Uruguay Gender Equality Law

Overview

The Uruguay Gender Equality Law, officially known as Ley N° 19.846, was promulgated on December 19, 2019, representing a pivotal legislative advancement in the nation's commitment to human rights and gender equality. This comprehensive Act aims to guarantee the equality of rights and non-discrimination between women and men, encompassing formal, substantive, and recognition equality across all spheres of public and private life. Its enactment reflects Uruguay's dedication to aligning its national legal framework with international human rights obligations, particularly those related to gender equality and the elimination of discrimination. The law serves as a foundational pillar, establishing a broad legal mandate for the state to promote and ensure equal opportunities and treatment for all individuals, irrespective of their gender, thereby fostering a more equitable society.

Historically, Uruguay has progressively built a robust legal framework for gender equality. Earlier legislation, such as Ley N° 16.045 of 1989, specifically prohibited gender-based discrimination in the workplace, while Ley N° 18.104 of 2007 promoted equality of rights and opportunities more broadly. Ley N° 19.846 consolidates and significantly expands upon these prior efforts, providing a more holistic and integrated approach to gender equality. It acknowledges that discrimination can manifest in various forms, including direct, indirect, and multiple discriminations, and seeks to address the underlying structural inequalities that perpetuate gender disparities. The law's emphasis on substantive equality signifies a crucial shift towards not just equal treatment under the law, but also achieving equitable outcomes and opportunities in practice, recognizing that identical treatment may not always yield fair results due to historical disadvantages.

The profound significance of Ley N° 19.846 lies in its overarching objective to create a society where gender is not a barrier to the full exercise of human rights and fundamental freedoms. By explicitly addressing formal, substantive, and recognition equality, the law provides a robust legal instrument for challenging and dismantling gender-based discrimination in all its manifestations. While it lays down general principles and mandates, it also sets the stage for the development of more specific policies and measures across various sectors, including employment, education, health, and political participation. The law underscores the state's responsibility to actively promote gender equality, moving beyond a passive non-discrimination stance to one of proactive intervention and transformation, thereby ensuring a comprehensive and sustained effort towards achieving true gender parity.

Definitions

Ley N° 19.846 establishes a clear and comprehensive definition of gender-based discrimination, which is central to its application and enforcement. According to Article 3 of the law, discrimination is understood as any distinction, exclusion, limitation, or omission based on gender, whether occurring in the public or private sphere. The critical element of this definition is that such actions or inactions have the objective or result of impairing or nullifying the recognition, enjoyment, or exercise of human rights and fundamental freedoms for women. This broad scope ensures that both intentional acts of discrimination and seemingly neutral policies or practices that have a disproportionate negative impact on women are covered, thereby addressing both overt and systemic forms of inequality.

The law further distinguishes between direct and indirect discrimination. Direct discrimination occurs when a person is treated less favorably than another person in a similar situation, solely because of their sex, sexual orientation, or gender identity. Indirect discrimination, on the other hand, arises when an apparently neutral norm, policy, or practice places individuals of a particular gender at a disadvantage compared to others, without objective justification. This nuanced approach to defining discrimination is crucial for identifying and addressing the complex ways in which gender inequality manifests in society. Moreover, the law also recognizes 'multiple discrimination,' acknowledging that individuals may face compounded discrimination based on the intersection of gender with other characteristics such as race, ethnicity, disability, or socioeconomic status, ensuring a holistic understanding of discrimination.

While Ley N° 19.846 provides a strong foundation for general gender equality, it operates within a broader legal context that includes specific definitions related to labor and remuneration. For instance, the principle of 'equal remuneration for work of equal value' is a cornerstone of international labor standards, notably ILO Convention 100, which Uruguay has ratified. This principle, while not exhaustively detailed within Ley N° 19.846 itself, is implicitly supported by its general anti-discrimination mandate. 'Remuneration' in the Uruguayan labor context, as understood in related legislation and international conventions, typically encompasses not only basic wages but also all additional benefits, allowances, and payments, whether in cash or in kind, arising out of employment. This comprehensive understanding of remuneration is vital for ensuring that pay equity analyses consider the full scope of compensation, beyond just base salary.

Covered Employers

Ley N° 19.846, as a general gender equality law, applies broadly across both the public and private sectors in Uruguay, without specifying explicit size thresholds for covered employers. Its object, as stated in Article 1, is to guarantee equality of rights and non-discrimination based on gender for all individuals, implying that all employers, regardless of their size or sector, are bound by its fundamental principles. This universal application ensures that the mandate for gender equality and non-discrimination permeates all employment relationships and organizational structures within the country. Consequently, both large multinational corporations and small local businesses are expected to adhere to its provisions, fostering an inclusive and equitable work environment across the entire economy, without any specific exemptions based on the number of employees or type of industry.

The principles of non-discrimination in employment are further reinforced by Ley N° 16.045 of 1989, which specifically prohibits discrimination based on gender in any labor activity. This earlier law explicitly covers various aspects of employment, including job advertisements, selection criteria, recruitment, hiring, performance evaluations, promotion, job stability, social benefits, and decisions related to suspension or dismissal. Therefore, the combined effect of Ley N° 19.846 and Ley N° 16.045 establishes a robust legal framework that obliges all employers to ensure equal treatment and opportunities for women and men throughout the entire employment lifecycle. The absence of specific thresholds or phase-in periods means that these anti-discrimination mandates are considered fundamental and universally applicable from the moment of the law's enactment.

While the law does not detail specific phase-in periods for compliance, the expectation is immediate adherence to the principles of equality and non-discrimination. The emphasis is on proactive measures to eliminate existing disparities and prevent future discrimination, rather than a gradual implementation. The state, through its various organs, is tasked with promoting and ensuring these rights, which extends to overseeing compliance in both public and private entities. This broad coverage reflects Uruguay's commitment to creating a labor market free from gender bias, where employment decisions are based solely on merit, qualifications, and performance, rather than on gender stereotypes or discriminatory practices. The universal scope ensures that no employer can claim exemption from the fundamental principles of gender equality.

Employee Rights

Under the Uruguay Gender Equality Law (Ley N° 19.846) and the broader labor framework, employees are endowed with fundamental rights aimed at ensuring gender equality and non-discrimination in the workplace. A core right, as articulated in Article 1, is the entitlement to equal treatment and opportunities, which prohibits any form of discrimination based on gender in all aspects of employment. This includes the right to fair consideration in job applications, recruitment, and hiring processes, ensuring that decisions are based on qualifications and merit rather than gender. Employees also have the right to equal opportunities for training, professional development, promotion, and career advancement, free from gender-based barriers, ensuring a level playing field throughout their professional journey.

Furthermore, employees have the explicit right to non-discrimination regarding remuneration. While Ley N° 19.846 establishes the general principle of non-discrimination, Ley N° 16.045 of 1989 specifically prohibits gender discrimination in remuneration, upholding the principle of equal pay for equal work. This means that women and men performing the same tasks or jobs, or jobs of equal value, should receive equivalent salaries and benefits, including bonuses, allowances, and other forms of compensation. Employees who believe their right to equal remuneration has been violated can seek redress through established legal channels. Beyond pay, workers are protected against discrimination in terms of job stability, social benefits, and protection against unfair dismissal based on gender. The legal framework also provides robust protections against sexual harassment in the workplace, which is recognized as a form of gender-based violence and discrimination, ensuring a safe working environment.

To exercise these rights, employees can file complaints with the General Labor and Social Security Inspectorate (Inspección General del Trabajo y de la Seguridad Social), an administrative body under the Ministry of Labor and Social Security (MTSS), if they believe they have been subjected to gender-based discrimination in their employment. This Inspectorate is responsible for conducting investigations and inspections to verify compliance with labor laws, including those related to gender equality. Additionally, individuals can pursue judicial actions, such as an 'acción de amparo' (a constitutional remedy for the protection of fundamental rights), to seek immediate protection and redress for violations of their rights. The legal framework aims to provide accessible and effective avenues for employees to challenge discriminatory practices and ensure that their rights to equality and non-discrimination are effectively upheld and enforced.

Pay Transparency Requirements

Ley N° 19.846, the Uruguay Gender Equality Law, primarily establishes a broad framework for gender equality and non-discrimination. While it mandates general principles of equality, it does not contain explicit, detailed provisions for pay transparency requirements such as mandatory salary range disclosures in job postings, public pay scale publications, or specific deadlines for such disclosures. The law focuses on the overarching goal of eliminating gender-based discrimination across all spheres, including the economic, but it does not prescribe the granular mechanisms for achieving pay transparency that are found in dedicated pay equity legislation in some other jurisdictions. Its approach is more foundational, setting the stage for future regulatory developments or interpretations within the existing labor law framework, rather than imposing immediate, specific transparency obligations.

The existing legal framework, particularly Ley N° 16.045 of 1989, prohibits discrimination based on gender in various aspects of labor activity, including recruitment and selection processes. This implies that job postings and selection criteria should not be discriminatory. However, this prohibition does not extend to a positive obligation for employers to proactively disclose salary ranges or pay scales. The emphasis remains on ensuring that the *outcome* of the hiring and remuneration process is non-discriminatory, rather than mandating transparency in the *process* itself regarding pay information. While the spirit of gender equality encourages fair and equitable remuneration, specific legislative mandates for pay transparency as a distinct requirement are not explicitly detailed within the 2019 Gender Equality Law, leaving this area open for future legislative action.

It is important to note that while specific pay transparency mandates are not a direct feature of Ley N° 19.846, there is an ongoing national discussion and legislative initiatives aimed at addressing the gender pay gap. For instance, a project to systematize data on the gender pay gap was approved by the Senate in 2025 (as per a 2024 news report, referring to a future event from the report's perspective), proposing that the National Institute for Women (Inmujeres) develop an indicator based on information from the Social Security Bank. This indicates a growing recognition of the need for data and potentially greater transparency to identify and address pay disparities. However, these are separate legislative efforts or policy developments that, while aligned with the spirit of Ley N° 19.846, are not direct provisions of the 2019 Gender Equality Law itself, meaning employers are not currently under a direct legal obligation from this law to implement specific pay transparency measures.

Reporting & Audit Obligations

The Uruguay Gender Equality Law (Ley N° 19.846) establishes a broad framework for gender equality and non-discrimination but does not explicitly mandate specific, detailed reporting and audit obligations for employers related to pay equity or gender pay gaps. The law's primary focus is on defining and prohibiting gender-based discrimination and establishing the state's commitment to formal, substantive, and recognition equality. It does not prescribe requirements for companies to submit regular gender pay gap reports, conduct internal equal pay audits, or adhere to specific audit methodologies with defined frequencies or content requirements. The absence of such explicit provisions means that employers are not legally compelled by this specific law to undertake these detailed reporting and auditing activities, unlike in jurisdictions with dedicated pay equity legislation.

While Ley N° 19.846 does not impose direct reporting obligations, the broader legal and institutional framework in Uruguay supports monitoring and evaluation of gender equality. The General Labor and Social Security Inspectorate (Inspección General del Trabajo y de la Seguridad Social) has the authority to conduct inspections and investigations into complaints of labor discrimination, including those related to gender. This implies a reactive oversight mechanism rather than a proactive, mandatory reporting system for all employers. The state's commitment to international conventions, such as ILO Conventions 100 and 111, also implies an obligation to monitor progress on equal remuneration and non-discrimination, which may involve national data collection at an aggregate level, but not necessarily employer-specific reporting or mandatory audits. Therefore, while the state monitors, individual employers are not directly burdened with these specific reporting tasks under this law.

However, there are ongoing legislative discussions and proposals aimed at enhancing data collection and analysis regarding the gender pay gap. For example, a legislative initiative, approved by the Senate in 2025 (as per a 2024 news report), proposes declaring the collection of data on gender pay gaps as being of national interest and mandates the National Institute for Women (Inmujeres) to create an indicator based on data from the Social Security Bank. This indicates a future direction towards more systematic data collection and analysis at a national level, which could eventually inform policy and potentially lead to more specific reporting obligations for employers. Nevertheless, as of the enactment of Ley N° 19.846 in 2019, these detailed employer-level reporting and audit obligations are not explicitly codified within this particular law, meaning compliance is not currently tied to submitting such reports.

Governance & Enforcement Bodies

The primary governance and enforcement body for gender equality and non-discrimination in Uruguay, as implied by Ley N° 19.846, is the state itself, acting through various ministries and institutions. The law designates an 'órgano rector' (governing body) responsible for overseeing the implementation of its provisions, though specific details of this body's structure and direct contact information are typically elaborated in subsequent regulations or institutional mandates. Generally, the National Institute for Women (Inmujeres), under the Ministry of Social Development (MIDES), plays a crucial role in designing and coordinating policies for gender equality and women's rights, including those related to employment. Inmujeres is instrumental in developing national plans and strategies for gender equality, ensuring a transversal approach across government actions and acting as a central point for policy guidance.

For labor-related discrimination, including issues of equal pay and treatment, the General Labor and Social Security Inspectorate (Inspección General del Trabajo y de la Seguridad Social), which operates under the Ministry of Labor and Social Security (MTSS), serves as a key enforcement body. This Inspectorate is responsible for monitoring compliance with labor laws, conducting inspections, and investigating complaints of discrimination based on gender in the workplace. Individuals who believe their rights have been violated can file a complaint with this body, initiating an administrative process to address the alleged discrimination. The Inspectorate has the authority to impose sanctions on employers found to be in violation of labor laws, including those pertaining to gender equality, ensuring accountability and corrective action.

Beyond administrative bodies, the judicial system provides avenues for redress. Individuals can initiate legal proceedings, such as an 'acción de amparo,' to seek judicial protection of their fundamental rights against gender-based discrimination, allowing for swift intervention in urgent cases. The courts play a vital role in interpreting and applying the law, ensuring that the principles of equality and non-discrimination are upheld and that victims receive appropriate remedies. Furthermore, the Tripartite Commission for Equality of Opportunities and Treatment in Employment (CTIOTE), comprising representatives from the government (MTSS and Inmujeres), employers' organizations, and workers' unions (PIT-CNT), serves as a consultative and advisory body. It plays a significant role in promoting dialogue, developing recommendations, and monitoring progress on gender equality in the labor market, contributing to the overall governance framework through collaborative efforts.

Monitoring & Evaluation

Monitoring and evaluation of gender equality in Uruguay, particularly in the context of Ley N° 19.846, are primarily conducted through a combination of administrative oversight, national data collection efforts, and the state's reporting obligations under international conventions. The General Labor and Social Security Inspectorate (Inspección General del Trabajo y de la Seguridad Social) is mandated to conduct inspections and investigations in response to complaints of gender-based discrimination in the workplace. These inspections involve reviewing employer practices, interviewing employees, and examining relevant documentation to ascertain compliance with labor laws, including those promoting equality of treatment and opportunities. The frequency of such inspections is typically complaint-driven or part of broader labor inspection programs, rather than a fixed schedule specifically for gender equality audits across all employers, focusing on targeted interventions where issues are identified.

Complaints of gender-based discrimination are investigated systematically by the Inspectorate. Upon receiving a complaint, the Inspectorate initiates a process that may include mediation, fact-finding, and, if necessary, the imposition of administrative sanctions. The objective is to resolve disputes, ensure compliance, and provide redress to affected individuals. While Ley N° 19.846 itself does not detail specific audit methodologies for pay equity, the general principles of non-discrimination guide these investigations. The evaluation criteria for compliance typically revolve around whether employers are adhering to the principles of equal treatment, equal opportunities, and non-discrimination in hiring, promotion, remuneration, and other employment conditions, ensuring a comprehensive assessment of workplace practices against legal standards.

At a broader national level, the National Institute for Women (Inmujeres) is responsible for monitoring the overall progress of gender equality policies and programs. This includes collecting and analyzing data related to various indicators of gender equality, often in collaboration with other government agencies and statistical institutes. There are ongoing efforts, such as the proposed legislative initiative to mandate Inmujeres to generate an indicator for the gender pay gap, which signifies a move towards more systematic national-level monitoring and evaluation of pay disparities. Uruguay's adherence to international instruments like the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) and ILO Conventions 100 and 111 also necessitates periodic reporting to international bodies, which includes providing data and information on the country's efforts and progress in achieving gender equality, including in the labor market, thereby ensuring international accountability and transparency.

Enforcement & Penalties

The enforcement of the Uruguay Gender Equality Law (Ley N° 19.846) and related labor anti-discrimination provisions is primarily carried out through administrative and judicial mechanisms, with specific penalties for non-compliance. For violations of labor laws, including gender-based discrimination in employment, the General Labor and Social Security Inspectorate (Inspección General del Trabajo y de la Seguridad Social) is empowered to impose administrative sanctions. These sanctions can range from an admonition (a formal warning) for minor infractions to significant fines for more serious or repeated offenses. The specific amount of fines can vary depending on the severity of the violation, the size of the employer, the number of affected individuals, and the impact on the affected individuals, ensuring a proportionate response to the nature of the infringement. In extreme cases of persistent non-compliance or grave violations, the Inspectorate may even order the temporary or permanent closure of the establishment, demonstrating the seriousness with which violations are treated.

The penalty ranges are typically established in general labor legislation and can be adjusted based on various factors, ensuring a proportionate response to the nature of the infringement. The escalation of penalties means that initial warnings can be followed by increasing fines for subsequent non-compliance, aiming to deter repeat offenses and encourage adherence to the law. While Ley N° 19.846 itself focuses on overarching principles, the enforcement mechanisms are integrated within the existing labor inspection and sanctioning framework. The objective of these penalties is not only to punish non-compliant employers but also to compel them to rectify discriminatory practices and ensure a fair and equitable working environment, promoting a culture of compliance rather than just punitive measures.

Beyond administrative sanctions, individuals who have suffered gender-based discrimination can pursue judicial remedies. This includes filing civil lawsuits for damages incurred as a result of discriminatory practices, seeking compensation for economic and moral harm. In cases where discrimination constitutes a violation of fundamental rights, an 'acción de amparo' can be initiated to seek immediate judicial protection, providing a rapid legal recourse for urgent situations. While the law primarily focuses on civil and administrative penalties, severe forms of discrimination or gender-based violence, particularly those covered by Ley N° 19.580 (Violence against Women Based on Gender), may involve criminal liability. Employers or individuals found guilty of such offenses could face criminal charges, leading to imprisonment or other criminal sanctions, depending on the nature and gravity of the act. The legal system also provides for an appeals process, allowing employers to challenge administrative decisions or judicial rulings through higher courts, ensuring due process.

Relationship to Other Laws

The Uruguay Gender Equality Law (Ley N° 19.846) operates within a rich and evolving legal landscape, complementing and interacting with several other key national and international instruments. It builds upon and reinforces earlier domestic legislation, most notably Ley N° 16.045 of 1989, which explicitly prohibits gender-based discrimination in all aspects of labor activity, including recruitment, promotion, and remuneration. Ley N° 19.846 provides a broader, more comprehensive framework for gender equality across all spheres, while Ley N° 16.045 offers specific protections within the employment context. The newer law also interacts with Ley N° 18.104 of 2007, which promotes equality of rights and opportunities between men and women, establishing a general commitment to gender mainstreaming in public policies and serving as a precursor to the more detailed provisions of Ley N° 19.846.

Furthermore, Ley N° 19.846 is closely related to Ley N° 19.580 of 2017, the Law on Violence against Women Based on Gender. While Ley N° 19.846 focuses on general equality and non-discrimination, Ley N° 19.580 specifically addresses the prevention, attention, protection, sanction, and reparation for gender-based violence, including labor-related violence and sexual harassment in the workplace. These two laws are complementary, with the broader equality framework of Ley N° 19.846 providing the underlying principles for combating all forms of gender-based discrimination, including the violence addressed by Ley N° 19.580. In cases of conflict or overlap, the principle of applying the most favorable provision for the protection of rights typically prevails, ensuring that individuals receive the highest level of protection available under Uruguayan law.

Internationally, Ley N° 19.846 solidifies Uruguay's adherence to its obligations under various human rights treaties. Uruguay has ratified key International Labour Organization (ILO) Conventions, including Convention No. 100 concerning Equal Remuneration for Men and Women Workers for Work of Equal Value, and Convention No. 111 concerning Discrimination in Respect of Employment and Occupation. The principles enshrined in Ley N° 19.846 are consistent with these international standards, providing a domestic legal basis for their implementation. The law also aligns with the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), which Uruguay has ratified. These international instruments serve as guiding principles and benchmarks for the interpretation and application of national gender equality legislation, ensuring that Uruguay's legal framework meets global human rights standards and contributes to a worldwide effort for gender parity.

International Context

Uruguay's Gender Equality Law (Ley N° 19.846) is firmly situated within a robust international legal framework for human rights and labor standards, reflecting the country's deep commitment to global norms. Uruguay has ratified several key international instruments that underpin its domestic legislation on gender equality. Prominently, it is a State Party to the International Labour Organization (ILO) Convention No. 100 on Equal Remuneration for Men and Women Workers for Work of Equal Value (1951) and Convention No. 111 on Discrimination in Respect of Employment and Occupation (1958). These conventions establish fundamental principles of non-discrimination and equal pay, which Ley N° 19.846 and other national labor laws aim to implement. The ratification of these ILO conventions obliges Uruguay to adopt national policies to promote equal opportunities and treatment in employment and occupation, and to ensure equal remuneration for work of equal value, regardless of gender, thereby aligning its domestic practices with international best standards.

Beyond labor-specific conventions, Uruguay is also a signatory to broader human rights treaties that address gender equality. The Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), adopted by the United Nations in 1979, is a cornerstone of international women's rights law, and Uruguay's adherence to it provides a comprehensive framework for eliminating discrimination in all areas of women's lives. Ley N° 19.846 explicitly references its basis in international human rights law, underscoring this alignment. Furthermore, Uruguay was the first ILO Member State to ratify ILO Convention No. 190 concerning the Elimination of Violence and Harassment in the World of Work in 2019, demonstrating its leadership in addressing gender-based violence in employment. This ratification, while distinct from Ley N° 19.846, highlights a consistent national policy direction towards comprehensive gender equality and protection in the workplace, reflecting global trends towards more inclusive and integrated approaches to combating discrimination and violence, and positioning Uruguay as a progressive actor on the international stage for human rights.

Implementation Timeline

Date	Milestone	Status
1989-06-02	Promulgation of Ley N° 16.045 prohibiting gender discrimination in labor activities.	In Force
2007-03-15	Promulgation of Ley N° 18.104 for the Promotion of Equality of Rights and Opportunities between men and women.	In Force
2017-12-22	Promulgation of Ley N° 19.580 on Violence against Women Based on Gender.	In Force
2019-11-11	Regulation of Ley N° 19.580 on Violence against Women Based on Gender.	In Force
2019-12-19	Promulgation of Ley N° 19.846 (Uruguay Gender Equality Law).	In Force
2019-12-17	Uruguay's House of Representatives unanimously adopts the bill to ratify ILO Convention 190.	Completed
2020-01-16	Uruguay becomes the first ILO Member State to ratify Convention 190.	Completed
2025-08-06	Senate approves bill to systematize data on gender pay gap (as reported in 2024).	Proposed (pending full legislative approval)

Compliance Checklist

Requirement	Action Required	Deadline
**General Non-Discrimination**	Ensure all employment practices (recruitment, hiring, promotion, training, dismissal) are free from gender-based direct or indirect discrimination as per Ley N° 19.846 and Ley N° 16.045.	Ongoing
**Equal Treatment & Opportunities**	Implement policies and practices that guarantee equal treatment and opportunities for all employees, regardless of gender, in all aspects of the employment relationship.	Ongoing
**Equal Remuneration**	Ensure equal pay for work of equal value between men and women, encompassing all components of remuneration (salary, bonuses, benefits), in line with ILO C100 and national labor laws.	Ongoing
**Anti-Harassment Policies**	Establish and enforce clear policies and procedures to prevent and address sexual harassment and gender-based violence in the workplace, as required by Ley N° 19.580.	Ongoing
**Complaint Mechanism**	Inform employees of their right to file complaints regarding gender discrimination with the General Labor and Social Security Inspectorate and ensure no retaliation for doing so.	Ongoing
**Non-Discriminatory Job Postings**	Review job advertisements and selection criteria to ensure they do not contain discriminatory language or requirements based on gender.	Ongoing
**Data Collection (Voluntary/Future)**	Consider collecting internal data on gender composition and pay to proactively identify and address potential disparities, anticipating future legislative developments on pay gap reporting.	Voluntary (as of 2019, but future legislation may mandate)
**Training & Awareness**	Provide training to management and employees on gender equality, non-discrimination, and anti-harassment policies to foster an inclusive workplace culture.	Recommended (supports compliance)
**Review of Internal Policies**	Periodically review and update internal company policies, codes of conduct, and collective bargaining agreements to ensure alignment with gender equality principles.	Regularly

Sources and References

Source	Type
Ley N° 19.846 - IMPO	official
Ley N° 19.846 - GUB.UY	government
Ley N° 16.045 - IMPO	official
Ley N° 19.580 - IMPO	official
Recopilación de Normas Laborales de Igualdad de Género - GUB.UY (MIDES)	government
ILO Convention C190 - NORMLEX	official
Ley de violencia hacia las mujeres basada en género - GUB.UY (MIDES)	government
Igualdad de derechos y no discriminación entre mujeres y varones - IMPO	government