecified in Fonn No. 3 in tbe First Schedule. Registcr of 13. (l) An employer shall keep, maintain and preserve a v/orkers. separate register in respecl ofeach worker in the forrn ofa file. (2) A register under sub.rcgulafion (l), shall contain $e following particulan- (a) persoonel details- @ name; (D gender; it (if d* ofbirth; (iv) pennanerf home ad&ess; (v) natioral identitY card; (vi)" work permit ad residerrt pernit (where apPlicable) and date ofexPrY; (vD National ldentfic*ion Numbeq and . (viDcuriolhmVtu- O) details of terms and colditions of employmene @ occuPation or aPPointmeng ($ job description or terms ofreference; Qiil date of commencing employmenq (iv) agreed working houn per day and (v) leave entitlemens duratim; (c) details ofwages ad allormsces earned during each wage Period- O wage r4tes (exclading allowances); CO allowanc€s Payable and rates; (iD .ates for overtime wodq, (iv) other benefits (including approved amenitY and scrvices); D (v) wage palrnent intewals; and (vi) $.here pay is calculated by reference to time (houi day, rveelg or month! (aa) rate ofpay; (bb) total number of days ofnormal hotu: ofwork done durirg each rvage period. (cc) total anromt of wages for lormal hours ofwort during each r+age period; (dd) mte ofpay per hour for overtime rvork: (ee) total nurnber ofhours of overtime work done during each wage perio{ (tr) to'nl amormt of overtime wages duing each wage period; (vi) u'here wage is calculated by reference to work done in respect of piece, volume, or task ofwork- (aa) rat€ ofpay per pie€e, volume' or task ofwo* during normal hours ofworlg (bb) mrmber ofpiecea vohunes, or tasks of work done during norraai hours ofwork h each 11 :.ge rlerioal: 13 (cc) amount of w€es earned durint normal hours ofwork in each wage period; (dd) rate ofpay Per Pi€ce' volunes' or task ofwork done exceeding normal hours ofwork Per &Y; (e€) total number ofPiece, volune' or task ofwork dotre exceeding normal houn ofwort in each wage period; (f) amount of overtide wages earned exceeding normal hours of work in each w€e P€riod; Gc) number ofdaYs rvorkcd or total nrm$er of piece, volume, or task of work dorc on rest days and holidaYs with or witlout pay during each wage Period; (viii) details of holidays, amual or sick leave with or witbout pay granted dudng each uage period; (x) amount ofwages paid in lieu ofarmual leave with PaY in each wage Period; (x) detaiis including reason for the deductions made during each wage period; (xi) date of Paymenq (xir) signature ofthe workeC 14 (xi!) attestalion ofLbe employer. (Q severance c: emplo)anent- (i) agreed perioJ ot'noiice for termination ofemplcyroent or k"ges in lieu thereof; (i| date ofleaving qrployment; (i| amount of teimination or lay-off berrefits paid and the date of such payment; (iv) the merhod of computing the terminatiori <.rr lay-off benefits palmefis. (3) Theparticularsunder:ub.regulation(c)ofRegolation (2), shall be regularly updated in the register not later than the thkd day after the end ofeach rrage period to ttrich the pa$icuiars relate- lospection 14- (l) An employer sfia , rmless otlerwise pemritted by the of reBisler Commissioner, keep the register referred to in suFregulation (1) of Regdation I I , at the worh)lace ofthe worker and ensure it is readily available tbr inspection by the Commissionei or his dullr adhorised representative in that behalf nten so required- (2) The register shall be kept in both electronic and paiper fortrEt with adequate measues being put in place to protect the privacy and confidentiality ofdata coutained in the rcgister- (3) The employer shall estabtish and maintain intemal policies and procedures to govera tite access, use, and retention of the reglster's data with only authorised personnel having qualified ac.cess and such access shall be timited to the extent nec€ssary for the performance oftheir du.ies or as requircd by law. l5 (4) The emplover shall provide- period:: *':1**- handling $e regrser for orofessiorlitraining to workers responsible requiYnents and their i;:;H;ffi;,iIiance "virh data privacv strict confidentiality' Jug"i"ns to alwxys maintain ""*ir""a ,'.(,)Anempro"l'o{'":li"H""Iffi1i,,lf notice, gmnt each worker .full and unti ,}ffi llii#'' i"ifJirii" *gister iir sub-regutation ( l) of Regulation I I ' :f#;i:t:' recoJds (2) The right oia worker to Peruse his Personal sha[ be right , *" ..ur]-* ,ioji# ut no to" *hatsoever and such on not mor€ I*i"t".i".*"-*o"re the circumstances so deman4 than one occasion il a rvage period' lrr wirho-ur creiudice, fie emPloyer may seek approval acccss fi.- tr" c;;;;i;ntt ior un atttntati"" manner of Providing jt ;"il"-;;;;;i;;nationandtheapproved1t":'1:-y*- .i.ri ;r; tle requirements set forth by the commrssroner' ""rnpiv (4) The informati!1n contained in the Register'however' lTl11iE,i m presented in English' tu" *o*JJ putti*lars, shal be ernployer shall read English' the the case ofa worker '*ho cannot tie workcr in mdersiandins th€ X;";"tt'il;;ti;ble io as"istrelating to them alld these.facilitiG details co ained i the regisrer to ensuf,e ;;;;hd. 0-ansl'atioos' interpretatioos' or oth€r meaDs comprebension of the infonnation' oblain /fl T'oe \ orker sh1!l have the right to review anda wntrcn ro them upon submitting copies or'#ormation tret t'Jinilrg request to the emPloYer' (O The en plo) er shall respond to days' -thc.*etkl: ]T:fl imd prouoe 30 within a relnable tirni'$ame' nor exceeding access to the requested iniormation' includc (7) The access p'ovided by the worker slrallunler't\e' .rkhg d[" ;iis p' nnnut l:le as apiertains to bim onlv in drar behalf tr the <mploycr ot u p"t'on audorised -iJ,frti"', free fiom irtimidation I6 (8) In fulfilhnent of tle obligaticn under sub-regulation (7), tlre employer may cbarge a reasonable fee ro cover the a&ninisu-ative costs of providing such copies and the fee shall be commrmicated to tie worker in advance, (9) The employer may require the worker to provide appropriate identification to veriry their identity before granting access to the inform*ion. (10) In cases where the requested information contains personal data ofother individuals, the employe; shall take necessaqr measures to ensure that the privacy rights ofthose individuals are not compromised. (ll) If, for any valid reason, the employer is unable to grant access to certain information requested by the worker lhe employer sball provide a explanatior to the worker, stating the legal basis orjustification for the refirsal or inability. (12) The employer shall inform workers oftheir rights to have access to their personal information in the register, inclurring the proccdures involved in making the requests. (13) The employer shall ensure thal the procedures arc fair and transparent, eDsuring that the wo*ers' right to access is respected (14) The ernployer shall ensure *fiat tl.re wortet's access to the information is faciliated promptly and in a maDler that respects the worker's privacy rigbts and maintains the confidentiality ofother individuals' personal dara. (15) The employer shall keep a record ofinstances where acc€ss to the register is granted to workers, 'mcluding the dates, rnethods and any assistance provided to a worker who gannot read EngtsL 11 6) rhe em p rover. :.*", tffi ,'ffi ;LT"ii H: ;i3tr; (I ions ( I ) and refened to in sutsregulal ;;; ;; -tbe from tbJ date 1t *:"*.:;t$;:T"'ffi3:l'i::;li wit} worker or for such other E detemine. PAR'T vt. EIUPLOYIVTENT RIGTIIS AND OBLIGAIIONS Ernploycrs' obligarioos-

16. An emplo-ver shall have the following rights and obligarions. (a) en:ure fu ll complianc€ mt the lawsof Sierra or Leone and resPect evcry coDtracl unholding'ttt1 - agreement with ihe worker' established lJgal rights and obtigations be'irveen himself and lhe worker; rh\ nrovidins infonnation as set out in Form X of '"' Itr. s"6.irr. in respect of his wodqlac€ or proPosed workPlace; -"' trcat all rvorkers equally, regardless of their (c) .'i,"-. ai*uiri,y, political opiniorg national and -u,iiug", pregnancy "tiiu",to"' ,"""rn,rt, race, religion or bclief' sexuatity' ."'' *"-U.,=Ui, tf" u-'Ot rmisr" orgoizaion t*i"f -iti"'U" n'" the efect ofnulllfringor n, i.p.ltiig' equality of opportuit-v ", aod i" Jrprl'vtt'l and occupation ""^#"t Pron)otes work and non- 'l;cent discriminati'on; of *' ei)surc'tre occuPdional safety aod bealrh rd) t by implem€nting aPpropriate risks ",oru.", ,".rrtt"t ,ita pti*"aur* to minimiTrworlq n"-.4" associated with their "rJ n.*"ftg t*.a*'r' trabin& and Pssonal P.otective equipmelq t8 (e) maintain a hygienic workplace environmenl which includes providi.Dg adequate sanirary facilities and ensuring that the overall conditions are conducive to the well-being and wetfare ofthe *.orker; (f) foster a good worting eovironment that enhatrces workers' performance and contributes to their care€r development by promoting professioDa[ growth, skiU enhancement, and opportt-rnities for advancement; (g) pmvide r,r,orkers with meals of seure access into and out of the workplace by ensuring their ability to enter and exit the premises safely, healtbly aud conven iently; (]r) remunerate *orkers for their services based on the terms agreed upon between the employer and the worker by esuring fair pay tlrat reflects the yalue ofthe work performed; (D provide the worker with clear and comprehensive information regarding his remuneratioq including the marmer in uihich it is calculated to enable the worker to rmderstand ard veri! his remuneration; f) respecting the piivacy of workers, safeguarding their personal inforrnation and ensuring that coufidential matters are hatrdled \r,idr discr€tion and confidentialiay: (k) not to disclose aoy infomarion relating to the calculatiou, paymeDt, or payable wages of a worker wi.Jrout the wor*er's explicit consent, preserving tbe conEdEntiality ard privacy of the rvorkeas firancial matters; 19 0) grant periods of absence due to ilhess er injury as stipulated in tlte Act atrd as agre€d upon, by ensuring that the worker continues , to receive wages and supporting the worker during limes of hcaPacity and mainaining their financial secwitv; (rn) upon Yerificalion, indemnifo the wor*er in respect of the followinS- @ reimburse all reasonable exPenses, the losses, and Iiabilities ilcurred by worter in tlle orecrlicn ofth anployeds instructioos; (o reimburse the worker fot atl reasonably incidental exPenses, losses, and liabilities incuned in &e exeqtion of6e employef s instructions; (ix) cover all expenses, losses, and liabilities incurred by the worker wirhin the authoriry granted to them bY the ernployer; (iv) provide compeosatioD fo, all expeDses' losses. and liabilities incurred by the worker during the reasonable performance of theiremPlo)menl (n) exercise reasonable care to ea$tre that Plants, tools, equipmeDt, premises, and work processes used in the wortplace are safe, rvhile taking necesvry precautions to preYenl accidents, injuries, or harm to workers; (o) orovide workers with appropriate tools and ,.*ur""a ,."arr"5, to facilitale their work, while ensuring that tlrey have access to ile equipment, materials, atrd support rcquired to etltctively carry out their dnies; and n (p) ensure equal treatment for all workers at all times, both h the evaluation ofworkers for career progression by providing equal opportunities to workers at all times, while fostering deceot woriqlace cultrue. Particulars 17. O) At the coflmenceEEDt of employment relationship, of an employer shal[ provide a uorker witir comprchasive written emPloym€nt. particulas of emplolmeot which includes - (a) rhe firll name and address ofthe employer, ensuring clear identification ofthe employing entity; (b) the location of the place ofworlg including accurate details of where the worker will carry out ,ieir duties; (c) a sunarary ofhis job description oudining tlp nature of the tusks and regponsfuilities involved; (@ the precise date on which the employm€r0t commbnces, ensuring clarity regarding the staft of the employrent rclationshiP; (e) the worker's ordinary bours ofwork and days of worlq clearly speciffing the regular working hours and days during which the worter is expected to b€ PI€se ; (f) the types of leave to which the worker is entitle4 such as arnual leave, sick leave' or other applicable ry?es of leave, speciSing tbe duraiici and requirements of such different ieave. 8) Where my ofthe particulars list€d in sub-regulation (l) changs, theernployer sball provide tie workerwi6 updaed wriuen particulars retlecting the changes rvithin 7 working days of the changes being implernented. 2t (3) Al employer shall, where a collective bargaining agreement is cur€trtly in force and applicable to a worker, firmish the worker with a copy of the collective bargabing agreement tir altematively, choose to permanently display a copy of the said agreement in a conspicuous place within the workplace to ensurc ea$/ access for the worker. (4) An employer shall, where a worker is unable to undersland the *ritten paniculsrs provide{ take necessaqr measures to eDsure that the particulars are explained to the worker in a language and maDner that the worker comprehends to ensue effective communication of the tems and cotrditions of employment l& (l) A wor{<er sha[ in the course ofdiscnarging his drlieq abide by the following obligtory principles - righb and obligations, (a) act with hotresty, competence, and professionalism, by demonstrating the necessaD/ skills and abilities to perform assigned tasks effec'tively; (b) maintain integrity by ensuring that his actioos do not bring the employer into disrepute drile tpholding the reputatio! and interests of the organimtion; (c) do aot discriminate in the workplace; (O interact couteously and respectfully with alt individuals he encormters in his professional capacity by fostering good relafionships aod prornoting a harmonious work environnent; (e) act profsssionally and responsibly, by being accountable for his aaions and its impa* in the workplace; 2 (0 maintain slrict coDfidentialiry r€arding any infomatio. related to his emPloyment €ven ceased after the emplclT nent relationship has by safegualJing sensitive data and r€sp€cting privacy righrs: (g) obev all latfrrl and reasonable orders given by rhe emPloYer or his authorised rep-resentatiu" within the scope of their contractual duties; (h) demo shate skill, comPetence, and reasonable care in the performance of his duties, €nsuring ihe Protection of th€ emplqels pro pe rty and rreeting the elpected sandards of qualitY and efficiencY' (, act in ihe best interests ofthe emPloyer prioritising the organisation's goals and obl"atit ou". p.oonal interests ffi conflicts; "t U) discldse any con0icts of interest that may arise bv his impartiality or negatively impact the employer's interests rmless autborized by and consenq the ernployer upon notification and c) do not engaged in act ofgross breach ofduty' gross mis-ciduct or gross insubordination (Ll subiect to aay expr€ss agreemelt or '-' circu!:istances where it is "*"".ptionul impossiUfe :o rrcvi<ie- the employer shall' consider providfurg upon a *tineo request' rJ*" *a advarcei to wor*ers that can be Jeauaed fron 6eh salary h orderto ficilitate financial assistaace when needed- 23 (2) These duties and r€sPonsibilities arc-:o be lade ous inrgral in oraer to maintain enhance a productive and harmoni. *o.f"*i*n*"o,, tt ereby fostering trust and professionalism between the worker and the employer' (3) An emplo)er shall provide DecesTry- gutdTc€ at{ support to ensure thal workeE are awarc of their obligtiom and understand the expected standards of conducl (4) A violation of these duties and respoosibilitie's shall mcasnes as. nay be resutt in disciptinary action or orher appropriate laws' detemined by the'employer in accordance wirh applicable regulations and emPloyment policies' , (5) Workers are encouraged to seek clarification or euidance m lhe emplt'yer or relevant au&orities in case ol any io*io,i", o, *nflicjs ielated to theL duties and rcsPonsibilities' of 19- (l) In the €vent that an ernployer changes its business chatgc nurrr", uaai"*t, or location, rl,e employer shall prolide tT:ly ffi 7 wort[g Dotification to fte Commissioner of such cbanges wiihin Form No. 5 of &e First Sclredule and such iuJ. Uy "o.pfai"g oojtitl*tior tt uli ioclude the followilg informatiorr' ofthe employer' -(a) the updated business name .n"rii,g accurate identifrcation and recognition ofthe anploye/s new name; o) *re new address, if any, of rhe employet's business, specifying drc precise information aborrt'$e physical geogpaphic bcation u&ere the enploye/s oPerafioos ar€ conducted; (c) the updated location details' providing precise iaformation about the new geographic location of the emPloyer's 24 (2) Th€ employer shall iuther ftrnish the Commissioner with tlrc necessary docurnentation cr forms required to officially record the chaiges in the employer's business name, address, and/or location, as prescribed by the relevart regulatory authorities. (3) Failu€ to compty with the notification requirement within the specified tirneframe may result in Penalties or legal consequeDces as provided by applicable laws and regulatiom. (4) The Commissioner shall maintain accurate records of the updated business narnq address, and,/or location ofthe employer' ensudng that the information is readity accessible and available for reference and official purposes- (g The emptoyer shall also update relevant records, including omployment conftcts, payroll systems, and ernployee informatioq to reflect the changes in the business name, address, aDd location to ensure consistency and transparency in ernployment- related documentation- (O The Commissioner may provide firtier guidelines or additional requirements regardisg the notificalion process alrd documentation necessari/ to facilitate the accurate atrd timely recording ofchanges in the employet's business name, address, and location. (/) Al employer shall communicate any changes to his business name, address, and location to his rvorkers, ensuring that xorkers arc infornred and avmrc ofthe r4dared information to facilitate effective communication and Polential fuiure correspondence- Wcekly rcst 20, (l) Unless otherwise agreed to, a worker shall not be required to work for their employer for more than 5 consecutive days without at lea$ a days rcst, which shalt be taken on a customary day or as agreed upon between the pa*ies. (2) The Minister may, after consultation with the Joiat Consultalive Corrmittee, exclude persons holding high managerial positions in a workplace &om &e operation of section 60 ofthe Act' I 25 (3) Pursuaot to Section 60 (3) of th"-n4.th" :*-:-1d. any or be deferrcd under entitlemeni-lfa worker to ueekly rcst may the fotlowing circum$ances- (a) in tire e\€nt of natural disast€rs' accidents' or rEgent actual or imminent foroe majeure' uork required on the worlglac€'s Premises or equipment' but ooly to the extent neccssar) to avoid serious interfermce with the ordinary working ofthe wo*plac€; (b) abnormal wort pressure due to '- in cases of special circumstanc€s where the employer cautor reasonably be exPected to enploy other measures; (c) in order to preve tbe loss of perishable goods' (4) WheD temporary exemptions a'€ granted rmder sub- be provided witb compenseaory rest' '*ff;;;-i;i., rhe rvo*ei shall resulation'(i), of at teasr the equivalert to 6at Provided for in suireguration (l) and &e enployer slnll provi& such compensalory rest withia 2 months ofthe rest pcriod missed (5) Where a u'orter is ernplo@ rndcra conlact inwtticl wages are'calculated brsed on a Period of one "oI "1*:'-: accormt oI not wodcng deduction shall uot be m:de f;om wages on rest oi attenaing ttis rvorkplace druing tbe usual or compeos'*ory period PARTVII. IIATf,RMTT'-PATF.RNITY PROTECNON not Hcdlh

21. (l) A preEra:r't or biesstfeedins woman worker shall ofher protcctiotr' or oe healo beassigned workthat is,letrincnral tl-il"rieatth baby. 26 (2) An employer shall, where a medical assessment establishes a risk to the heahh of a mother and her baby, provide alternative work or modify the working conditiors !o eliminate or reduce the risk. Malernitv 22 0) In granting matemity leave under subsection (l) of and -patcmitv section 72 of theAct, $e leave shall include a compulsory period of lctve S weeks after childbirrh. (2) The prenatal period ofmaternity leave, betw'eon the presumed date ofchildbirth and the acEral date ofchildbirth, may be extended to any period withour reducing the compulsory poshatal period of matemity leave. 6) The employer shall ensure that a female worker is informed about her entitlement to materrity leave and the Proc.€duIe for requesting and taldng malemity leave. (4) A male worker shall be granted patemity leave ofthe birth ofhis child as provided by section 77 ofthe Act. Benelits A. (l) A pr€8lant woman or a woman oa matertrity laave sball enjoy medical benefis. C2) Sueh medical benefits may cover tre rvoman during the prenatal, childbirtb, and postnatal periods, as well as if hospitalization required. (3) The medical benefits may also cover the child ofrhe woman on matemity leave. Brcastfecding 24. (l) Employers shall where his circumstances so permit, mothcrs. ensr.ne that breasfeeding women workers have the right to one or more daily breaks or a reduction of work liours to enable them breastfeed theh babies. (2) The breaks or reduction in work hours where applied for breastfeeding rnothers shall be considered as working dme and shall be remunerared accordingly. n (3) Withoutprejudice, the following determinationf,shall be made regarding tneastfeeding breaks and reduction ofwork holrs- (a) period cfnursing breaks drring the workday; ft) reduction ofdaily horus ofyo* allowed for !reastfeeding; (c) number of daily hours of *ort allowed for 6.gasfsgding; and (d) procedures for requesting and implementing the reductior ofdaity hotus ofwott- PAR:IV -PROTECIIONOFCT{IDIAAOUR

25. (1) An employer shall maintain a separate register child L*onr rp"#;ruy;;;;;Jinjtte aetaits otchildren emploved bv hin o'.io. to tl..ou"rro"rt oith" A.t and the regiser shall inclu& tbe 'ioiorrrl..,loo tp""in"d in zub- regulat ion (2) of Reglation I l as well ' as the following additional particulars- (a) fi.rll name and address ofthe child; (b) name and address ofthe pareats or guardian of the child; (c) age ofthe child at the date of emplolment; (d) educational level ofthe child; G) Eature ofthe job or work in which tbe child is engaged; ({) duration ofwork perfonned by tle chil4 G) rest periods granted to the cbild: n (h) remuneration and any other benefits pro!ided to the child; and (i) any other matters prescribed by the emplolment ccnfo.ecr or as required by the Commissioner. @) In &e event that an emplol,er fails to comply with the requirernents specified in sub".regulation ( I ), &e Commissioner shall issue a directiye to lhe employer, specilying *i.- nec€ssaj/ actions to be taken within a period of2l days. (3) Failure ofan employer to ccmply wirh the directions ofthe Commissioner, as outlined in sub-.regulation (2) above, shall result in a fine equivalent 10 one month's minimum wage for each day ofnon-compliance. (4) An emplo.v-er shall, upon requesr, preienl the register referred to in sub-regulation (1) of Regulatioo 26 for inspection or exmination by the Cotrmissioner or aly ciuly authorizid person. (5) Failure to produce the register for inspection in sub. rcgulation (4) shall be deemed-an offence and subject to penalties as prescribed by the Act and relevart regulations. (O The Ministr] shall, in collaboratioa with relevart stakeholders, condr]ct periodic iaspections ard audits to verify the accuracy and completeness of rhe child employment registers maintained by employers, as well as to assess compliance r,rith child labour laws md r€gulations. (7) An employer shall cooperate fully with the Commissioner and auttrorized personnei during inspections, providhg aecess to relevant records. documelrs, ard premises as required bv larv to suppcrt the reduction and or e.-adication ofchild labour. (8) The Commissioner rnay, in consultation with appropriate authorities, prescribe additional r€quirements ard procedures relating tc &e maintenance insp€ction of the child cmplo)rment registe. to firther safeguard &e rigbts and \vell- being ofchildren. E among aS) The Minisw shsll actively pmmote awaeffis .-^'^"";-;r.;-and the geneml public rc'garding tte imponance resisters' child emPlovorent ;il#liffi;;-J..,i',i" uno up"o- du'"laws and protecting the righs H.,r}#..it*;;;tth chiid labour and welfare of children' Rcgist of 'rA 1l\ An emoloYe." l''o has already employed achild sball ,uui'iir" does not impede or interlere wotk€rs' "*# ".plqrn'"nt ",ttiti""- aspecr of the childs healthcare rf;;"T;noi"ir-g'fl;damenu! (a) to ensure that the child has access to suffrcient and nutritious food in accordance - wfth recognized stantlards for nutrition; heahh O) to have access to esscntial primary cheskdps' care services' inctudilg regular attentioD immuo izations' and timely medical in case of illness or rqiury; and or any (c) where the child is eDrolled in school other edrcalional in$iEtio4 tbe employer shall not allow the errPtoyment to disrupt or iind", tt child's edrcation' The employer Gt " m"te aPpmPdate arrangements' such to enable ar n.xiSf. *o*ing hours or leave, tie chilrl to attend and fully participate in educaticnal activities. (2) In the evcnt that tbe employment arangement of the cbild's we[- *rrorori"o *1 of rhe afortmentioned aspecrsm€a$res !o mitisate ffiIil;il;;",r f'n'ptv atte "otte"tiu" well-being and t" ?"t"iri,to"ct aod i"iu'e the child's develoPment are safeguarded' with ihe (3) Thc l-ailure by an employer to -complypre-sclY penalties as orovisions'of this regrrlation may rcsuh in '##ff;;;J"i *" tffotive protection of child s "**ing rights and their o\erall well-being' _r0 (4) The Minisuy- of Labour shall collaborate with relevant govemment agencies, educational institutions. and healthcare providers to promot€ awareness and Provide support to emplo)'ers in fulfilling &eir obligations to protect the nutrition, healtlq and education ofchildren. (5) The Commissioner shall conduct Periodic assessments and monitoring to evaluate EmPloyers' compliance with the provisions outlined in this regulation, ensuring the effective implementation ofchild labour regulatiom and the protection ofcbild labour rights. PART DT ALIO}VANCES AND SPECIAL PROVISIONS FORWORKERS Accessto 27. (l) A wo*er assigned the role of 'steam boiler walche/ llI1I91 shall be entitled to receive a monthly allowance, referred to as the mffffi. "risk allowarce,' which sha[ be cal;uhted allgwance- based on a . perc€ntage oftheir monthly basic salary. The risk allowance aims to compensale the worfter fm the tevel of ex?osure and associated risks rclated to operdiing a steartr boiler. (2) The rates ofthe risk allowance shall be as follows- (a) for a worker directly exposed to ihe steam boiler, a minimum of 1 5 percent ofhis basic monthly salary shall be allocated as the risk allowance; and @) for a worker who works in close proximity to the steam boiter but is not directly exposed to it, a minimum of I O percerit of his basic monthly salary shall be allocated as the risk allo\raDce. $) Tlrc determinarion ofthe specific perc€ntage ofthe risk allowmce withh the prescribed minimum rates shall be based on an assessment of the level of exposure to the steam boilet considering factors such as the proximity, duration ofexposure, and 3l conduct regular evaluationfto associated hazzlds- Employers shall ;;;;;;;.Ppr"priate allocation of the risk allowance for each ;;a-h**.4;"rritt tto guia"h"s providedby &e coqetent; authoritY. (4) The risk allowance shall be providd in addition to shall be subject tb all tn" *ort"iJ."goL wages and benefrts, and it applicable statutory deductions and entitlements' (51 The Minister, in consultation with r€leYant stakeholderl and based on considerations of occupational heahh of the risk rut w slandards, may reYiew and adjust the rates ""J steam boi hr' ;;;; ;";t*,1 to ensure fairness for ; wor&ers in relafed roles. (Q Employers shall maintain accurate records oftbe risk calculation uloorrror-grot"at itearnboilerr*etchen' includingthe records shall i-^i" -J*i" *t*"p""aing amounts allocated' These i" -ua. "nrifuuf"'for inspection by tie Commission"t :: T.y compliance wrur tnrs au0rorizrd of6cer for the purpose ofensuring regulation. (?) Any employer found to be in violation of the the o.oritio*'of this'regulkoo, including the failure -19 nrolle ;;;;;;. tltk alloiance to eligible workers' shall.be t':bjq 1 .*'rrulii.s und sanctions as prescribed under the Act' aimed at to sleam ;;.;irg fair and safe working conditions. in relation boiler operations' N.ight palml

28. (1) A worlier assigned-the role ofa hight Pairol officet' shall be entitled to re""io" t -ontliv''uot*"*' lJ*i""tetteftnta ;ffiffi*. codract io *gttt uno*-"e"' which shatl be determined bythe * rh"; were of and or the collective bargaining agreement "*ptoyJ""t applicable. (2) The night allowance aims to recognize and the additional respomibilitic+ risks' and ".r-*tl'th.,rorker-for ;#;;;;; ;r* iated with performine duties durine nieht time hours. (3) The detennination and palment oltle night allowance shall be made in accordance with the fcllowing provisions- (a) the night allowance shall be provided in addition to the workerk regular wages and benefits, and it shall be subject to all applicable statutory deductions and entitlements; O) the night ailowance shall be paid on a monthly basis alongside the worke/s regular salary'; (c) the worker shall be eligible to receive the night allorvance for each caleadar month in which they are ergaged as a night patrol oftcer; and (O the night allowaoce, as stated in sub- regulatiotr (1) above, may be subject to revision by the Nlinister, in consultation with relevfit stakeholders, to ensure its adequacy and alignment with prevailing econornic md labour market conditions. (4) Employers shall naintain accurate records ofthe night allowances granted to night patrol offic€rs, including the calculation basis and the correspoading amounts allocated. These rccords shall be made available for inspection by the Comnissioner or any authorized officer for rhe purpose of ensuring compliance with this regulation- (, Fail,lre to provide the r€quirod night allowance to eiigible night pahol officeis shall be deemed a violation of this regutation, and the employer shall be liable to penalties and sanclions as prescribed under the Act, aimed aJ upholding the nghts and fair aeatmeDt ofworkeE eDgaged in night patrol duties- 33 (q Any dispute arising from the entftlement, calculiltiorL or payment of night allowance shall be subj€ct to the apalicable dispuie resolution mechanisms provided uoder the Acl and or olhcr hbtur relaled la*s, including the possibiliry ofmediatioq arbitration, or adjudication rmder lheArbitratioo Act' No' l8 of2022' ,. (1) As specified in this regulation every workei sball E-ntittemear tare ttre.igtrt to ieceive a heatti or medical allowanct 9t:irlm* reimburscmcut ofmedical expenses for lhemselves and medical ther defined dependents. (2) To claimreimbursement ofmedical eryenses, a vo*er must subm;t a certified bil ofclaim issued by a qualified medical or health professional. The reimbursement shall be limited to fte anount of allowaace due to the worker, as determined by the employer' (3) The medical allowanc€ or reimbursem€xlt ofmedical expenses. ; ;rrovided in suFregulation 1) above, shall not exceed 2 ( monttrs' ',n ortl of the workefs annual basic monruy* salary urdess otherwise decided by the employer. (4) The term "defined dependents" m€ntioned -ir, suF regulation i t ) shal! iaclude the worte/s spouse, disclosed childrcn' ani any other individuals as perrnitted by the ernployer' (5) establish clear guidelines and -for The employer shall procedures submitting an<t processing medical expense claims' enzuring transparcncy, fairness, and timely reimbu$€ment' (6) The worker shall provide all necessary docrmentation' inclurting medical bills, rcceipts, d ary other supporting documents' process' as required by 6e employer for the reimbursement (7) The enployer shall maintain accu'ate records of medicat alior*ances gmnted and reimbursements made, includi4 the details of rhe worker, dependents- medical expenses incurred' ant the corresponding amorurts disbursed' These records shall be reained foi a specifred period as determined by the relevaot laws or regulations- v (8) In the evest of any dispute or disagreeElerlt regarding the entitl,eDen! calculation, or pa)'rnent of health or medical allowanc€s, the parties shall foliow the dispute resolutioa mechanisms provided under the Act a od or o*ier labou r related laws' including he possibility of mediation, arbitration' or adjudication rmder theArbitration Act, No. 18 of2022' (9) The Commissioner or aqv authorized officer shall have rhe authority to inspect and examine the nrcords and practices of emPloyers to ensure compliance *ith the provisions of this rcgdalon. Failurc to comply with the 'equtements may result in penalties 6d sanctions as prescribed by &e Act' si*io t-rrrt 30. (l) In tbe event of a Pand€rnic or epiCemic outkeak g-qtoot healdr or medical professionals, including aliied healthproftssioals Hrffi il aontline woriers, shall allowancc for bc .entitled to receive a ;'.ptd..t" gd soecial healh services pandemic, or medical risk allowance for their oubrcats such circumstances' The allowance shall be o*ast'r' .lndered durins uy tlrJconu-ctof employme nt a:rd or collettivebarggining deteunined of agrc€ment where aPPlicable' be @) The spe'cial health or medical risk allowance shall pmvided as an additional pay to recognizc thc exceptional risks and challenges faced by these professionals during disasters' pandemic ald ePidemic ornbreaks' (3) The allowance shall be applicable to health' medical professionaL and frontline rvorkers employed in various settings' including hospitals, clinics, laboratories, research itrstitutions' emergency respo$e unis, and olher healthcare hcilities directly involved in disaster, pademic and epidemic response' (4) The paymert of the special allowance shall be implemented in accordance with the guidelines and ctiteria set forth by'lhe competent authorities responsibte for public healt[ epidemic co rol and oth€r relat€d matters' (, The eligibilit-v and criteria for receiving the special allowanc€ shall be based on factors such as the nature ofwodq level of exposure to infectious agents, level of risk ilvolved' and the durui,on of service during the disastcr, pademic or epidemic outbreak (6) he emploltr shall maintain accurate rccords of the special health or medigal risk allowaoces disburs€4 including the details ofthe professionals, the period ofthe disaster, outbrealq and the corresponding amounts Provided- The.se rccords sball be retained tor a specinea p*oa as prescribed by the r€levant laws or rcgulations' (/) Thc special heahh or medical risk allowance shall not be considered as a substitute for any other entitl€d benefits or comp€nsations grrnted to health or medical professionals under existing laws or regulations. (9) The Commissiouer or any arihorized offcer sball have the power to inspect and examine the compliance ofemPloycrs u' h rcgard to the payment and adminisaation ofthe sPecial allowanc'c' Non-comptnnce or violations may result in Penalties and sanctions m stipulated by the Act. (10) This regulation shatl be interPrcted and applied in conjunction \vith other provisions of the Act, as well as aay supple.mentarS'regulations. laws or dircctives issrrd bytk compaent uotho.ity to the proiection and welfrrc ofhcahh or mcdical "r"*" professionals dwing public heahh emergencies. 3l- (l) A worker engaged in a s€.tor lhat r€quires him to Mon'ilv reside away from his usuai place o iJ**.Uf # *,itled to a ffi monthly cooking allowance. The cooking allowance shall be for- c,ort.,s by theiont-act ofemploymeat and or colbaive bargaining livins ho c detennined of agreemert Phere applicable. (2) Where the employer oPerat€s a subsidized ca ceD sewice that provid€s ld.quale meal\ including hrnch or squae meals, it sbal discharge the empicyei fromthe oblgaioro prrovide a cmking allowance to the worker. 35 (3) The cooking allo$ace is intended to support workers who rmable 1o access fteA regular cooking facilities and are obliged to prcpare tbeir own meals while resirting away from home' (4) The cooking allowarrce shall be paid to eligible workers togetlFt with their regular montldy remrmeration and shall be subject to applicable taxes aDd deductions. (D The employer shall maintain a separate record ofthe cooking allorvances provided to workers, including the worke/s details, the anount disbrnsd and the periods covered. These records shall be retained for a specified P€riod as prescribed by the relevant laws or rcgulations- (Q The Commissioner or any authorized officer shall have the power to inspe€l and examine EmPloy€rs' compliance with the provision of the cooking allowance- Failure to comply with this rcquirement may result in penalties and sanctions as Provided for in the Act. workers 32 (l) A worker enru$ed \rith the rcsPoDsibility ofhandling hudling cash cash in the cash wolkptac€ shall bs ertitled to a monthty cash handling Itr con(p'acc a[owance. determined by tlre contract ofemPloyment and or collective bargaining of agreement where applicable. @) The cash haadling allowance is provided to pay the rvorker for the added responsibility, risks, and expertise rcquired in maDagind cash transactions in the worlelace. (3) The employer shall maiEtain accurate records ofthe cash handling allowances provided tc rvorkers, including the wori(er's details, the amounts disbused. and the periods covered. These rccords shalt be retained for a specified period as prescribed by the rclevant laws or regulalions. (4) The Commissiorer or any authorized officer shall have lhe power to inspect atrd exanine Employers' compliance \Yith the ii to comply with this orovision of cash handling allowsnces' Failure in il;#i1it;;;..tr i'"pen"lIi"s a"a sa"ctions as provided for the Act applied in (, This regulation shall be coostrued and as any coniunction vrilh other proYlslons of th€ Act' as well laws or direcrives issued bv the iliffi;;;";t-;.gui,tiun'' to ensure equrty and proper handling ofcash comp€tent authority transactions in the worl?lace'

33. (l) Aworkerwhopossessesthe.'"T*:1i1fi1: Hm' ircluding members tloelocr' o. ouJinJio^ to perform underwat€r divitr& ro u monthlv allowance refened ;iffiH;;d.["iit" "' '"titt'a ;""] vii;',i allowance '' The diving risk allowance shalltebargaining ;".;#o;:;.;;cract c Iemplovmetrt and or collccrive of agreemefi wiere aPPlicable' D\ The divios risk allowance recognizes the Itinherent serves diving' ,isf" aoa #ciutiz..l skil-h involved in underwarcr ,r"ilia"-i"i.". r"r th.'addirional dangcrs, physical demands' and tasks' expertise required in ped-urming such (3) The amployer shall mahrain accurate records ofthe mg€ed in underuarer divinc risi-;ttowaoces pr"vi'led to workers ;#;.'ft;;..;;ds sirall include the workels detail$ th€ amouDt pcriod- The emplover shall ;irl="#;;il "na 'r't "ppri"out drc AcL ;;;-;;;;"'";* tbr a sp"tified period as pr€scribed in (4) Th: C o;' rntissioner or any duly autbgry :f:: H wrm emPloyers'comPlBnce have the power to irispect and examine with rhis ,i. p-"f!i* "f oi, ing risk allowances' Failw€ to comply in pelalties and sanctions as provided for in i"q.lir"rn.n,,n'. r.tuit dle Act. in (5) 'titis regulation shall bs con$rued and applied as any Act' as well conion"tii-n t.ii.t otfl' provisions ofthe :;;'.;;;;;;r^ rtsulatioos- laws or direcrives issued bv the- and p'oPer recoenitioD of ;il;ffi'ft;";ii, ;;ith :';';' t'aimess diviug activities performed by ii" Lks *"o.i",.4 '' "ulderrlzter worters. 38 Relocatioo 34. (1) When a worker is required to be relocated or transfefl€d Aom one work statioD to another, the employer shall provide a relocation allowmce. The rate ofthe relocation allo*znce shall be determined based on reasonablc costs associated with the relocation process, inctuding but not limited to- (a) transportation expenses for the worker and, where applicablc, their irmediate family memb€rs; and (b) housing and accommodation costs, if not provided by the employ'er. (2) The relocarion allowance shall be designed to ensure that the worker and their ianily can snoothly tansition to the n€w location without experieocing financial hardship- The specific arnounr of &€ relocation allowance shaH be detemined by considering prevailing market rates, standard practices, and the specific cAcumslancrs of the rclocafion- (3) In cases where the worket's circumstances and the naturc ofthe rclocation warfiut addilional allow'ances, such as living costs or children's education expenses, the employer shall provide rcasonable additional allowances. subject to rhe employet's capacity and odrer relevant comiderations- (4) In situations where borh the husband and wife are employed by the same employer, working at the same wor*station, and are transferred to different rvorkstations within a 6 month period, only one ofthem shall be entitled to receiv€ tie relocation allowance. The purpose of this provision is to ensure that t}le employer's rclocation costs are reasonably allocated and,to avoid excessive financial burden on the employer- (5) 1',re tems aDd conditions related to the relocation allowance, including eligibility criteri4 applicatioD procedr-Ees, ard dispute resolution mecharisms, shall be determined io accordance with the provisions of the Act and al3y relevant regulations or guidelines issued try the competent autlority. i9 (6) Anv disDutes or grievanc€s adshg from the payment to th€ .," noo-ou *i oi,he'relocatiin atlowance shall be subject laws arid ilil'#il;o* p*."tibtd in the relevant labour ;;;;;;;;""."nts including but not limited to mediation' Ji*tioi,ria". rc Arbirration Act' No' l8 of2o22' or adjudication by the Commissioner or- the Coruts' (D lr shall be the responsibility of the employer-to rclated to lhe r€locatim rnaintain accr:rae rccords and documenation to workers' Thes€ re€ords shall inclu<b the "rr":ffi-p*vtal ;;;;#t, ,h" amouff aDd nalDre of the allowance' and thc *iJ.f *r*",i*. Such records shal.l be relained for a specified iJJ * p*.""t 0 by the applicable laws or regulations' travel Travel

35. (l) A worker shall be eoritled to a reasonable. for the following allo\ ranci uloJo"" ,rt undertaking an offrcial travel purposes- "o (a) touls organized bY the emPloYer; ' (b) recall from leavewterc thewcter isrequired to ravel outside their usual place of work during &e leave Period; (c) ' participation in EaiDing programs' seminars' ' conferences, sports eveots' culhrral events' engagement directly related to or any o6er their employmenq (d) aoDearaoc€ itr court as a jury membcr' '-' ot witness (ouly for matters relat€d ^li.tot to the employeds work); (e) receiving national awards on behalf of the €srployq. 40 @) The lravel allowance provided to rhe worker shall cover expelses such as meats, accomrnodation. and olter reasonable expenses incurred during the ofiicial trevel. The specific arnount and scope ofihe tlavel allowance shall tje determined based on the Daire and duration of the travel, prevailing rates' and the worker's reasonable needs. (3) The employer shalt ens,re ihai thc tavel allowaace is sufficient to mert the worke/s necessary cxpenses during an official tmvel. In addition to meals and acconmr..rdatiorq other reasonable e4)€nses incurred, such as transportation costs and incidentals, should be considered when determining th3 tn'/el allowance' (4) The employer may establi:;h guidelines or policies regarding the reimbursement of speclfic exPenses' submission of reieipts or supPorting documertst,c:1' a d atry other relevant procedures for claiming the tralel 'jllorvance. Such guidelines or policies shall be communicated to the workers a-T d adheted to in a hir and finsparent manner. (, The travel allory.ance shall be provided to lhe worker in a timely marmer, eidre.r in advance or rhrough reimbursement after the completion of the official h?vel. The employer shall establish pmcedures for the disbursemeflt of the ravel allow'alce to ensure prompt and accurate Payment- (O The provisiors under this regulation shall not alt€r any laws or irctitsrtional policies cJrrently in force relaring to per sub-regulation (l). _ diems paid to workers for purposes under (D Atty disputes or qrievances arising from the entitlement or calculation ofthe ftavcl alio ance shall be resohed in accordance with the fispute resoiution mechallisms prescrrted in the Act or other labour related laws including negotiation' mediation, arbit-ation uader the Atitration Act No- I 8 of 2022 or adjudication by the Commissioner or by the Courts. 41 (8) It is the responsibility ofthe worker to comply rfiff procedtrres' or rcporting requiremenls related -v ,ppuJit" pof"ies' ;i#;;i ito*-".. Fail,re to comply with such requiremenls' subject to of the travel allowance' -",l ."1"f, it ,f," a"lay or and denial any relevant regulations' tiri'p-ri.i* tr U" ict 1A rl) A worker-employed and required to work toataSnight Xi:ht cc h€^ cntitlcmcut allowance' referrei .r,uu i" .iu.a to toeive a monthly i"i"" il"*-""' whicb shall determioed by the contract of for rvorkers where #;il;;;;;; collecrive bargahing of asreement applicable. "r provided to p'y @) The nigbr allowance is 1-: --1*.: and inconveniences assoctated wort .. lol'tb" speciic challenges -i*tuai'g ffi iil*rt-a#;Gt *utt' aio'p'ions torheir-lloryBl and well-being' adverse effecs m heatth H;;;;ffitial O) The exact aruount of theand 'l$t "I.Pw1nT :!lI or collective bargammg Oekrminiiy dre contras ofemPloyment provide :;#;;t';h""applicable' The emplover may choose to ifdeemed appropriate' "'nEU.t "i+ "U"*,""e be disbursed to the nigbt @) The night atlowance Sall in a timely manner *o*", ulJ[ 'ritn ruelir regular montbly salary' payment l"Jta*"e with-the applicable Procedures "ri"it established bY the emPloYer' (, The uight allorvance is a staa*ory entitt:m'ef,land any other riglrs or benefisto slalt not t'treated as-a substitute for under the provisions of the *'fr"f tf. ,igf,, *.*"r may be entitled Act or any applicable r€gulatiods' regarding the-no1 O Any disPures or grievaoces. oI tlle Diett allowance shall De Dat'mcot- or inadequate Palment '*itrt trt" dispute resolulion mechanisms [Jt-*J ;;-t-i;"t " ;;ta"a;;;il" A"t o' otht' laLour related laws including arbitration under se tubihation Act No' 18 H;"td;;;ioo, or bv tbe court. ;;.;;;, ;ffiil;tioD b]' the commissioner a. (7) The entitlemem to the night allowance shall not be waived or reduced by any agrc€mcn, oi aflrangement b€tween the employer and the night worker tllat is contrary to the Provisions of ttis regulation or any other provisions oi the Act. (8) The provisions of this regulation shall aPPly to aU night worken, regardless oftheir occupalios, industry, or sector of employmenlmless specifically exerapted by theAct or any aPplicable regulations. Housing or 37. (1) Every worker shall have $e rigilt to receive a reut or re|rt ollo*ana€. housing allowance, which shall t'. ri.'rereiined by the cont'act of employmelt and or collective bargairirg of agreement wbere applicable to be paid annually or pro-rated an<i paid monthly as the ctcumslances ofthe employer may pcrmit @) Inca-ses wherethe cmployer provides accotrmodation to tle worker, the provision of s,rch acccmmodation shall be considered as fulfilling the requiremert tbr rcrlt and housi[g a-llowance. (3) The rent or housing allowance shan be paid to the worter in addition to their regular salary and odrer benefitg and it sball be subject to the terms aad conditions set forth in the employment co ract or applicable regulations. (4) The amount ofthe rent or housing allowance may be rcviewed periodically, taking into eonsideration factors such as PI€ iling rental rates to etrsure that it remains fair and alequate. (, Any disputes or disagreements regarding the paym€nt of the re or housing allowance shall be resolved in accordance \vith dre procedures and mechanisrns sPecified in the relevatrt labour laws or collective agreanens. (Q The employer shail maiotain proper records and documeltatioD rclaled to the payrnent ofrent or housing allowance to wodcrs, which may be subject to inspection or audit by the competent authorities to eDsure compliance with the stafirtory requirements, 4i C/) Failure by the employer to Provide the requircd rcnt or housing allowance, or any attempt to evade or withhold such allowaic€, shalt be deemed as a violation ofrhe wor*e/s righs and rnay result in legal consequences. penalties, or remedies as prescribed by law. 3& (l) Er.ery *orker shall be entitled to rcceive a monthly T,ranspon atlowanc'' transport allowanci, ivhich sball detcrmined by the contract of emplolment and oi collective bargaining of agreement where applicable. (2) The t$nsport allowance shall be provided to assist the worter iu meeting dre ccsts associated rf,ith commuing !o and iom the wor!+lace- (3) Where- (a) in cases where the smployer assigns an official vehicle to the worker for their exclusive use or provides an altemative n:eans of transportation to and from work, the rvorker shall not be eligible to receive lhe triusport allowanca; O) Notwithstanding sub-regulation (i), and subject to tle contract of employnent, fhe employer may provide fuel for a vehicle assisne,l to the worter- (4) The Eanspon allowarrce shall be paid in addition to the workels regular salary anc other benefits, and ir shall b€ subject to the temls and colditions sxcified in the employnent contract or applicable regulaticns. (, The amouot of the transport allowance may be reviewed periodicalll'. considering factors such as prevailing tralsportation costs- distance travelled and fuel pricc to ensure that it remains fak and adequate. (Q Any disputes or disagreements regarding the payment of the transPort allowance shall be resolved in accordancc widr rhe procedures set out under the Act, o$er labour related laws or Regulation or theArbitrationAct No- 18of2022' A The employer shall maintai.n accurate records andto documentation related to the Payment of transport allo$€nces workers, which may be subjed to insP€ction orudit by the compelent authorities to ensure compliance with the statutory r€quirements' (8) Failue by the employer to provide the required transport allowance, or any attempt to evade or witbhold such allowalce, shall be consirtered a violation ofrhe worket's rights and mayres t in legal conseque.nces, Pslahies! or runedies as prescribed by law. OuI-of+talion 39. 0) A worker who is required by the emPloyer to work allolxalcc. outside oftheir usual rvorkstation shall be entitled to r€c€ive an out- of-station allowance. The PurPose of tiis allorvance is to reasonably pay rhe worker for their basic living expe8ses during the period of work away from lheir usual work sration. (2) The out-of-station allowance shall be determined based oa what is reasonably sufficient to coverthe wod(e/s essential living expenses, such as accommodation Deals, transportation, and odrJn"os.ury *sts incurred during their time away &om their usual work station. (3) The specifrc amormt ofthe or*-of-station allowance shall ue est#tished by lhe employer in accordance with applicable cost of laws, regulations, or tandards- It should reflect the prevailitrS living in-the area where the worker is temporarily stationed a'd lake into ionsideration Or€ duratiotr and nature of the assignmeDt' Durarioo of rS. (l) Out-of-satioD work shall not exceed a period of 30 on of station consecutiye workiog days. During Ois period, tbe worker shall be :ilffi*r. entitled to receive th; oi-of-work and station allowaoce as described in suEregulation( I ) of Regulation 4 I above' 45 (2) Ifa rvorker is required to work beyond 30 working days out ofstaliorL they may be eligible for a relocation allowance' The pwpose of tie relocation allowaDce is to assist the wor*er in covering additional expenses incurred due to tbe prolonged period ofwork away from their usual n'orkstation. (3) The relocaljoo allowance shall be in accordancc rvith Regulation 35, provided to facilitate the worket's traDsition to a new location, incluiling costs relaled to housing' transportation, and otler reasonable relocalion exPenses. Tbe specific amomt of the relocation allowance shail be determined based on factors such as the worket's job level, duration of the assigDment, and prevailing relocation costs. (4) The employer shall establish clear procedures and guidelines forthe payment of oul-of-station atlowams and rclocation allowances, including tire el igibititv criteri4 application procesg and documentation requirements. (, Any disputes cr disagrecm€nts related to thc entitlement of out-of-station allowances or relocation allowaaces shall be resolved in accordance with the grievanca redress provisiom sst out under the Act, olheFelated labour laws, this Regulation or undertheArbitrationAci !io. l8 of 2022. (Q The employer shall maintain accurate records and docmentatioD of the payreat of out-of-station allowaaces and rclocation allowances, \ i:ich r,,ay be subject to inspection or audit by the competeat authorities to ensu.re compliance lvith the stahrtory requiremeots. 4l- (l) A rl'orker euployed as a firefrghter, excluding those AlLovecc for employ'ed by the National Fire Force or atry other- public author,y Ifi rf$* public be entitled to a moDthly responsible for firerighting. shail servicc. allowance specifically desiFEted for active duties. s (2) The purpose of tbe monthly aliorvaoce is to Provide fair payment to firefighters engaged in active firefighting' acknowle.dging the iDherent risks and challenges associated wilh rheir role in protecting lives and propenv. (3) The monthts allouzr,ce for active firefighting duties shall be determined by the contract ofemployrnent and or collective bargaining of agreement wherehpplicable. (4) The specific rate of the monthly allo*tnce may be determined by the emploler based oa factors such as the level of responsibility and the prevailing conditions ard requirements of firefi ghting operations. (O The monthly allowance for active firefighting duties shall be in additioa to the worker's regular salary and any other allowances or benefits they are entitled to under theit emPloyment contract or applicable laws and regulations. (@ The employer shall ensure timely and accurate payment ofrhe monthly allowalce to firefighrers engaged in active firetgtrting duties ana maintain appropriate records to demonstrate comptiance with this pmvision. (7) Any disputes or disagreements regarding tlte entitldrent of the monthly allouance for active firefighting duties shall be resolvetl in accordance with the disPute resolutiotr mechanisms as set out in labou related laws or in the ArtritrationAct No. 18of2022. (E) This rcguiation shall apply to all workers emplgVed as firefighter: by privale €ntities or organisations, excluding-those emptoyi Uy tt i l.tational Fire Force or any other public authority responsible-for fuefighting, unless otherwise'provided by specific- legislation or regulations goveming the emplor'ment coDditioss of firefighters in public service- be ellll 42 (l) A worker engaged in waste_cou:rioi.shall f"l"ffiA collectioD allowance' wnlcn moothly to a moothty in wasle wa-ste "ngag"d and or collectiv' b6ic salary' ,nafU. a"r"r-irJ by the contract of enplolment bargaining of agreement where apP[cable' (2) The purPose ofthe waste collection allowance is- to .."o-io i-i. unique nature of waste collection work and prbvide types i^i.-Jr"."o, to *.tf.ers for their effons in managing different it.*arg o.tentiai health and safety risks associared with "f "'""ii, such tasks. (3) The waste collection allowauce shall be paid in any other aplicaile addition tI'the wortefs regular salary and .uiJo""t o. ueo"nt" provided under their emPlolment contract or relevant laws and regulations (4) The emptoyer shall ensurc the timely aad accurate -""ii".,it", oavment of the waste allowaoce to workers engaged b '*X. "olLctio' to demonstrate maintaining proper records compliance with this Provision'

43. (1) A work€rwho is required to pa'form drtries inan aaing 6qting caoaciNin,aforwhichtheywerenotoriginallyemPloyed.oralrc!8ancc. the worker #;;. ; *"r, uoiog period exceeds 3 montbs'are paid to the il;i;;;;; t"ceivJthe same allowarces that substantive holder of that position' (2) The e itlement to allowances for workers in acting additioDal respomibilities oositions s'h-l[ serve as recogoitirm for the bv 6Jwoiker during the acting' period ili]rir".'p.tr";"4 (3) Any disputes or disagreements regarding the entitlemeni or of the \ aste coltection allowance or "ui"ulution positions shall be resolved in accordance'with f"*-"1. fr. *-g labow laws or under "f ,n . Jlrrri" .*.rrtiJn'mechanisms in related the Arbitration Act, No.l 8 of2022 ' (4) This regutxion shall spply to all workers engaged in waste mlectio4 regardless of the $pe of ua-ste or the employing ortity, uless otherwise provided by specific legislation or regulatiom goveming waste management and related emptoyment conditions' Pro-rated 44. (1) For casual or daily wage rvorkers, the allowances allog/arccs payable unier &ese Regulations shall be pro-rated based on the for casual or daity wage worke/s montbly basic salary and the nature ofthe work undertaken' wortcrs. (2) The pro-rated calculation ofallowances aims to eDsure Ah payment for casual or daily rrzge workers, taking into account the duralion and nature oftheir employmeot' (3) The pro-rated allowance shall be determined by dividing the worke/s monthly basic salarv by the number ofworking the worker auys ir-u.ooO *A muHplying it oy *;lulnberofdays tbe specific period for which the allowance is has worked during payable. (4) The nature of the work undertaken by the casual or pro- aailv wase worker shall also be considered in determining the *J uu":*u""". oifferent types of work may have varying levels of skill" effmr, or rishwhich may warrant different allowances' (O The employer shall maintain accunfe rccords ofthe daily or casual wage worke/s attendanc€, duration ofwork' and the p-l.ded allorvance paid for each specific period' "#""po"aing (Q The pro-raterl allowance shall be paid in addition to pay for the specific the o,o*"f, aury oi casual wage, providing fair tasls performed dlrring the employEent pedod' the CI) Any disputes or discrepancies regarding be resolved in catculation payment oftie prcrared allowance shall **tO"o", -iA,t" applicabte laws, regulatiolq or tk established Oltp*" **f*i* -ikti*" in labour related taws or rmder t}rc Arbitratioo ActNo.l a of2072. .19 (8) This regulation shall apply to all caslal ordailfwage workers unless olhenvise specified by specific legislation or regutations governing their employment conditions' i 45, (l) The specific allowances plovided for under-this Part RelalionshiD ofthe Reguiations shatl not affecr the payment ofgeoeral auowances ffiff| that are payable by theimployer to wo*ers l$ffi, alloEanccs' @) General allowances are addilional forms ofbenefits being directly that are provided to worters on a regular basis witho* or requiEm€nts as outlined in these tinked to specific circurnstances Regulations. (3) Examptes ofgeneral allowances include, but are not limitedto,housing .lloo'un""t, transPortation allowances-'-meal allo.,rances, or other similar benefits &at are commonly provided by the employer to worters. (4) The specific allowanc€s outlined in tbis Pad of &e Regulations are intended to address particular situations,,risks' or add-itional responsibilitiss associat€d with c€rtain typ€s of wort or' coodfions. They are separate and distinct hom the general specific allowances, (5) Workers wtro are eligible for specific allowances und€r this Part oiG Regulations shalt continue to receive any apPlicable general allowancei to which they are entitled h addition to the specific allowanc€s. (Q The payment of-sPecific allowances shall not reduce as or replace lhe €rnployet's obligation to provide general allowmces stip;lated in emplol'rnent contracts' collective agreements' or applicable laws and regulations. (7) Employers shall ensure that workers rec€ive both ..,."ific alio*ar,ces and anl applicable general allowances to which ,i", "r. .otitt"d i" uccordance witb the tems aod conditions oftheir em-ployment. 50 PARTX- EMPIOY}IENT CENTRES Registrai ion ,16. (1) Any person seeking emploiment and wishiag -to rt centres. ,"girt". ut * e*pioy.ent cente established pursuant to section 30 of-tl" a"t -a ioa"Lrdance rvith Form No i 0 in the First Schedule Centre or shall have the option to register either in-person at the online through tlre Cenlre\ designated rvebsile or portal' @) For in-person regisratiol at an emplo)'meDt centre' every persol shall provide the foilo* ing documerts- - (a) 2 recent clear passport-size photographs; @) a comprehensive curriculum vitae detailing dreir educatioD. rvork experience, skills, and qualificarions; (c) valid national idetrEfication card driver's lic€ns€, passporl or any other government- issued identificat,on document for verification and record- keeping purposes; and': ' any additional infornation or documeots (d) deemed necessary by the cenEe to assist in determining the most suitable emplo)rmeDt opportunities for the job- seeket' such as educational certifi cates, reference letlers' or skills certificarions' (3) For online registration. individuals shall be required to prouid. tb" Decessary informrtion and upload the requted aoJ"."rit as specified tn the Ministry's website or -portal' The the onlinrc cenue stratl ensure tie securiry and confideDtiality of rcsisEation Drocess aDd take appropriate measures to veriS lhe arrritr*ti"ity of t e information and documents provided' 51 14) ljDon receiDr of the completed registration for, L *t.tt.. i'rnitr,ot in- person oronline' a designated saffmember.at provrded by me tbe employment ceotre shall review the informatioo conducted' iob seeker. lf deemed necessar)" an interview may be '#;;;rson., ibrough e iectronic meaos to gather turtber details r"g"taUi,f,. job seeke;is skills, experience' and Preferenc€s' (5) Once the registralion procesl-i1 c'mPlel:4-th: i:lm seeker's aiplication and retvant details shall be secu€ly slor€d il" liil;;';;;ase' Th€ informatiol will be trearcd wirh strict ;;;;;;to/ ard in accordance with applicable data protection Iaws and regulations. (6) A jo! secker who tulfills the requiremetq ryifi9in- wbether unA .u"c"irtrtty-.ompletes the regisEarion Process' person or onlini, shall be issued an u'n€mPlo)ment certttiT - and ownloadeo ili unemployt,',ent €ertificate can be accessed and can be ;;triniJ"uy ,*ugh the cenre's website or portalemployers or oresented bythe iob seeker upon request by pot€ntial * proof oitheir rcgisu'atioo with tlrc employnent [["-i "*itratiL c€ntrE- and @ Thc employment cente shat! Psriodically-review to cnsure its accurary ,r.,a^t" Or" [*i.r"'"d iob ieellers' information ;d;;;;. Job seeren s:rall be notified of the need to update thei, re"ords and provitle an)' necessary additional information updates' pmmptly, wtrettrer ilrou-eh iD-person visits or onlhe (8) The eD]pio.vment cenEe shall oblain from employers iniormation on vacancies notified by them and the precise -requirements to be met by workers they require' maintain, @) The emplolmeDt cenEe shall establish andsecurity of and appropriate safeguards to protecl the confidentiality ilformalior! whether submiued in-person OiJ;oL .".t"..' l"oonai aciordance u ith applicable data protection laws and or Jntine, in regulations. , labqr. crrds md 47- (l) After successful rcgistration with an employment entitlcments cenEe, each Job seeker shall firrther be issued a labour card. The labour card shall serve as an official documetrt that verifies thejob- seeker's registration aod entitles lhem to certain benefits and privileges. (2) The labour card shall eltitle eyery person to the following benefits: (a) access and preference rc employment opportunities: Thejob-.seeker shall be given priority consideratioD for suitabl€ job openiogs anC employment opportumities that become available tbrough rlte employm€nt centre. The labour card sball serve as evidence ofthe job. seeker's eligibility and registration status; (b) job placement assistance: The job-sceker shall receive vocational guidance, counseling, ald training aod retraining supfrort &om drc employment ce re's sta{f to oDhance &eir emploFbility and ftcilitate theirjob search- This rmy include assistance with resume writing interview preparation, and skills development progra$s tailored to their needs; (c) raining and skill development pmgranrs: The job-seeker shall have access to various rairring and skill development progmms offered by thE emplo)mEnt ca[tre- These prograrns aim to enhance the job-'seekefs skills, upgrade their 4ualificatiotrs, and improve tbeir chances of securing suitable emplqmlenq s3 (d) emp loyment-related informatioD and resources is key as thejob.seeker sball have acc€ss to up-to- date informUion and odrer employment-related resources. The employment centrs shall provide regular updates and notifications to registered job' seekers through various chamels, including the centre's website, ernail, or sms alens; and (e) support services for self-employment and entrepreneurship: The labour card holder may r€ceive support, guidance, and access to resources to start their own business or - pursue self- employnent opportunities- This may include assistance with business planniug. access to financiDg options, menlorship programs, and networking oppo.tlmities. (3) The specitic 1erms, conditions, and enitl€ments associated with dre labour card shall be determined by the employnrent centre in accordance with the applicable laws and regulations goveming employment ond iob-seeker services. (4) The labour card shall remain valid for a period of I year, and job-, eekers shatl be responsible for rerewing or updating their card as required bv the emplo],ment c€ntre- Failure to renew the card within tlre specified timefilne may result in a loss ofentitlernens and benefits. (5) The errploiment (entre shall take necessa4/ m€asurcs to ensure the secuiry 3nd iltegriry ofthe labour cards and prcvent misuse or unauthorizrd duplication. Job.se€k€rs shall be required to present their labour card rtl:en availilg thernselves of the benefits and services provided bv rhe ernployment centre or prospective ernployer. t1 (Q The employment cenre shall mainain a record of labour card issuancg renewals, and updates in its database to facititate elEcient administration and monitoring of job--seekers' entitlements and benefits. Job vacsncics 48. 0) F,mployers seekiDg to recruitjob-se€kers shall submit from comprehensive derails of the vacancies to the emplo)ment cenre. employers. Th€ notification shall include the following inibrmation- (a) the lega! name or registered nsme ofthe employing organization; O) description ofthe business - a briefovervierv of tbe organizarion's activiti€s, industy or sector; (c) vacaacies available - the specific positions or roles that are open for recruitment; (d) requirements for the Position-tbe qualifi- cations, skilts, experience, and any other criteria necessaqt for the job"seeker to be comidered for the vacancy; (e) terms ofreference-thejob descriptioq dutiel resps$ibi! ities, and aoy other rcle!-aDt details related to rhe Position: (f) proposed emplo)ment commencement date - tbe anticipated slart date for the successful candidare; and - G) any additional informalion or documents docun€nts any supplementary infofmation o. that may be required by the enlplol.Iltent c€ntre to facilitate the match'rng process effectively. 55 @) The emplol, nent cente shaI rnilize its resourc*'and expertise to match the qualifications and skills of registered job. seekers with the available job vacancies. The c€ntre shall consitle factors such as education, work experience, skills, and preferenc'es to determine suitable matches. (3) Prior to recommending aj ob-seeker for a vacandy' the emplolment centre shall commrmicate 6e details of the job vac€ncy to lodiula*l. The joEseeker shall have the opporhmity to review the vacancy details and confirrr their willingness to be considered for the position. This confimration may be in the form ofwritten conseni electronic commtmication, or any other method specified by the employm€nt c€Irtt€- (4) The employment centre shall priorifrze traospar€'ncy and faimess in the matching procers, ensuring thatjob's€ekes are adequately informed about the available job vacaDcies aad tbeir compatibility.with ttte job seeker's qualifi cations and preferences' (t The employment cente may provide additional support services to both employers and job-seekers, iacluding ' *ii*uo"" with preparing -iob advertisements' conducting pre- emplolment assessments, facilitatiag interviews' and offering guidatrc€ on recmitsneDt best practices. (6) The emplo5'ment centre shall nraintain a database of job vacancies, employer details' and jobseetels qualifications to iacilitate efficient malchiry and tracking ofjob placemens' The centse shall regularly update and monitor the database to ersure accurate and uFtodatc informa$on (7) Emplo-vers and joEseekers shall comply with the procedures and guidclioes sPEcificd by thc cEPloymcnt ccotrc Lgaraing the subiission and processing ofjob vacancy noti{ications and j ob-seeker recorunendations- 56 (8) The emplo)T neDt cenfie slnll periodically evaluate the effectiveness of tbe jobmalching processes' seek feedbacks from employers andjoFseekers alike, and nake necessaqr improvements to enhance the efficiency a:rd quality ofthe service provided' PART)q- PRIVATE EMPLOYMEIIT AGENCIES E'lploymenl 49- 0) No person shall engage in or operate as an agencies. employment agency without first obtaining a valid liccnse' (2) The Ministry shall have the authority to grant license to individuals and entities seeking to operate as employmest ag€ncies' subject to the fulfillrnent ofspecific requircmelts' (3) The Commissioner rnay' Lnpose conditions and restrictions on the issuance of licenses, taking into account ftctors such as rhe applicant's qualifications, financial stability, htegrity, and compliance with relevant lats :rnd regulations' (4) A liceDse granted under lhis regulation shall specifi the scope ofactivities that ttre emplo)ment ageocy is authorized to untlertike, including but not limit€d to recruitmenl Placement, and provision of emplolmenl-related services' (5) The Commissioner uy, from time b tim€' review 4nd msess the peformancc and conriuct oflicensed employment agencies to ensure compliance with dre provisions of these and any other applicable regulations. (6) Any person found operating as ao employment agency wi-thout a valid license shatl be liable to penalties and rincti"m a" pres.tiH by this Act' iacluding but not limited to fines, suspension, or revocation of the iicense. (A Any pe6on who contavenes the provisions of this regulation or frils tocomply with the conditions ofa license granted .rJder rlese regulations shall be subject to penalties and sanctiotrs as specified b,v this Act, including but not limiied to fines' susP€nsioD' or revocalioD of the licsnse. 57 50. 0) Arry Pesondesiringto eslablish and oPerarc a privde l:P*g* ag"rcy tusr register the agency r*'ith 6e Corporate."ryT [T"aTH*". "huil Department ofthe National tnvestmeDt Board or y olier authonz€' body as a body corPorate Prior to applying for license from the a Commissioner- (2) The persgn shall pay a prescribed liiense fee' (3) In addition to tbe licens€ fee, the person shall provide a secwity ieposit of NLE 50,000.00 to serve as insurance in the circumsancc the agency contravenes the colditions ofthe license'

51. (1) An application for a license rmder regulation 50 sha[ fie,ligi:r ror It@- * -"a" i" rire pr"scrr-uea Fo.m No. ? ofthe First Schedule and shall contain th€ following particulars- (a) the corPorat documents of the business; (b) the business Plan of the agencY; (c) audited financial stat€ments of the agency' . where available; (d) evidence of exPerieace or qualifications of key penonnel to provide services as a private employment agencyl (e) a certificate of good'standing to carry out business; and - (0 the presiribed fee as the accompatrying Paynent' (2) Upon receiving an application for a license'.the commissioner shaU review the application dd g'ant tbe license' which shall be valid for a period of2 years ifihe following conditiom are nret- 58 (a) the applicart's workplace is deemed suitable for the operation of a private employment agency; O) the applicant hrs not beeD convicted ofan offence involving fraud and dishonesty under ar.ry Iarv in Sierra Leone within the last 5 years ending o thc date ofthe aPplication. Notificarion 52 Inthe eventthatthe Commissioner refus€s to gmnt a lic€nse of rcfirsd of to an applicant under this part of these Regulations, the licr sc. Commis5ioner shall within 14 wortbg days mdry &e applicant of the decision, providing clear aad specific reasons for the rcfirsal. Record 53. (1) A private employment agency lhat has beel grmted a license under this part sball mainlain oomprehensive records ofits keeping. opcrations. (2) The records to be kePl b) the private employment agency in accordance with sub-Regulation( I ) above shall include the following in formation- (a) the details of individuals who have been provided employment during the yeaq O) lhe extcnt of training, if any, provided to these individuals; (c) the qualifications and experience of the individuals; (d) the details of tlre destination country and ernploycIs lo *vlto cmplo).mont PlacemcDts have been made; and (e) the rdte ofretention ofindividuals placed in ellplo)rment. I

54. (1) .A privare emplolme.rt €ency thd has beeo Srantq lff#' a license tmder this part ol the regutations shall submit an anoual imploymcnt report to rhe Commissioner before the 30th January the following agenry y€r; (2) The annual rePora to be provided by the private employrneni agency shall coutain rhe following particulars set out in Regulation 55(2)- (a) the details ofpersons to whom emPloyment has been provided in the.Year; (b) the tevel oftraining offered, if any' to th€se - persons; (c) the qualifications and experience of these persons; (O the details of the employers to wbom emplolme Placements wcre made; and (e) the rate of reteDtion of persons placcd in emPloymenl

55. (1) A license granied und€r this pat shal be subject to c.it ria fot licaolc rencwal upon aPPlicatior utade by thc license and the Payment ofa acncwal. renewal fee. (2) The rener al ofa license shall be granted ifthe privae enployment agency continues to satisry the criteria PrescriH in Regulation 53(2) ancl shatl be renewed for a period of 12 months on each occasion. for

56. Where rlre holder of a license gratltrd under this Pet has Ground fevocation of b€en coovicted of revocation inrolving fraud or dishonesty undcr liccncc. any law during tlie va[dity of the licens€ or has providcd hlse inforrnation in an ap;rliratior: trnCer this part ofthese Regulatioos" or where in the oplnion oiri,,: Ccm,'nissioner- 60 (a) the hotder is deemed unsuitable to conthue op€rating as a private employment agenclE or (b) the work-olace where the holder conducts the business of an employment agency is no longer suihble for such oPerations, the Commissioner shall revoke the license' Noticcrnd 57. (l) in the event that the Commissioner intends to revoke op'onunitv to a license mder tbese opportunity to regulations, he shall issue the r!!'Ir' [cense holder a notice speci$ing the grounds for revocation in accordance with Eg@!9.!5 of the FiFt Schedule. The license holdq shatl be given a period of 2l days to rediry any issues identified as . the basis for the proposed revocation. (2) If the license holder fails to comply witb the notice issued under sub-' Regulation(l) above, lhe Commissioner shall revoke tte granted license. Right to 58. (f) Ifan applicant is aggrieved with the decision of the appesl agaiost Minister to refrBe or against refusal revoke the lic€nse granted reirsal and .evocdion of pursuant to R€gulation 51(l), they shall have the right to and I;6!nc!. app€al to the Higb CouL The aPP€al Process shall be conducted by invokfug tie appellate jurisdiction ofthe High Coun. (2) The applicant or holder ofa license, who is aggrieYed by the decision ofthe Minister to revoke the license, shall have tbe righl to appeal to the High Court. The appeal process shall be con&rcted in accordance with the provisions relating to the apPellate jrnisdiction ofthe High Court. (3) Where a party aggrieved by the Ministefs decisioa appeals against the revocatioD, the decision to revoke the license shall, subject ro the discretion oftlle High Corlg be stayed until the Court determines otherwise. The High Court may gmnt a stay oftbe revocaion decision, ensuring that the license remairs in effect during the pendency of the appeal, takirg into coDsid€mtion the inter€sts ofjustic€ and any relevant circurtstances. I 61 (4) Upon rhe hearing of an appeal rmder this regutatiorl the Court siall ha.'e the authority to either confrm the C-ommissioneds a*i.i* * "U.* tt" appeal. Ifthe appeal is allowe4 the Commissiowr uo io with the directiors given by the Court'l'hich "."otA-o "iuff in"fua" the reiostatement of tbe license' the variation of -", ."i'aiit*, or any other appropriate remedy as deemed fit by &e CouIL (5) A decision of the Court on an appeal under this ."gutuUoo ,i"U t* final zubject to the provisions. of the "omidered No'lof t 982' however' with leave i-,[t r* C"* ruro Public Notice r"*,"a U" th" Hig,h Coun, an appeal may be nrade to the Court of -fto.m the ippJ#"in*rrv on a specified questior of law. arisingshall aJ"'i.io" L"a"t"a lv the High Court' Tk Coun ofAppeal have iJrJm." ,o ."ti"* and daermine the tegal question at hand and ;rovide its judgment accordinglY.

59. (l) The Commissioner' Directorand laborrOfficialssball Por*r of purposes of U" i".-ei'. U" authorized oflicials for the Sit i*tX;t", resulation. Additionally. the Minister may appourt any orner etc. ioii"iauat t f," -" deemed necessary to be authorized offices tQ carry out the Prcvisions ofthis regu'latioL (2) An authorized officer may, at all rssonable times- (a) enter \-ithou notice and inspectanyF€mis€s wbere the business ofan employment agency is being conducted or in respect of which an application rmder Regulation 41 of these regulatiom has been rnade; to O) inspect the books and records pertaining agency that the business of the emplolment parL are tequired to b€ maintained under &is The authorized officer may also make topies of any enries il such bmks or records; and e (c) require any person engaged in or intending to engage in ihe business ofan employment agency to provide iaformation that the autirorized officer reasonably requires to ascertain whether the ageocys business is being or is likely to be conducted iD accordance with tbe provisions of this part. (3) It shal.l be prohibited for an1' person ro- (a) obstruct or impede an authorized officials in lhe exercise of any powers conferrcd upon them by this reguladon; (b) fail or refirse to provide the authorized officials, after conhrmation oftheir autbority, with any information that the oflicer is entitled to demand under this regulation; (c) provide the authorized officials with inforr[ation dul the persoa knov.s to be false or misleading ir a material Particular. Offraias and 60. (1) Ifany person contravenes the provisions ofthis Part, pcmltics. th€y shall be deemed to have commified an offence and, upon summary conviction, shall be liable to a frne ofat least 12 months minimum wage. In the case of a continuing offence, the person shall be liable to a further fine ofat lest 6 months minimum wage for each day during which tle offence is continucd. (2) In the event that an offence under this part is committed by a body corporate. and ii i:, pro-ven that such offence was committed with the cotrsent or approval ot, or facilitaled by the rvillful neglect on the part ofany director manager, secretay, or other officials ofthat body corporate, such director man€er, secretaql, or other officials shall also be deemed to be guilty ofthe same offence. 63

61. Atl fimds teceived under this part of these Tct]iTit" ffiiiff*' or drsposeo or Account shalibe deposited into rhe single Treasuy ofFinaDce of frrnds rcccivcd' suih manner as the Mioistry i.tii"-u."Jni.r,ne state in shall direct. PARIIfl .LABOUR TRA!tsLLING CLEARANCE ril""HH*ff:1'I"ii"*T*FJ[1: ",,1,'i,"3#lin'jiTff ;;";,ri";;*, pto"iita r"t u seaion 26 oftheAct A non- as form in Form #;"#";&byei shall complete the pescribed i'.. s ;;" Fr*t itedule and submit the fouowi'Ig particulars: (a) a co\€r leEer accompanying t[e comPlet€d fom[ O) license to carry on business in Siera Leone; applicant's 1c) copy of the bio data page of the passport: (d) statement certified by thc head of the accounting department of the employer' conf[mine no ouBtatrding emPlo)ment or iuioo-t.i-"r"a obligations or Iiabilities in Sierra Leone; (e) intemational ad&ess and contact details; and (0 Palmenr ofthe Prescribed fee' or grant a'l O) The Comnrissioner shall not considerapplicacion is uppU.rtiofio.l f,"f"'-rr Trauctling Clearancc if the incornPbte. Q) Whtre 4pl icable rbe 4plicstionforatravelclearance sball b€ comPleEd onliDe' 61 (4) Upon receipt of the application, the Commissioner shall rcview it. the requirements outlined in sub-regulation (1) Ii above are satisfied, the Commis-<ioner shall grant the Labour Travelling Clearance lYitbin ? wod(ing days. In cast; ofemergencies and subjel to the payment ofa sPecial fee, the application shall be processed within 2 worklng daYs. (5) In.th€ eYent ofnon-compliance witb sub-regulation( 1) abovg if employer makes adequate arrangements to the satisfaction ofthe Commissioner to address any emPloyment or labour-related obligations, 6 t3l6u1 frzvslling Clearance shall be issued to the employer based on the terms stated in tlle Clearance' (O A kbour Travelling Ctearance iszued under sub' regulations(3) a]ld (4) above shall be valid for a period ol1 year' The emptoyer may apply for renewal upon expiration' CI) ID the case of a corporate entily, the senior management expatriale b€ the persons obligated to apply for a l:bour Travelling Clearance. (8) 11, in the opinion of the Commission€r, the requirements for issuing a Lrbour Travellitrg Clearance have not been fulfille4 and adequate arrangemen6 have not been made by the etrrplo)'er to address any observed issues, the application may be refused- (9) The Commissioner slrall promptly inform the applicant inwriting of&e decision to refirse the Labour TraveUing Cleamnce' providing rcasoas for the refusal. (10) An employer who is aggrieved by the decision.of the Commissionir shall have &e right to appeat to rhe Minister within 7 working days or wi$in a time period permined by the Minister' not working days. The appeat shall !e accompanied by il "*"""dilg reasoDs supporting the aPPeal. (11) The Minist€r shall consider the appeal ald render a decision within 7 working daYs. 65 (12) Thc decisiou rendered by the Minister shall be final and shall not be subject to any further appeal or adjudication in any Cout in Sierra kone. PART)otr. EMPI-OIA4ENT EQUALITYANDNON. DISCRMINAIION

61. (l) An employer shall apply equal treatment in the Equa, rcmuneration of$orkers and non- perforrningthe same wort orwork rcmuoeration ard oon- ofequal value avoiding engagement in discriminadory discrimination discrimhstion practices based on colour. disability, political afiiliatiorl national in extractioq mariag€, in pregnancy and matemiry, race, religion or a6ployrDen t. belief, sex, mernbership ofa trade union, organization or social origirq that has the effect ofmrlliling cr impairing equality of oppommity or treatnent in employment and cccuPation or any other criteria that would discriminale against 3 u'orker. (2) It shali be unla$fxl for an employer, with the intention ofcomplying with the provisions of sub-regulation (l) above' to reduce a rvorkefs rate ofremuneration in a mannertbat is detrimental to lhe worker- (3) In cases where ar employer has been paying different rates ofremuneration for the s.Irt-'e wolk or wort of equal value bas€d on tLe grormds of colour, disability, politioal affiliatioo, national extraction, marriage, F,regBn cy arld rnatemity, race, rcligion or belie{, , sex, membership ofa rade u;rior; orgaaization or social origin' lhat has the effect ofrullifying or impairing equality of opportunity or treatrnent in employment and occupation, or any other criteria that *'ould discriminate ag3inst tlie \\'orker Prior to the cmmercement of these Regulations, the highesi rate ol'remt[eration among lhe existing rates (in cases of only t\Po raie!) or the highest rate among multiple rates (in cases of rnore thJn 2 rates) shall be the rate at which remuneration shalt be pa-vable ,tom the cornmencement of these regulations. 6 the Prortibition 64. (l) It shall be unlawful for an employer' during of service recruitsnent Droc€ss or in any discrimination in condition of discdminalion ;;;;;i;,,""-iment, such as promotions, u-aining, or ransGr. llrrtoy*.n,. io-aititirni""" agairst a worker based on the grounds of colour' marriag€' pregpaNy disability, political-afrliatioq n*ional extractiorL membership of a trade *O *iemity' race, religion or beliel sex' otigi"' thut bas the effect of nulfirying union, organization o' 'Jtiul or i.paiing equality of oppommity -trea&nentor in employment occupation, or any olher impairment attributss' (2) Notwitstanding the provisiors ofsub'regulation (1)' or rcstrict€d by ' ifthe ernployment of certain inaividuals is Fohibited the failure to employ or or rmder'the authority ofany applicable law' a wor*er to a particular task stratl not be deemed discriminatory' assign (3) In the event of a viol'ation of tbe Prohibition oD worter slrall be aiscr;mination rmder this regutation' the affected entitled to the remedies p'o"id"d fot in section l? of the Act and remodies as may be as provided for by law' including but such other other fiorms ofreliefas . not limited to comP€nsalio; reinstatemeoq or on a complaint rray be determinedby tle Commissioner of l'abour rlade to rhe effect or bY $e Courts' (4) Aoy agre€menl or coDtract thal Pu'rPorts to waive or sball be null ard Yoid timit ttre rlghs of wo;ers under this regulation to tb€ ere; that it contmvenes the provisions of this regulation' (,In any proceedings brought under this regulation' tllat &e burden of proof smtl rESt oD-the €mPloyer to demonstate was based my difterentiatioq exclusion, or preference in e-mPloyment by law' on valid and nondiscriminatory grounds as allowed (6) The probibition on discrimination under this ,egutatio;;alt appfu to all aspeca of employmenq including but l , hiring tems and concitiorc ofemplolT neng ,Jf.i "att""t promotions, "n training, transfers, and terminalion' 67 develop and implement @ Employers are encouragedto policies that a frir and eoual oDDonunit-v and trsatment. PromoE discrimination' and to provi+ i"r*"!'*.*;""onment' &ee from tremnent and of equal *J* *i.l,tga *orkers on the importance respect for diversity. (81 Subiect to section f5 of6e Act the employer sball ,rork'* ur"-proteded from violencr and harassment including shall provide- iJJ luoo-"n L the workplace' The employer "orur" complains by o*ers of ;;;;t"dt*" mechanisms to deal with violence and harassment including sexual harassnenr- (9) Employers sball cooperate fuUy *i9 regulatory hws and aurlorities'-responsfule for enforcing nondiscrimination isformation or asslstatrce ln shall orovidi aDy requested "fr,-r*t[rt"* .f.ui to aliegations of discrimination in the wodgrlace' PART )gV- CLAIMS rlOR UNFAIR DISMISSAL atr workcrs

65. (1) Subject lo tlre provisions ofsection 92 of the Act' to hit':1ffi"s emolover shall not rmfair upprY u lift"*i set of trearment *.,rkers in the course oftheir emPloymenl (2) Where a worker dismissed tom emplolmentand is Part tX ofthe Act aeerieved'dat the dismissal is unhir under shall do so in writing ffin* a-."f." " O"im for rmfair dismissal he sEting the reasoDs for his grievance' (3) Upon re€eipt of the mmptain! the Cggtql-o *ull hetd and' ifit so determines' Aetermine oltettter an inquiry ought to be hold an inquiry into the comPltinl' (4) Where the Commissiooer decides to hold an inquiry' he sball do so in Public. 6A (l) ln the heariDg ofa complaint' the Commissionor otshall ProcaedinEs the oo cottrplaint *.ro" po,r"tt as a Judge ofthe t'*"-oning Hig! Court in respect for unfair """,1" oi wimesses, rcquiring the production :f d*11i11 di5missJ. partres on oarB and rhe eriamination of witnesses or the administered bY him. 68 (2) A surnmons under suFregulation (l) shall be in the Form No. I I set out in the First Schedule. (3) A person summoued or subpoenaed to auend and give evidence or to produce documents at any hearing before the Commissioner shall be bound to obey sucb summons as witnesses are bo'.nrd to comply wi& subpocnas issued out of the High Cotd. (4) A person rvho fails'.rdthout reasonable excuse to attend to a su nons or subpoena issued by the Commissioner at the time md place appointed orulro wilMraras from a bearing without the permission ofthe Comrnissioner or relirses to amwer questions put to him, or refuses to produce any dtrcument requircd of hin, without reasonable excuse shall be guilt-v of contempt aod the Commissioner shall refer the m3fier to the High Court for det€rminatioL (5) No person giving evidence rn any hearing before the Cornmissioner shali be compelled to incrir'iaate himsef and shall, io respect of aay evidence so gir-en, be entitled to the privilege to which a wimess giving evidence before the High Court is entirleA Employcr to be given ftir 6'l- An employer against **tom a complaint ofunfak dismissal hesring is nrade shall be given a period of7 workiug days rvi&in which to respond to the complaint. The Commissioner shall ftrrnish the employer with- (a) copy ofthe claim(s) made against him; (b) copies of relevant documents; and (c) give a rea-conable opportunity to present a defense to the complainl PcDalty for 68. (1) At the end ofihe hearing the Commissioner shall unfair dismissal- render a decision within 1 0 working days- @ (2) Where the Commissiorcr finds that the claimslack merit, he shall dismiss the complaint Where the claim by the worker is found to have been established. the Conrmissiotrer shall make such order as he deems fit in accordance with section 93 ofthe Ac! provided rhat rbe period between receipt of a complaint and the rendering ofa decision shall not exceed 30 wo*ing days' PART XV - COTAIA]NT AGAINST DISCPLINARY PENALfY @. 0) A workerwho Perceives a discbliMry pemtty itrlpos€d co'uplaiot proc€dEt for on unreasonable or them as unreasonable or unjustified has the righttolodgeawrittencomPlainr ;;;;;il;;; fffiffi disciplinary pemlties. i:t$H Q) In accordance with Foun no. 8 ofthE Fint Schedule' the complaiDt submitted by the agglieved worker shall inelude the following essential informatioo- (a) name and address ofthe employer; O) date of employmentcommencementi (c) nature of emploYrcfi; .(O nature ofthe comPlainq (e) details ofthe disciplirary penalty imposed; (0 reason(s) why the wolker believes the disciplinary penalry is unreasonable or unjustified; and (G) any addilional infomration the uor*er deerns relevant to substantiate tbe compliaint . (3) Upon receipt of the written complaint, the Cornarissioner shall review the detaits provided and evaluate the worte/s allegatiors against the disciplinary penalty' n (4) The Commissioner's review is to ensure a fair assessment ofthe comPtaint, considering the speaifc circuf,stances and merits ofthe case, Ieading to an apprcPriate rcsolution' Inquiry process for 7o. Upon receipt of the complaint. the Commissioner shall Complaints. determine whether an inquiry ouglrt to be held and ifhs so d€t€rminef an inquiry shall be heki into the complaint. Paocadure ?1. (1) The Commissioner shall invite the employer to for hcarilg respond to the complaint by giving 7 rvorking days' notice in writing Disciplinar,' pcDarty or iuch other reasonable period as tbe circumstances shall waraot' complaint. whict sball not exceed 14 working days to res:pond to tlre corylaints' complainl The Commissioner shall the employer with the 'uaish particulars of the complaint (2) In responding to a ccmplain! tfie employer shall be required to produce all docurneals Pertaining to the disciPlinary mattqs and such other information justifying the imposition ofthe penalg complained against. Such information sliall demonstrate that the disciplinary penalty has consistently b€en applied to other workers in llre past or between ht J oi more rvor*ers wbo participaled in the misconduct ofa similsr naturE- (3) Wh€re the employer fails to complywith tlre invitation ofthe Commissioner, the Commissioner shall proceed to reYiew and determine the complaint and make such determination as shall be reasonablyjustified as stipulated in section 83(6) ofthe Act. (4) Where the employer responds to lhe invitation of the Cornmissionel the Commissioner shall, within a P€riod of 5 worting days or within such othE. reasonable period as he shall determine, but which shali not exceed l0 working days, issue out notic€s to MI parties informing rbem of drelrearing ofthe complaint 1l (, The Commissioner shall, a&er hearing both parties' rcasonable reoder a decision within i0 working days or such oltrer I5 period as the circumstances shall require, which shatl not exc€ed x'orking days- (Q Where the Commissioner finds thal the disciptinary penalty is reasonable or ju*ified, he shalt dismiss the complaint' he Where he derermines that the complaint is reasonable orjustiEed' shall make such orders as stiPulated in seciion 83(6) ofthe Act' (I) The period frorn the receipt of a complaint to tbe rendering ofa decision shall not exceed 30 worting days' PARTXW - ENDOFSERVICE ?2 (f) When a coDtract of emPlcymeDt is terminated in Tcrmination aecordance with employment the provisioDs oftheAct, thc emploY* ll-*orrr,oo shall ensr.ne the fotlowinB iraynents are made to and th€ worker- cntitlemcrt' (a) the paymenr of all remuneration eamed by lire worker up to the date ofterminationl (b) the payneDt of any deferred pay or o![standing wages owed to 6e worker prior to the lermimtion; (c) rhe provision ofcompensation to the wor*er rrhere applicable, in r€spect of sichess or acciriert as stipulared by lhe relevaDt laws and regulations; (d) in the case of a fwign contact, the ernployer shatl bear the expenses and oosts associat€d wirh the repatriation oftte worker, including n any accompanying family members, as applicable. It should be noted that this paymeDt shall be made in addition to the paymens specfied in sub-regulations (a), (b), and (c); (e) the payment mentioned in sub-regulation (d) shall be made separately and in addition to the payments outlined in sub-regulations (a), O), and (c). @) The employer shall ensure that the worker's end-of- service entidement is paid Dot later than the expiration date of the notice of termination. Notwithstanding the provisions of Regulatioa 7{l), either ihe ernployer or the wor*er may terminate the employmeut relationship without notice ifthe terminating party compensates the otfter parry with an a$ount equal to the remuneration that would have been payable during the notice period. T€rminarion 73. (l) Upon the termination ofa worker's emPloyment, ifthe of ol worter is entitled emplolment not to to amuai l€ve, the emPloyer erllploymcrtt not lo alfect shall provide the worter such armual leave allot'ance in affect leave leave and other and addition to the workefs end-of-sewice benefit and any other entitlcment entitlernents due to them which shall b€ separate from any Provident earDed. Frmd and Social S€curity earned- (2) The terminadon of a rvorte/s employment shall not resuh in the d€privation ofany other grants or awards that the worker is entitled to as ofthe dale of termination- (3) The provisions of sutsregulations (l) aad (2) ab<rve shall not apply to cases where the employer has the right to dismiss a worker without notice. 13 (4) Where a wcrker has becoms entitled to end ofservice benefit or severarce pa,v, any period itr exc€ss of3 months or 6 montfu service sball be regarded as halfand 1 year respectively'

74. (l) It shall be the resporsibility of the employer to Yffffil promptly notit the Commissioner within three working days affer a o1 emplovd€at worker ceases ro be empbyed by the employer' (2) Additionalty. a worker has the right to report or oodry tbe Commissioner of Labour regardiog the cessation of his employment obligation to

75. (1) In acJordance with the provisions outlined in section arrgfienl end 25 of&eAct, every end ofservice employer shall alrnually augmetrt of service t}}e end-oFservice or giatuily tenefit accoult' daermined in the heflefit account. acararial vafuation- (2) The augurentation of the end-of-service benefit accomt shall be completed no la1er tllar Mach 3 lst of each calendar year, . 76- With the agre€me* olthe emptoyer and the -q :*":S;*, workers: o$]otto*re apProval ofrhe Commissioner' the monies accrrnulated Jlt ,"ioo of at the end of service or gratuilv b€nefit accouDt' as nlyrdea "t 31;S- under section 25(1) cf the Act may be account. iiovested rn secur€ 5"*1"., high retums yielding venhres or converted into a stable currenry to prevent depr€ciation of its value.

7. (1) PuISuarIt !o section 25 (lxb) of the Act emploYls End-of-s€raicc shall submit a report to the Clmmissioner, providing compreheDslve ac€ourt report- delails ofthe end cfservics or graarity bonefit accoult- The report shall include fie follo..'i.}g irl'ormation- 14 (a) the repott shall include a clear breakdoun of tbe contributions received by the employer throughout lhe r€Porting period. This encompasses the employe/s coatributions' as well as any additional conh'ibutions ll)ade by the vorkers, if aPPlicable; (b) the report shall present a comprehensiYe overview oithe interest accrued on &e end- of-service benefit account during the rePoning p€riod This includes any earo'tlgs generated through Prudent investment sfategies or iDterest-beadng instruments; (c) to ensure lranspareEcy and accoudabili$', the report shall inciude a detailed ac'ount of the claims paid out fiom the end-of-sen'ice benefit account. This encoDrpasses the disbursement of benefits to eligible worke6 upon tennination of dleir emplolment; (d) the report shall disclose any account management fees that have beeD deducted ftom the end-ot:service bEnefit account during the rePorting period- This includes aay adrdnistrative cha€es or fees levied for the management and maintenance of the account; benefit G) the report of the ertd-of-service account provides a compreheosive overview of the accouot's financial acljvi(ies, €ncompassing cootributiotrs received' intere$ acque4 claims paid out, and account management fees deducted- 75 78. 0) No withdraral shall be made tom the end ofservice .Withdrawal or gratuity benefit account rmless the employer complies with the procldore! for God-gf-scrvicr provisions sa fodh in section 25 (3) of the AcL The employer rhall bcncfit notiry the Comnissioner regarding the int€nded withdrawal, seeking advicc on the appropriate course ofaction. @ Upoa receipt of the withdrawal nofice, the Commissioner shatl careftlly evaluate dle circrmstances and provide written advice on the appropriale course ofaction. The advice given by the Commission shall serves as a guide to the employer r€gardisg the witftdrawal from the en&of-service benefit accormt 79. 0) A worker who has not beetr dismissed from Cdcohlioo emplo),ment shall be entitled to receive end-of-rrvice benefil or afld publicatiotr seveftmce in accordance with the rates end-of-service specified in of end of the Second Schedule; provided that the employer shall be at liberty service benefit to offer his workers better rates than those slipulated in these beftfit- Regulations. (2) The Minister shall where applicable periodically publish in the Gazette changes to the rates of the end-of-serviec benefit or severance pa1,.

80. (l) Upon a request made by the Commissioner, an Eod of employer shall promptly submit an assessment of their currcnt and scrv-ice or frlr-ne liabilities arising &om worters end-of-service or gratuity berefit Gratuity bcD€fit obligations. vsluatioo rePort- (2) The assessmeut shall include a comprehensive evaiuation of the employefs financial obligations associated with providhg en{-of-service ben;6ts or gratuity to their wor*ers. (3) An employer shall tulfillhis obligationby submitting the assessment to ttre Commissioner within 2l working days from the dat€ of th request- (4) The asssssnent provided by the employer sball be a detailed report that accurately captures the current and projected liabilities associated with $.orkers' end-of-service or gatuity b€nefits. 76 (5) The Commissicoer shall handle the submitted assessmenJwith the fimost conircentiality and in accordance with applicable data Protedion laws' Local content 8t. An employer who submils iln actrarial valuation ofhisbased end complianqe. of ot g-aity benefit scheme done by an Actuary ".,,-i"" .*ia" ,f Si.." l"one shall attach a Clearance Certificate Aom rhe LJ Content OIfice showiDg that the valuation could not have been done in Sierra lrone. Scparalion 8a Subject to section 82 ofthe Act, rvhere there is a change of of from arr lither through a merger, takeoYer' or o&er forms €,trlPlOyrrcnl ".pfoy", reorganization, a period of 3 months shall eiapse for tle new rrt" iffect from olC emplolment oth€tYrTltlr w:rk€r ".pf1^-t, shai be deemea to be in continuing emplo;T oent with his old aryloyer' Prolection of 83- (l) A credit or due eamed by a rvorter in a specific )'car of credit and ,ot te forfeited solely t'ased on misconduct occuring ducs earned ili servicc. "ervice "tii io u aob""qu"ot y"u., except in cases ofgross misconduct wan-anting sunmrary disnisml. (2) Gross misconduct refers lo acts or bchavi'our that is q'ave ir nJure and breaches the fundamental terms aod cooditions worteds ifernploymenr, leaditrg to the immediale termination ofthe contract. PARTXVTI.REDUNDANCI' General righr 84. (1) Subject to the provisions of section 82 of the Act' to redrndancy shalt include constructive redundancy' rcduodury Payment. (2) A worker dismissed by his employer !V reason o1 period rcdundanry or laid offor kept oD shor' tirne for t'\e minimum shal! subject to this regulation, be entitled to the Palment ofmonies rrrri"i .Uir be ho*n as reduldancy compensation; provided- he^ a or has been in ernploymeot with the emPloyer for ar l€ast Penod 1y€r- 71 (3) For purposes of sub-regulation (l) above' a vorker shalt be deemed o'have been dismis'sed by reason of redrmdancy if rhe dismissal is attributable wlrolly or mainly to- (a) his emPloyer c€asing or int6nding to cease' to carry on the business for wfiich the worker was emPloYed bY him; (b) his employcr ceasing or intending to clase' ro carry' on business itr the place where the worker was emPloYed; or (c) lhe requir€ments ofthe employe/s business - forrhe workato c ryotwo*ofaparticultr kind in the place where he was so employed has ceased or diminislred or are expected to cease or diminish' (4) For the purposes ofsut-regulation (1) above' a worker shalt be taien as hauirlg bcec taid offor kept on short-timc for the for a rniuimum perioa if he ias bceri laid off or kep on short-time o"rloa ofi o. rrtot" consecutive weeks, or for a period of6 or more L".U ,oi consecutive. but which ftU within a period of l3 ",ti"t "." consecutive weeks. (, Notwirhstaoding any other provision in.thtse regulations, wbere a pctsoit !r'ho has b€€n serving a P€rlod oI ,pil*i*.tlp training rviih an emplo;rer.rmderwithin 3.oryt*ti::l! I mooo aner ugre"ment is ttopp.O from u-aining or dismissed tli end of thar period. tlral person shall not, by reasoo of that *pp"g" * ait f.sal' be entiiled to redundancy compensation' (O ln rhis regulation, "requisit€ Period" shall mean a period of t year of contin'Jous employmT'"'iI tht y- "ryltft: Lxcluding any period of ('inplofnent before the wort€f, &med l6 years. Qualification ot genersl

85. (l) Notwithstanding anylhing contained in reguiation 89. rights- rvhere a worker had been laid-offfor an average period ofmore thao 3 weeks within the requisite imnediately preceditrg his redr.ndancy, the followiug provisions shall have effect (a) that worker shall not be enlitled ro redundancy compensation where he had beeo l4d-offuntil a period equat to the la)- off duralion over the requisite period in relation 10 that worker has elapsed after the date oflay-off; O) it before the terminatiotr of the period required to elapse under sub..regulation (a), Ihat $'orker resumes work with the same employer, that worker shall not be entitled to reduldancy compensation in relation to that Iay-oft (c) if, before the tennination of the period rcquired to elapse under sub-regulation(a), the employer offers to rc-einploy tbat worker and that worker unrpasonably refirses the offer, he shall not be entitled to rcdundancy compeDsation i[ relation to that dismissal or lay-off Notict for 86. (l) An employer who proposes to dismiss by reason of propos.d redmdancy a dismissel forworker who has less than I year service dismissal for redundancr'. with that employer's establishment shall Iater than 2 week before the date of dismissal, give to the worker notice in writing of the proposcd dismissal and send to rhe redmdancy. Comnissioner a copy ofthat notica. (2) An ernployer who frils to compl-v u,ith this regulation or fimishes false infonnation i.o a notice under ttis rcgulatioo shall be Builty ofaD offence and shall be liabte on summary conviction to a not exce€ding 3 months minirnum wage. '79

87. O) This regutation shall have efiecl where X?l*ilr". (a) an employer gives notice to a worker te :};i:y:l'. terminate his contract ofemPloyment; and notice' (b) at a time $ithiD the obtigatory period ofthat nptice, the wo*er gi!'es notice in writing to the employer to terrniDate the cotrhact of emPlo),Bent on a date earlier thm the date on which the employeCs notice is due to expirc. (2) Subject to suEregulation(3), in the circumstanc€s specified in sub.regulation (l) tie wor*er shall for tte purposes of thir Pr.t, b. tuk* to be dismissed by his employeq and the date in relation to thar dismissal shall be the date on which tie workeds notice expires- (3) Where, before the period tk worket's notic€ is due to expire. the employer gives him notice in writing- (a) requiring him to withdraw his notice terminating the conFact of employment as meationed in sub-regulation(lxb) and to continue in the employment until the date on which the employet's aoticc expires; and O) stating that, unless hedoes so, the employer will contest any liability to Pay to him a reduudanry compensation in rcsPect of the terminatian ofhis cont-act of employment, but the worker unreasonably refuses to comply with the requircments ofthat notice' the worker shall not be entitled to a ,"d*d*"y *rr,p"nsation by virtue of s:ub regulation (2). 80 Rldurd.rcv 88. (1) Upor thedislrissal by reason ofredrmdancy, aworker compcnsatior wno is entitted unaer these Regulations to redundancy comP€nsatim' thc Second shall be paid in accordance tt'ith tbe rates specified in at liberty to offer b€fiem Schedule; provided rhathis employ'er shall be rates thatr those stiPulated in these Regulations' (2) The Minister shall where applicable periodicalty publish in the Gazette changes to the rates of redundancy compensation. Dis€ntitl€ment 89. (1) Subjectto sub''regulation 9(2), a wo&er wlro has-b€€n to redundancy air.it*a titar *i be entitled to redundancy Paymeot if bis- paymetrt of entitled to dismiss ihat worker's cotrtract dismissat fot "apf"V"i,-t"-g wiEout notice by reason of the workeds conduct' misconduct- "-lfot "ot ,"riiolto 6" *orct becaus€ of the workeis conduct- (a) without notice; (b) which, in ' by giving shorter notice than Sat the-abseoce ofsuch conduct, the employer would require 10 giYe to ter:minate the contrSct or (c) by giving notice (other than such notice as is mentioned in sub-regulation@) which includes, or is accompanied by, a statement in writingthat the employer would' by reason ofsuch conducg be entitled to t€rminde the conEact without notice' @) When a worker who has receivedtlre notice required Uy regutation lt takes part, beforc the date ofdignissal, ia an induscial oltio-o ir"tna;og strite and his employer, by reason of such participation, @;inates dle coDtract of employment with the worker 'r"tyi"i o" t grfuti* 94 (l), that sub-regutation shall not apply to such rcrmination- 81 Emnlover

90. (l) Where after the cornm€ncement ofthis regulariou,.a worket's provide by reason ofhis employe/s bemg unable to proutte ll6viae work the wort for whicb the worker was employed to do and- (a) it is rcasonable in the circumstances for that employer to believe that the cessation of employment will not be Permaneaq ' (b) the employer gives notice to that effect to the worker Prior to the cessation; (c) that cessation of employment shall be regarded for the PurPoses of these regulations as laY-ofl (2) Where by reason ofa diminutioo in the work provided to a worker by his employer (being wo* of a kind which rmder his contract the wod<er is emPloyed to do, the workels r€muleration for any week is less than ooe-halfofhis normal weekly remmeration, he shall for the purposes of this Pan be taken to be kept on short time for that week. PARTXVTtr: PENAUrYFI,ROFFENCES 91- In the absence of a PrescriH Penalty for any offense Pmaltv otreNes for committed tmder these regulatiom, the follorving penalties sball apply- (a) Upon sunmary conviction, the person shall be liabletoa fine of at least 12 months national minimum wage or a term of impriso nent not exceeding 6 months or both; {b) In the case of a continuing offense, the per:on shall be liablo to a firrther finqof at ieast 6 monds national minimum wage for each day during which the offense is cootinued or to a tixm of imprisom€'d or both. t2 FIRSTSCHEDUIT FORMNO. I Gol-ernnent of Sierra Leone EmPlo).mentAcr 2021 FoneNo' I (Section 2 t oftheAct) APPLICATION FORTIIE REGISTRATION OFAWORKPTACE (3) copies Instsnctiotrs: Applicmt must submit together with ttis application three ofis M&A du$auknticated by rhe signatures of fte CEO (Directors), S€q€tary Gc,neml, ad the Finmcial SecrearY. Fill nmc ofApplicanfs Wodplace: Sectororindusfy ofthe uodqlace-......'...-..."' he cnwhich aPpiicant rvas founded Smxory EquiPn€nt (if any): ltmb€rofD€mbers Hq/sicalAddrcss:.--- PostalAd&ess: Phcns ., -.... . . Enait.--...-......-.. Offce b€arers (full names; ,oa fosition: (fthere are more office-bearers, attach list) I certi! rhat the above particulars are aue and corect. Representative ofApplicant (print name and sign) Position Dft .......................... To: Coxnmissioner of Laborn and Employment lvfinistry of l-abour New Ergland !'ille 83 Govelnrnent of Sien-a l-.eone Empl,o)mentAct2023 FormNo.2 (SecJions 12, l3 and Regutation 6) APPLIC,{TIO}{ FOR THE R.EGISTRATION OFATRADE LI.IIONAND EMPIO}'ERS' ORGANISATION InsEuctions: Applicari must submit together witb this application three (3) copies of its constitution duly authenticated by tbe signatures of the chairpgson or president and the secreEry of the organisation. Full name ofApplicaDt s Employers' or Workers Oryanisation: Sector or irdustry to be represeited:........, Date on which Orgaaisation/U*uion was founded: Nrunber ofnrmbers PhysicalAddress: ..... PctalAddress: .. -.. . .. Pbor: .... -..... -.. . -. -.. .. E-rrait....... Oftice bearers (irll names) and Positiou Qfthere are more ofticc-bsarers" anach list) I ceftiry llrat &e abo'.,e particuiars are true and correct Representative ofApplicar.:t (print name atd sign) Position Dre.....-....-....--.-........ To: Cornrnissioner oi Labour and Employment Minisgr of Laborir Ne\r'England Ville 84 Gov€nrment of Sierm kone EmPloyme Act2023 FormNo 3' @egulation l0 (3) ) OF LICENSE FORM CANCEII-AITON/SUSPENSION /REVOCAI'ION BECAUSEOFYOURTRADEUMON/EMPI.OYERORGANISATIONS NorIcE io i6r"piv wrrn rHE IMPRoVEMENT NorlcBPRoHiBITIoN A virunLSRTHcATEoF REGISTRATToN ni'iD opeRAnoliAlLIcENsEAS IS HEREBY cAN.ELLEDI freie uxroNl nr"cLoYER oRGANISATIoN SUSPENDEDREVOKEDTORTWITI{. I.NAMEOFTRADET]NIO}I/EMPI,OYERORCANISANON

3. POAIALADiDRESS:

5. PARTUI.ARS OF TI]E DECISION SIGNATURE& DATE COMMSSIONER OF I.ABOI]R AND EMPLOYMENT 85 Govemment of Sierra l'eone EmPloyment Act 2023 [Section 13 Regulation 7] FORM No.3. '. " ' CEKNFICATE OF RECISTRATTONAS TRADE I.INION OREMPIOYERS ORGANISATION This is to certiry tbat" has been registered as a trade union/employers organisatioq IN TIIE REPUBLIC OF SIERRA LFONE rvith eflixt 8om . .. . . . Labour Commissionel Date 86 , Gover nent ofsierra L€one EmPloymentAct 2023 (Section 20 and Regulation I 7) FORMNo.4...... APPLICATION POR CHANCE OF NAME, MEMORANDI''MAND AP{IICLES OFASSOCIANON. MNSTruTION OR ADDRESS OF REGISTEREDTRADE UNION AND EMPLOYERS' ORGANISAIION Insauctions: Asach h€ieto the following documens: 2 certified copies ofresolution ofApplicant containing the wording ofthe cbanges; a certificate iigned by the Applicanfs chairperson stating that the resolution was passed in accordance with its constitution. Full mne ofTrade Union or Employers Organisation: (i) Pr€viouY Former Namo - (irNewNffite Physical Address: (DPrEviouv Former Address NA (ii)NewAddrcss NA. PosalAd&ess; Erna adtss: Section(s)orarticle{s)Foposedtob€changed:... .... .. I ceniS thal the aborc particulars are true and correct Representative ofApplicant (print name and sign) Position ihe: To: Commissioner of I"abour Ministry of l,abour New England Ville 87 GovernmeDt ofsierra Leone ' Employment Act 2023 (Secdo;?0, Regulation 1?(2) . FORM 5 CERNFICATE OFAPPROVALOFCI{ANGESTONAME, MEMORADOMAND ARIICLES OFASSOCIAIION/ CONSTITT]TION' ADDRESS OF . ORGANSATION ! of the Commissioner of I-abour, hereby ce*i$ that I have approved the change name, proposed amendment(s) to the Constitution or change of address of (Full name ofTrade Unioa or Employen' Organisasion) a copy ofv/hich is dtached trerelo. (Sigoail.re) Dde.,.....-....20....--....... Commissioner ofLabour To: (Namreoftadeuim) 88 Governnretrt of Sierra l,eol]e Emplolment Act 2023 (Secti,on 5 (l) (d)) FORMNO.6...... IMPROrV'EMENT/PROHIBITION NOTICE Instructions; The compliance order can be directed against an iftiividual ompi{)yer, a company or a psrtnetship. The Commissioner should direct the coropliance order to the employer accordingly. Ifthe employer is a companj,i thc company can be cited If the employer is a partnership, each parher should ire cited' Attach additional sheets if needed After sewiry &is docu rent upon the employer. &e labour il)specr-ormust comPlete an affidavit ofserYice. Ib:(Full name, title and address of party to whorn complialce order is directed): Following an inspection conducted try the.undersigned, a labour inspector duly appointed in ttems of Section 5(l) of tte Emplolme Act,2A23 on."""day of ,--.-.-...-.-.....---.:0.-.....-....atyourpr@ises locd€dat...-.-..... -. -. '. '.."'.' " .- ' Ihave reasonable grounds to believe that yor:/your company have violated the provisions of the Act set forth belot'- l- I find that you/your company have violated the following sections ofthe Act, based upon the facts set out in relation to each violation: S€dicn--..........-.........----......'...Relev-atfacls:.-'......' Section..... Sectior.. -....Retrelaatfuts: .... -.-,. 69 S€crim...-....-...-.-..........'..--. Reb\ra$frce.-....-.-..' You are hereby ordered to take the following action to remedy each ofthe above- mentioned violations, within thirty days ofreceipt ofthis compliance order: You must post a fuIl copy of rhis order on your premises in a locxion that is fully visible to the affeded emPloYees. Failure to comply with this compliaace order constitutes an offenc€ in tems of seetion 5(l Xd);ftheAc! which is punisbable by a fine not exceeding le 10'000 or imprisonment for a period not exceeditrg two years or both' @rint name and sign): he: $ Govemment of Siemr kone Employnent Act 2023 (Sections 20 & 31 Regulation (1i1)) FORMNO.7...... APPUCATIONFORPRTVATEEMPT,OYMEN'TACENCYTf,CENSE Agplication is hereb) madc for a license !o oFtr, operote, and moint&in a privaE emplolment agcncy- The undersigrt._d attests thit te is ftmiliar New License wilh all lhe rcquirements of law govcrning priYaic License Renewal emptoyirEn! agen.i.:i and that if graoled a liceBa, License # he wiu abide by the n le: .l'Id regulsdons bascd on Dateof Application -..:.,.......... seclions 20. 3l il) of lhs Emplolment Ac* ard Regulalions lx AGENCYINFORMATION AgencylhrE . -..-.. -. ..- Teleplrne DEyA...-..... -... .Ag@yAd&ss..... ..... ..... nBeofGe@,zdin-. (Sole Proprietorship, Corporatiot! Partoership or Business Associalion) LIST NAMES & ADDRESSES OF ALL RESPONSIBLE PARTIES OF THE ORGA}.IIZANON (Propdg.or, Corporate Offic€rs, Partners or Members) Addess. Narne...,-.......... . AddrESs Nfrle.....-.-...---. .Addr€ss INDMDUAL This section is to be filled out by the proprietor, corporate INFORMAIION president, responsible partner or responsible member. A separate page may be used for additional information- PERSONAL HISTORY List all addresses where .cu har e resided for the Past five (5) yeas. 9l LaENmp....... .Frr$...--...-.'.......-...-.'.lvtrdle""- _liIA A€e DereofBinh. --........... . Pr€sefltAd&,ess .. ....- -. .......... - -........ -. Fmm..'-.- - -...To " ""'-- "" " PrirAd&Ess.. .--. ... - -. .-..'..-- " "" """ 'Jrm" " "" " "To"" "-" " " PricrAd&ess............. -- ---.-..... '.-.-.-......From."-" """ "To """--"' EMPLOYMENTHISTORYStaningwithyourmo$re€eemployer'slateall employers for the last five (5) years Frun. ......-...To- ..CoNarr.........-...-...-.-Addess " From ..--...-.-.To " '-"" ...co.Nanr.'........"""'-""'-"'AddrEss From :Ib ..._ ....Co.]'Iane...'.-...."""""-"""'Ad&€ss From.-......... To......, PERSONALREFERE^-TCES )iere .. ... . ...... .Add€ss 1*dIIE ... ..... .....Ad&tss Narre .... ..-.-..Adeest if necessaqr' GENERAL INFORMArION Ansrver fully' Use sepa'a& Page ever bad a lic€Lse to operatc Have you, or any organization to rvhich you belonged in Sierra kone or any orher country? * ".pfoyrn"ni"g.r"V Yes No Ifyes. when. where and rmder whd oame? ever been reflrsed a liccnse Have yoq or any organization to which You belonge4 anY otlter countD/? to operate an employrent agencY in Siera l-eone or les Nc tf\Es. !\&en retere ard \"ty? -.......... y2 Ilave you, or any organization to which you belonged, ever had an employment agency license revoked in Sierra l-eone or any other sate? e5 No lfyes,when,wtereandwderwhatname AIe you employe4 or do you preseDtly adrrhister, oun or otherwise participate in anolh9r employment agency in Sierra kone or anl. other country? Yes No Ifyes. where fid for how long? List ttre narne and address ofagency (s) and nature ofrelationship: Have you ever bcen cotrvicted ofa felony in Sierra kone or any other country? [-Lo [ ,]o If yes give cletails below.......... ....-" " " ' Ifgcs€ntlycmployed in aprivd.aptoyment aganry, arcyou underatr emPlo,T o€ot contract witb prEsmt emPloyefl '.our If under cot{ract wilh another agency. will the actions and scope of the proposed agency be iD violation ofthat contrace Yes I-lo tryes, elptain; % Will the agency be operating as a franchise? [--Fes f]o Ifyes, name fte franchise:

9. If the agency name is a Doing Business As @/B/A) name, state tbe tme name: l0- furncylncorpomtion NuSa: CERTIPICAIE I afrm and state that the abovqinformation and gatenents are true, complete and correst to the best ofmy knowledge and belief. Sigmrc....*...__..............,.....Tirle Date Myccnmissim opires Please Note: In addition to completing the above application, the fo owing rcquiremeDts must be met: -Attacb to this applicatioD, a curent personal or business financial statement. Proofcfa l,e I 00,000.00 emplo,yment agency bond required by law must accorpan)r this application. x The liceming fee of Le I 00,@0.00 must accompa: r.v this application' you Attach to this application the schedule of {bes- charges aad commissions agetrcy conFact. expect to chatge for your services, together u itlr a copy ofthe (All advertisements and statements, windou' signs' door signs, and all litelature r€gularly use4 displayed or circulated by any such agency shall coutain the licensed name ofthe agerrY). A c.omplete statement of the proposed agency's refund policy must accomPany applir:ation- Please-Note: Elaborate fully as tbis statement ofreftmd policywill this be used as reference if and when a reftrnd complairu is filed agains ttre proposed g€reml public ifclients of agencrv. It is in the best inter€sts ofthe agency and the the refind tlrc ptoposed agency are firlly apprlsed ofthe conditions involving broughx Plase give details ofthe employer against whom this complaint is beilg Nam; ComPany Name: Address: Telephcne: M 95 Government of Sierra l,eone Employmed Act 2023 (Regulation 70 (2) ) FORMNO.8 COMPLAINTFORM I understand the foll rwing: I must provide a detailed account ofmy complaint aod al! relevaBt documcntation FirnName: Surname: DateofBirth PlaceofBirth: SocialSecurity No.:NINo.: Home Address: Frnail: Date ofbirth. Pbce ofbirdr Ni nunber I uadersrand rhe follo+ ing: 5 I must provide a detailed accorDt ofmy Yorjobtitle ..........- Start dale: ....-........-..-.--..-.......-.....-End date(Where applicable): Please give details ofyour complaint lfther€ is not enough space, please continue on a separate sheet and attach it to tbis form. c7 Please give the number ofnormal basic hours worked each we€k; Wbat is yotr pay period: I Gross wage or sala4,: Avqage take home pay: 98 Wlrat- are you seeking? Reirstatement (Work b the same job as beforc) Re-ergagement (work in the company, differentjob) Compensatioa (to get an award ofmoney) Documelts to assist your complainl (check all tlrat apPly) Pay Stips Writren Wamrngs EmploymentContract CorresPondencetomEmployer Work PermitOther information (please describe below) Terminatiol l-etter Employee HaDdbook 99 Please provide copies ofthe documents checked above with this form. Applicant mtst I declare that the inforoation provided is true and attach 1 passport correct to the best ofmy-knowledge and belief size ihotograph here- E E E tl 100 Govefim€Dt of Sierra L€one Eryloyment Act 2023 (Secion26 Reguldion 62 (l)) FORM NO. 9. TRAVELLING CLEARANCEAPPUCATION FORM. Applicaot must attach I PassPort siz€ Photograph here. TO: The Commissioner of l,abour Ministry of Labour New England ville Frcstowll I NAIVIE 2 GENDER D.O. B 4 NATIONAIITY PASSPORT DETAILS NO Date oflssue Date ofExpirY 6 PRESENTADDRTSS 7 PERMANENT ADDRESS 101 Ic€rtirythattheinforrnationgiYetraboYearetsleandcolrec!andthatmycompanyl no intention ofabandoning my duties' organization is in good sta-qding, atrd I have Signature 1.... -'.....'.........-' "" " " "' "' th€HumalResoi, €€Managpr/ and of No' Director of ,1o certi! that the informationprovided abole by . ... .. .. . . ,. ...,.are kue and colrectto the Hofmylnowledge information and bel ie I Signalure 102 Govefimenl of Sierra IJone Employme tAct2023 [Section 30 ) Regu]ari,on.(46 )l FORM10.,.... APPUCAIIONFORREGISTRATIONASA JOBSEEKER/AN EMPLOYEE WTITITHEEMPIOYMENTCAIIRE FORMNO.IO TO: The Cornmissioner oflabow ard Emplo).rnent (FOROFFICT{LUSE (ONLY) REGISTRATIONNUMBER: EWLOYEE I'NIFORMATION: Surnare: FirstNanes: DateofBirdr --_....--. IDNurnber: -.....-- --- - (ifany) (B PasqortNunb€r ...........'............_.....(ifary) Marital Status: Marriedl Single Male Femal{ Addess: Resi&TtialAd&ess: TekphmeNd€r.. Nunbcrofchildreo- Male. ... -. -.. - A€6: -- -.-.-..hte ,, -...., -Ag* Ooqealcn......---.. ......- . _:..........-. Dale of@c€rnedoferykryrne* .-- --. Mdfilyitrur...... lfpeviously rcgi*red as an enrployee, state previous Social Sccrrity RegisEdion EMPIOYERINFORMAIION: Enpbyeds Registdixr Tel€pbooeNfl$er............-.,.:..----.... I .......--.- ---..... --- .--. (ftltnmes aod capacity)certifyrhdoe above particulars are true and conEcl Elv{PLOYER DATE l01 Geguhion 66(2) ) FORMNO.l1-..... ,l COMMISSIONER NOTICESUMMONSTO APPEARBEFOREAI-ABOIJ'R FORMNO.II TG. Ccmmissioner for Labour ttu are hereby invited to appear before the 20.-....at the..---...- -'-DaYof' on,..,....'..'. answer questions conceming the complsint at....-..-...-......O'clock ir order to of tc6 , You are ordered to bring with you for inspectioa and copying the following booh, documeffs and/or objects: Please be advised that the failure to comPly with this invitation/reqrst is an offence prurishable by a fine or imprisorunent or both- Commissioner of Labour Date R€ceryedby.,............. .. -.... -. -.....Gridnme) Sigodltle 106 SE@NDSCHEDL'I,E pay and End of Service benefit' Rates for Calculating Redundancy ''rng Ag€ements apply' Save in the case of workers to whom the Collecrive Bargar end ofservice the rates set out below shall constitute lhe minimu-rr s:anriards for to b€ applied by Employers: benefits and redundaD)' comp€nsation 6 weeks I Over I Year but less than 4 Years 2 4 years but less than 8 Years l0 weeks 3 8 Years but less than l2 Years 14 Beeks 4 12 yeaG but less than 15 Years 5 Over 151'ears 18 weeks t0 MADE this day of ,20?3 MOHAMED RAHMAN SI]/ARAY Minislet of Enplot nent, Labour and Social Secarity Fn-:rrowx, SIER-LA LEoNE, PrDlro rNo P(]stNnro aI TrrE GovER),tME\T PRDarn.{c DEaa*nlE.aT, Srqe,r. LeoJE. E-yrk4o?Dr: aR, Oazi:n E No.64 oF l8rH Ocro8E,2023.