Women's Rights at Work: What Does the Labor Law in Syria Say?

Syria is witnessing an increasing entry of women into the labor market, making knowledge of legal rights essential to protect female workers and enhance their opportunities in a fair work environment. This article highlights the main guarantees provided by Syrian Labor Law No. 17 of 2010 and related regulatory decisions, helping female workers understand their rights and take practical steps in case of any violation. To view Syrian Labor Law No. 17 of 2010, please click the link here.

Key Messages:

1. The law prohibits discrimination and segregation based on gender in hiring, wages, promotion, training, and dismissal.
2. Any clause in the employment contract that diminishes the rights of the worker is considered null and void.
3. The law provides special protection for motherhood (including maternity leave, rights for breastfeeding mothers, and regulations to prevent harm to pregnant or breastfeeding workers).
4. Workers can file complaints and labor lawsuits according to the law, which are exempt from fees and are processed quickly with procedural facilitations, including the fact that the law does not require appointing a lawyer for these cases.

Legal Reference:

Syrian Labor Law No. 17 of 2010 is the main legislative reference that regulates the relationship between the worker and the employer in the private sector and some forms of the joint and cooperative sectors not covered by the laws of public sector workers. The law sets out a range of rights and minimum standards that cannot be diminished.

Who is covered by the Labor Law?

Labor Law No. 17 of 2010 applies to employment relationships in each of the following:

1. The private sector,
2. Arab/foreign companies operating under relevant legal frameworks,
3. The cooperative sector,
4. The joint sector not covered by the basic law of public sector workers.

The law has categories exempted from its full application, so the legal protection may differ for these categories depending on the employer and the nature of the contract. The most prominent of these exemptions include:

1. Workers subject to the basic law of public sector employees,
2. Workers covered by special laws (such as certain agricultural labor/relations regulations),
3. Some types of private domestic service work and similar cases,
4. Special work cases regulated under other legislation.

Note: If you work in a public/government entity or in a sector regulated by a special law, your rights may be protected but under another law.

Minimum Working Age and Protection of Minors:

Syrian Labor Law sets the minimum working age at 15 years, with additional restrictions on employing those between 15 and 18 years old, especially in hazardous or night work. The Ministry of Social Affairs and Labor considers this a commitment by Syria to the standards of the International Labour Organization (ILO) related to the minimum age for employment, combating child labor, and providing special protection for minors.

To learn more about international labor standards, please visit:

1. Convention concerning the Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour, 1999 (No. 182).
2. Convention concerning Minimum Age for Admission to Employment (No. 138), International Labour Conference.

Equality and Non-Discrimination – A Fundamental Right for Female Workers

The Labor Law explicitly prohibits violating the principle of equal opportunity and equal treatment, and prohibits discrimination based on gender (in addition to other reasons) in all matters related to employment, work organization, training, wages, promotion, benefits, disciplinary procedures, and termination of service. If a female worker is subjected to discrimination, she has the right to file a claim before the competent court to seek compensation for material and moral damages.

Illustrative Example: In an engineering company in Damascus, a young female engineer manages a full technical team and receives the same salary as her male colleagues in the same position. This practice reflects the legal commitment to equality and non-discrimination in terms of wages..

Maternity Rights – Legal Guarantees for the Benefit of Mothers

According to Article 121 of the Syrian Labor Law, a female worker who has completed six continuous months of work is entitled to fully paid maternity leave, which she can distribute before and after childbirth according to her wishes and medical condition, as follows:

1. 120 days for the first birth.
2. 90 days for the second birth.
3. 75 days for the third birth.

The Labor Law also affirms that it is not permitted to issue a notice of termination to a female worker during maternity leave, and the notice period only starts from the day following the end of the leave.

Additionally, the Women's Employment Regulation (Decision No. 482 of 2017) grants additional rights to breastfeeding mothers during the 24 months following childbirth (such as extra breastfeeding breaks).

The law also refers to the possibility of obtaining unpaid child care leave for up to one year, under certain conditions.

Illustrative Example: An employee at a private bank noticed her manager became aware of her reduced mobility during pregnancy. After she reported her pregnancy through official work channels, her manager decided to transfer her to office duties instead of prolonged standing, a legal measure aimed at protecting her.

Women's Night Work and Working Hours Regulation

The Labor Law defines "night work" as work that extends from 7:00 p.m. to 7:00 a.m. A set of decisions and executive articles (such as Decision No. 482 of 2017) specify the cases in which women may work during night and evening hours, in addition to a list of jobs prohibited for women.

Illustrative Example: A female pharmacist was previously assigned to work from midnight until dawn. After the law came into effect, her shifts were changed to daytime hours to ensure her safety.

Any Condition That Diminishes Your Rights Is Considered Null and Void

Even if the employment contract includes a clause contrary to the law, such as: "The employee is not entitled to claim any leave related to maternity," or "The worker waives her right to claim any compensation," the Syrian Labor Law considers these clauses void.

The key point here: Your signature on the employment contract does not make an illegal clause valid.

What Should You Do If Your Work Rights Are Violated?

The Labor Law and the Women's Employment Regulation provide important facilitations that can be relied upon in the event of a violation (such as non-payment of wages, discrimination, unfair dismissal, denial of maternity leave, violation of safety conditions, etc.). These facilitations include:

1. Exemption of complaints and requests from fees.
2. Exemption of workers' lawsuits from the requirement to appoint a lawyer and from fees and securities during litigation, with cases being considered promptly and the possibility of taking interim measures.

Practical Tips for Filing a Complaint/Report:

1. Document everything:

Employment contract, pay slips, messages related to work progress, attendance and leave, witnesses, warnings or dismissal decisions, and more.

1. Request your rights in writing:

Through an official letter to the human resources department or management in which you clarify your demands and request they be addressed within a clear timeframe.

1. Refer to the Directorate of Social Affairs and Labor in your governorate or city if the issue is not resolved internally.
2. If necessary, file a labor lawsuit before the competent court: as the law facilitates the litigation process.[JS4] 

Who Should You Contact?

You can contact the Ministry of Social Affairs and Labor in Syria through the following details:

Email: [e-mail]

Phone: [phone]

The ministry will direct you to the nearest or most relevant directorate.

Sources:

List of Sources and Links (Updated)

1. Labor Law No. 17 of 2010.
2. Women's Employment Regulation: Decision 482/2017 Full Text.
3. International Labour Organization Convention No. 138.
4. International Labour Organization Convention No. 182.
5. Contact Information for the Ministry of Social Affairs and Labor.

Note: This material provides general information for your benefit and is not legal advice. Therefore, in the event of an actual dispute, we advise you to consult a lawyer or the relevant authorities in your governorate or city.