A single, consolidated framework for Barbados’s labour laws would simplify compliance, reduce workplace disputes and better support small and medium-sized businesses, tourism minister Ian Gooding-Edghill has told Parliament.
Gooding-Edghill, a former president of the Barbados Employers’ Confederation, said that, given changing laws, there was a need for a centralised resource for employers and employees to reference.
“I have, for a long time, argued that we need to bring all of the relevant pieces of labour legislation into one place. There are five pieces of legislation dealing with wages and salaries. You have the Protection of Wages Act, as we are amending today, the Holidays with Pay Act, the Severance Payments Act, the Employment Rights Act, and also the Minimum Wage Act. And then there are other pieces of legislation, the Sexual Harassment Act, for example, the Shops Act, and of course the SHaW (Safety and Health at Work Act)…. But as it relates to perhaps wages, you have at least five pieces of legislation relating to that.”
The tourism and international transport minister said such a framework would make it easier for all persons to understand their responsibilities, comply with the law and reduce workplace rights issues.
Speaking during Parliament’s debate on the bill to amend the Protection of Wages Act, he said this would be particularly helpful in Barbados’ work environment, which is made up mainly of small and medium-sized businesses that may not employ human resource managers or industrial relations specialists but could easily access the relevant information.
Emphasising the importance of industrial relations, Gooding-Edghill also said there were several issues that should be addressed, including clarity between a contract of service and a contract for service to prevent potential legal disputes.
Stressing the importance of addressing the “serious” issue of productivity, the minister said that only by fixing it would the country move forward, and urged that “excessive” sick leave should also be examined.
“I also believe, as a prerequisite, maybe to addressing some of the matters associated with sick leave, we have within collective agreements in Barbados, where oftentimes workers are given personal days off, and I think it’s something that employers should start looking to do as they broaden the wellness of employees within their workforce.
“Oftentimes, people are not sick, but they have some commitments, and because the commitments can’t be honoured during working time, they may elect to call and notify the employer that they can’t come to work. I think there’s an opportunity for us to look at that.”
Commenting on mental health and workplace wellbeing, Gooding-Edghill argued that policies to advance these would lead to a boost in productivity.
He also urged practitioners to read decisions coming out of the Employment Rights Tribunal, noting that these were essential for informing human resource practitioners and ensuring compliance with labour laws.
(JB)
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