Establishment

In the context of the Equal Pay Act, an 'establishment' refers to a distinct physical place of business. The prohibition against compensation discrimination applies only to jobs within the same establishment. While generally a single physical location, in some circumstances, physically separate places of business may be treated as one establishment if there is a central administrative unit that controls hiring, compensation, and assignments across these locations.

An 'establishment' broadly refers to any place where an industry, trade, business, or occupation is carried on, and where workers are employed. This includes factories, shops, commercial establishments, and other workplaces. The Bangladesh Labour Rules, 2015, applies to various types of establishments across different sectors, with certain specific exemptions outlined in the parent Act, such as family-run businesses without hired workers or those within Export Processing Zones.

For the purposes of the Employment (Equal Pay for Men and Women) Act, an 'establishment' refers to the specific location where an individual is employed to work. If an employee's work is performed outside a physical establishment, they are still considered employed in an establishment if their employment is carried out from that establishment. This definition is crucial for determining the scope of the Act, as the equal pay provisions apply to male and female employees employed by the same employer in the same establishment in Jamaica. It clarifies that the Act's protections are localized to specific operational units within the country.