Sierra Leone

Freedom of Association Indicator

The Labour Rights Index 2024 (LRI 2024) is a de-jure index covering 145 economies and structured around the working lifespan of a worker. In total, 46 questions or evaluation criteria are scored across 10 indicators. The overall score is calculated by taking the average of each indicator, with 100 being the highest possible score. The Index uses a rating system, ranging from “Total Lack of Decent Work” to “Decent Work”. The Labour Rights Index aims at an active contribution to the Sustainable Development Goals, by providing necessary (complementary) insights into de jure provisions on issues covered in particular by SDG8 (Decent Jobs), SDG 5 (Gender Equality), SDG 10 (Reduced Inequalities) and SDG 16 (Strong Institutions). The Index is based on national labour legislation, applicable on 1 January 2024.

Sierra Leone’s overall score is 59.5 out of 100. The overall score for Sierra Leone is lower than the regional average observed across Sub-Saharan Africa (66). Within the Sub-Saharan Africa region, the highest score is observed for Côte d’Ivoire (84.5).

Sierra Leone ratified Convention No. 87 on Freedom of Association and Protection of the Right to Organise (1948) in 1961 and Convention No. 98 on the Right to Organise and Collective Bargaining (1949) in 1961.

Question

Answer

Score

Legal Basis

More Info

Does the law allow workers to form and join unions of their own choice?

No

0

§15 & 26 of Constitution of SierraLeone, 1991; §3 & 12 of the Emplyment Act,2023; §43 of the Industrial Relations and Trade Union Act, 2023 ; CEACR, C87, DR. 2022

Does the law allow workers to bargain collectively with employers through their representative unions?

No

0

§27-32 of the Industrial Relations and Trade Union Act, 2023 ; CEACR, C87, DR. 2022

Does the law provide for the right to strike?

No

0

§64 & 67 of the Industrial Relations and Trade Union Act, 2023 ; USDOS CRHRP 2023 (SierraLeone)

Does the law prohibit imposing of excessive sanctions against striking workers?

No

0

§92, 93, 115 & Schedule (Section 83(2)(i), 87(2)(a)) of the Industrial Relations and Trade Union Act, 2023 ; USDOS CRHRP 2023 (SierraLeone)

Textual sources

A : National Law

National Labour Legislation

B : CEACR

CEACR: ILO Committee of Experts on Application of Conventions and Recommendations (latest report)

C : ITUC

ITUC: ITUC Global Rights Index

D : USDOS

USDOS: US Department of States' Country Reports on Human Rights Practices

LRI Country Score
The Labour Rights Index has 10 indicators and 46 sub-indicators. The LRI Country score averages 10 indicators and ranges between 0 and 100. The lowest and highest scorers are Nigeria (29/100) and Belgium/Greece (96/100). https://labourrightsindex.org/  

Freedom of Association Indicator
The Freedom of Association indicator is composed of 4 sub-indicators. Scoring is done through the binary method (0 or 1). The score ranges between 0-100. 

Trade union density rate (%)
The trade union density rate conveys the number of union members who are employees as a percentage of the total number of employees in the country. For updated statistics on trade union density, please check ILOSTAT

Collective bargaining coverage rate (%)
The collective bargaining coverage rate conveys the number of employees whose pay and/or conditions of employment are determined by one or more collective agreement(s) as a percentage of the total number of employees in the country. For updated statistics on collective bargaining coverage, please check ILOSTAT

SDG indicator 8.8.2
SDG indicator 8.8.2 measures national compliance with fundamental labour rights (freedom of association and collective bargaining or FACB). It ranges from 0 to 10, with 0 being the best possible score (indicating higher levels of compliance with FACB rights) and 10 the worst (indicating lower levels of compliance with FACB rights). It is based on six ILO supervisory body textual sources and national legislation.
For an updated assessment on SDG indicator 8.8.2, please check ILOSTAT. 

ITUC Global Rights Index 2024 Ratings
The ITUC Global Rights Index depicts the world’s worst countries for workers by rating 148 countries on a scale from 1 to 5+ on the degree of respect for workers’ rights. Violations are recorded each year from April to March.  For a detailed description of ratings and methodology, please follow the link

Information

Source: §15 & 26 of Constitution of SierraLeone, 1991; §3 & 12 of the Emplyment Act,2023; §43 of the Industrial Relations and Trade Union Act, 2023 ; CEACR, C87, DR. 2022

B : CEACR

CEACR: ILO Committee of Experts on Application of Conventions and Recommendations

"Article 2 of the Convention. Right of workers and employers without distinction whatsoever to establish and join organizations. The Committee had previously requested the Government to amend the Regulations of Wages and Industrial Relations Act in order to recognize the right to establish and join unions to all workers, including public officers and persons above the level of supervisor or manager. The Committee welcomes the Government’s indication that the Employment Bill, 2022, ensures that there is no restriction on workers and employers, including those above the level of supervisor or manager, to form or belong to any trade union or employers’ organization of their choice. The Committee observes, however, that pursuant to its draft section 3, the Employment Bill does not apply to the armed forces, police forces, fire forces, and correctional services, excluding their civilian workers. The Committee recalls that the functions exercised by firefighters and prison service personnel do not justify their exclusion from the rights and guarantees set out in the Convention. The Committee requests the Government to indicate the legislative provisions which guarantee the rights under the Convention to firefighters and correctional service personnel. Alternatively, the Committee requests the Government to review the Employment Bill in order to ensure that the above-mentioned categories of workers are granted the right to organize, and to provide information on developments in this regard. Right of workers and employers’ organizations to establish organizations of their own choosing. The Committee observes that the IRTU Bill allows the Registrar to refuse the registration of a trade union or an employers’ organization if there is another union or employers’ organization already registered that adequately represents the interests of those on behalf of whom the organization seeks registration, and additionally allows the existing organization to object to the registration of a new one (section 44). The Committee considers that the right of workers and employers to establish organizations of their own choosing, as set out in Article 2 of the Convention, implies that diversity of trade union and employers’ organizations must remain possible in all cases. The Committee considers that it is important for workers and employers to be able to change organizations or establish new ones for reasons of independence, effectiveness, or ideological choice. Consequently, an organizational exclusivity imposed directly or indirectly by law is contrary to the Convention. The Committee therefore requests the Government to review the IRTU Bill so as to allow for the registration of more than one trade union or employers’ organization."

D : USDOS

USDOS: US Department of States' Country Reports on Human Rights Practices

"Art 3 of the Employment Act : Non application This Act shall not apply to the armed forces, police force, fire force, correctional service of Sierra Leone excluding their civilian workers. THE INDUSTRIAL RELATIONS AND TRADE UNION ACT,2O23 Art 43. (1) The Registrar shall not register a trade union or employers organisation unless he is satisfied that- ................ (d) no other trade union or employers' organisation already registered is sufficiently representative of the whole or of a substantial proportion of the interests in respect of which the applicant seeks registration."

Information

Source: §27-32 of the Industrial Relations and Trade Union Act, 2023 ; CEACR, C87, DR. 2022

B : CEACR

CEACR: ILO Committee of Experts on Application of Conventions and Recommendations

"The Committee requests the Government to provide details regarding the objective criteria and procedures for the determination of a union’s eligibility to hold a collective bargaining certificate under the draft IR Bill."

D : USDOS

USDOS: US Department of States' Country Reports on Human Rights Practices

" Industrial Relations and Trade Union Act, 27. (1) There is hereby established trade group negotiating councils to be called Trade Group councils for each of the following trade group councils. (a) exploration and mining; (b) building and construction; (c) commercial; (d) shipping and forwarding (public/private); (e) industrial; (f) oil (marketingandrefinery); (g) Public utilities; (h) banking, insurance and accounting; (i) hotels, catering and entertainment; (j) Printing; (k) transport (road, rail and inland waterways); (l) municiPal and local gov€rnment; (m) agriculture (public/private); (n) air transport(public/private); (o) teaching services (public/private): (p) fishing; (q) civil service; (r) sen'ices (Public or Private); (s) informationandcommunicationtechnoloS'; (t) health services (public or private). ....................... 28. (l) A Trade Group Council shall comprise an equal number of representatives of employers and representatives of trade unions representing workers in the trade group. ................ 29- (1) Upon the request of a tade union to whom a collective shall bargaining certificate has been issued, the employer or employers concemed introduce the check-offsystem of collecting trade union dues."

Information

Source: §64 & 67 of the Industrial Relations and Trade Union Act, 2023 ; USDOS CRHRP 2023 (SierraLeone)

A : National Law

National Labour Legislation

" The government could require workers provide written notice to police of an intent to strike at least 21 days before the planned strike."

D : USDOS

USDOS: US Department of States' Country Reports on Human Rights Practices

" Industrial Relations and Trade Union Act, 64. (1) An industrial strike action shall require a 2l days written notice of intention to strike to be given lo the relevant intention to employer and the Ministry. (2) An aggrieved, unionised worker who has given notice of intention to stike under subsection (1), shall not commence unless after the expiration of 2l days from the date of the notice and not at any tirne before the expiration ofthat period. (3) A party to an industrial dispute shall not resort to a strike during the period when negotiation or mediation processes are in progress. "

Information

Source: §92, 93, 115 & Schedule (Section 83(2)(i), 87(2)(a)) of the Industrial Relations and Trade Union Act, 2023 ; USDOS CRHRP 2023 (SierraLeone)

D : USDOS

USDOS: US Department of States' Country Reports on Human Rights Practices

"Schedule (Section 83(2)(i), 87(2)(a)) (5) No disciplinary penalty or termination should be imposed on any worker for organising or participating in any strike that is lawful. Where a penalty or termination is imposed in respect of a strike or other industrial action which is unlawful, the employer should act consistently as between two or more Workers who organise or participate in the strike or other industrial action. (6) No disciplinary penalty should be imposed on any worker who refuses to do any work normally done by a worker or workers who are on a lawful strike, unless such work must be done to prevent actual danger to life, health, or personal safety. 92. Unfair dismissal (1) An employer shall not dismiss an employee unless, having regard to all the circumstances, there were substantial grounds justifying the dismissal. (2) The dismissal of an employee shall be deemed to be unfair if it results wholly or mainly from— ...................... (b) an employee’s engagement in-activities on behalf of a trade union or excepted body under a trade union, where the times at which he engages in such activities are outside his hours of work or are times during his hours of work in which he is permitted under his contract of employment between him and his employer, so to engage; 93. Remedies for unfair dismissal (1) Where an employee is dismissed and the dismissal is an unfair dismissal, the employee shall be entitled to redress consisting of whichever of the following the Commissioner or the High Court, as the case may be, considers appropriate having regard to all the circumstances— (a) re-instatement by the employer of the employee, where the employee so elects,— (i) in the position which he held immediately before his dismissal; (ii) on the terms and conditions on which he was employed immediately before his dismissal; and (iii) together with a term that the reinstatement shall be deemed to have commenced on the day of the dismissal, or (b) re-engagement by the employer of the employee either in the position which he held immediately before his dismissal or in a different position which Would be reasonably suitable for him on such terms and conditions as are reasonable having regard to all the circumstances; or ............. 115. Penalties (1) A person who commits an offence in contravention of this Act for which no penalty is expressly stated shall be liable to a fine not less than 5 months national minimum wage and in the case of a second or subsequent offence against the same provision, the offender shall be subject to a fine of not less than 10 months national minimum wage."