Na podlagi druge alinee prvega odstavka 107. člena in prvega odstavka 91. člena Ustave Republike Slovenije izdajam

Razglašam Zakon o ratifikaciji Konvencije o spremembi (spremenjene) Konvencije o varstvu materinstva iz leta 1952 (Konvencija MOD št. 183) (MKSKVM), ki ga je sprejel Državni zbor Republike Slovenije na seji 19. novembra 2009.

Ratificira se Konvencija o spremembi (spremenjene) Konvencije o varstvu materinstva iz leta 1952 (Konvencija MOD št. 183), sprejeta na 88. zasedanju Generalne konference Mednarodne organizacije dela v Ženevi 15. junija 2000.

Konvencija se v izvirniku v angleškem jeziku in prevodu v slovenskem jeziku glasi:
Convention 183

The General Conference of the International Labour Organization,
Having been convened at Geneva by the Governing Body of the International Labour Office, and having met in its 88th Session on 30 May 2000, and
Noting the need to revise the Maternity Protection Convention (Revised), 1952, and the Maternity Protection Recommendation, 1952, in order to further promote equality of all women in the workforce and the health and safety of the mother and child, and in order to recognize the diversity in economic and social development of Members, as well as the diversity of enterprises, and the development of the protection of maternity in national law and practice, and
Noting the provisions of the Universal Declaration of Human Rights (1948), the United Nations Convention on the Elimination of All Forms of Discrimination Against Women (1979), the United Nations Convention on the Rights of the Child (1989), the Beijing Declaration and Platform for Action (1995), the International Labour Organization's Declaration on Equality of Opportunity and Treatment for Women Workers (1975), the International Labour Organization's Declaration on Fundamental Principles and Rights at Work and its Follow-up (1998), as well as the international labour Conventions and Recommendations aimed at ensuring equality of opportunity and treatment for men and women workers, in particular the Convention concerning Workers with Family Responsibilities, 1981, and
Taking into account the circumstances of women workers and the need to provide protection for pregnancy, which are the shared responsibility of government and society, and
Having decided upon the adoption of certain proposals with regard to the revision of the Maternity Protection Convention (Revised), 1952, and Recommendation, 1952, which is the fourth item on the agenda of the session, and
Having determined that these proposals shall take the form of an international Convention;
adopts this fifteenth day of June of the year two thousand the following Convention, which may be cited as the Maternity Protection Convention, 2000.

For the purposes of this Convention, the term “woman” applies to any female person without discrimination whatsoever and the term “child” applies to any child without discrimination whatsoever.

1. This Convention applies to all employed women, including those in atypical forms of dependent work.
2. However, each Member which ratifies this Convention may, after consulting the representative organizations of employers and workers concerned, exclude wholly or partly from the scope of the Convention limited categories of workers when its application to them would raise special problems of a substantial nature.
3. Each Member which avails itself of the possibility afforded in the preceding paragraph shall, in its first report on the application of the Convention under article 22 of the Constitution of the International Labour Organization, list the categories of workers thus excluded and the reasons for their exclusion. In its subsequent reports, the Member shall describe the measures taken with a view to progressively extending the provisions of the Convention to these categories.

Each Member shall, after consulting the representative organizations of employers and workers, adopt appropriate measures to ensure that pregnant or breastfeeding women are not obliged to perform work which has been determined by the competent authority to be prejudicial to the health of the mother or the child, or where an assessment has established a significant risk to the mother's health or that of her child.

1. On production of a medical certificate or other appropriate certification, as determined by national law and practice, stating the presumed date of childbirth, a woman to whom this Convention applies shall be entitled to a period of maternity leave of not less than 14 weeks.
2. The length of the period of leave referred to above shall be specified by each Member in a declaration accompanying its ratification of this Convention.
3. Each Member may subsequently deposit with the Director-General of the International Labour Office a further declaration extending the period of maternity leave.
4. With due regard to the protection of the health of the mother and that of the child, maternity leave shall include a period of six weeks' compulsory leave after childbirth, unless otherwise agreed at the national level by the government and the representative organizations of employers and workers.
5. The prenatal portion of maternity leave shall be extended by any period elapsing between the presumed date of childbirth and the actual date of childbirth, without reduction in any compulsory portion of postnatal leave.

On production of a medical certificate, leave shall be provided before or after the maternity leave period in the case of illness, complications or risk of complications arising out of pregnancy or childbirth. The nature and the maximum duration of such leave may be specified in accordance with national law and practice.

1. Cash benefits shall be provided, in accordance with national laws and regulations, or in any other manner consistent with national practice, to women who are absent from work on leave referred to in Articles 4 or 5.
2. Cash benefits shall be at a level which ensures that the woman can maintain herself and her child in proper conditions of health and with a suitable standard of living.
3. Where, under national law or practice, cash benefits paid with respect to leave referred to in Article 4 are based on previous earnings, the amount of such benefits shall not be less than two-thirds of the woman's previous earnings or of such of those earnings as are taken into account for the purpose of computing benefits.
4. Where, under national law or practice, other methods are used to determine the cash benefits paid with respect to leave referred to in Article 4, the amount of such benefits shall be comparable to the amount resulting on average from the application of the preceding paragraph.
5. Each Member shall ensure that the conditions to qualify for cash benefits can be satisfied by a large majority of the women to whom this Convention applies.
6. Where a woman does not meet the conditions to qualify for cash benefits under national laws and regulations or in any other manner consistent with national practice, she shall be entitled to adequate benefits out of social assistance funds, subject to the means test required for such assistance.
7. Medical benefits shall be provided for the woman and her child in accordance with national laws and regulations or in any other manner consistent with national practice. Medical benefits shall include prenatal, childbirth and postnatal care, as well as hospitalization care when necessary.
8. In order to protect the situation of women in the labour market, benefits in respect of the leave referred to in Articles 4 and 5 shall be provided through compulsory social insurance or public funds, or in a manner determined by national law and practice. An employer shall not be individually liable for the direct cost of any such monetary benefit to a woman employed by him or her without that employer's specific agreement except where:
(a) such is provided for in national law or practice in a member State prior to the date of adoption of this Convention by the International Labour Conference; or
(b) it is subsequently agreed at the national level by the government and the representative organizations of employers and workers.

1. A Member whose economy and social security system are insufficiently developed shall be deemed to be in compliance with Article 6, paragraphs 3 and 4, if cash benefits are provided at a rate no lower than a rate payable for sickness or temporary disability in accordance with national laws and regulations.
2. A Member which avails itself of the possibility afforded in the preceding paragraph shall, in its first report on the application of this Convention under article 22 of the Constitution of the International Labour Organization, explain the reasons therefor and indicate the rate at which cash benefits are provided. In its subsequent reports, the Member shall describe the measures taken with a view to progressively raising the rate of benefits.

1. It shall be unlawful for an employer to terminate the employment of a woman during her pregnancy or absence on leave referred to in Articles 4 or 5 or during a period following her return to work to be prescribed by national laws or regulations, except on grounds unrelated to the pregnancy or birth of the child and its consequences or nursing. The burden of proving that the reasons for dismissal are unrelated to pregnancy or childbirth and its consequences or nursing shall rest on the employer.
2. A woman is guaranteed the right to return to the same position or an equivalent position paid at the same rate at the end of her maternity leave.

1. Each Member shall adopt appropriate measures to ensure that maternity does not constitute a source of discrimination in employment, including – notwithstanding Article 2, paragraph 1 – access to employment.
2. Measures referred to in the preceding paragraph shall include a prohibition from requiring a test for pregnancy or a certificate of such a test when a woman is applying for employment, except where required by national laws or regulations in respect of work that is:
(a) prohibited or restricted for pregnant or nursing women under national laws or regulations; or
(b) where there is a recognized or significant risk to the health of the woman and child.

1. A woman shall be provided with the right to one or more daily breaks or a daily reduction of hours of work to breastfeed her child.
2. The period during which nursing breaks or the reduction of daily hours of work are allowed, their number, the duration of nursing breaks and the procedures for the reduction of daily hours of work shall be determined by national law and practice. These breaks or the reduction of daily hours of work shall be counted as working time and remunerated accordingly.

Each Member shall examine periodically, in consultation with the representative organizations of employers and workers, the appropriateness of extending the period of leave referred to in Article 4 or of increasing the amount or the rate of the cash benefits referred to in Article 6.

This Convention shall be implemented by means of laws or regulations, except in so far as effect is given to it by other means such as collective agreements, arbitration awards, court decisions, or in any other manner consistent with national practice.

This Convention revises the Maternity Protection Convention (Revised), 1952.

The formal ratifications of this Convention shall be communicated to the Director-General of the International Labour Office for registration.

1. This Convention shall be binding only upon those Members of the International Labour Organization whose ratifications have been registered with the Director-General of the International Labour Office.
2. It shall come into force 12 months after the date on which the ratifications of two Members have been registered with the Director-General.
3. Thereafter, this Convention shall come into force for any Member 12 months after the date on which its ratification has been registered.

1. A Member which has ratified this Convention may denounce it after the expiration of ten years from the date on which the Convention first comes into force, by an act communicated to the Director-General of the International Labour Office for registration. Such denunciation shall not take effect until one year after the date on which it is registered.
2. Each Member which has ratified this Convention and which does not, within the year following the expiration of the period of ten years mentioned in the preceding paragraph, exercise the right of denunciation provided for in this Article, will be bound for another period of ten years and, thereafter, may denounce this Convention at the expiration of each period of ten years under the terms provided for in this Article.

1. The Director-General of the International Labour Office shall notify all Members of the International Labour Organization of the registration of all ratifications and acts of denunciation communicated by the Members of the Organization.
2. When notifying the Members of the Organization of the registration of the second ratification, the Director-General shall draw the attention of the Members of the Organization to the date upon which the Convention shall come into force.

The Director-General of the International Labour Office shall communicate to the Secretary-General of the United Nations, for registration in accordance with article 102 of the Charter of the United Nations, full particulars of all ratifications and acts of denunciation registered by the Director-General in accordance with the provisions of the preceding Articles.

At such times as it may consider necessary, the Governing Body of the International Labour Office shall present to the General Conference a report on the working of this Convention and shall examine the desirability of placing on the agenda of the Conference the question of its revision in whole or in part.

1. Should the Conference adopt a new Convention revising this Convention in whole or in part, then, unless the new Convention otherwise provides:
(a) the ratification by a Member of the new revising Convention shall ipso jure involve the immediate denunciation of this Convention, notwithstanding the provisions of Article 16 above, if and when the new revising Convention shall have come into force;
(b) as from the date when the new revising Convention comes into force, this Convention shall cease to be open to ratification by the Members.
2. This Convention shall in any case remain in force in its actual form and content for those Members which have ratified it but have not ratified the revising Convention.

The English and French versions of the text of this Convention are equally authoritative.
The foregoing is the authentic text of the Convention duly adopted by the General Conference of the International Labour Organization during its Eighty-eighth Session which was held at Geneva and declared closed on 15 June 2000.
IN FAITH WHEREOF we have appended our signatures this sixteenth day of June 2000.
The President of the Conference
MARIO ALBERTO FLAMARIQUE
The Director-General of the International Labour Office
JUAN SOMAVIA
Konvencija št. 183

Generalna konferenca Mednarodne organizacije dela,
ki jo je v Ženevi sklical Administrativni svet Mednarodnega urada za delo in se je 30. maja 2000 sestala na svojem 88. zasedanju,
ob upoštevanju potrebe po spremembi (spremenjene) konvencije o varstvu materinstva iz leta 1952 in priporočila o varstvu materinstva iz leta 1952, da bi še naprej spodbujala enakopravnost zaposlenih žensk, zdravje in varnost matere in otroka ter priznavala različnost gospodarskega in družbenega razvoja članic in različnost podjetij ter razvoj varstva materinstva v notranji zakonodaji in praksi, in
ob upoštevanju določb Splošne deklaracije o človekovih pravicah (1948), Konvencije Združenih narodov o odpravi vseh oblik diskriminacije žensk (1979), Konvencije Združenih narodov o otrokovih pravicah (1989), Pekinške deklaracije in izhodišč za ukrepanje (1995), Deklaracije Mednarodne organizacije dela o enakih možnostih in obravnavi vseh zaposlenih žensk (1975), Deklaracije Mednarodne organizacije dela o temeljnih načelih in pravicah pri delu in dopolnilnega dokumenta (1998) ter mednarodnih konvencij in priporočil s področja dela, namenjenih zagotavljanju enakih možnosti in enake obravnave delavcev in delavk, zlasti Konvencije o delavcih z družinskimi obveznostmi (1981), in
ob upoštevanju razmer zaposlenih žensk in potrebe po zagotavljanju varstva med nosečnostjo, kar je skupna odgovornost vlade in družbe, in
po odločitvi, da sprejme nekatere predloge v zvezi s spremembo (spremenjene) konvencije o varstvu materinstva iz leta 1952 in priporočila iz leta 1952 pod četrto točko dnevnega reda zasedanja, in
po odločitvi, da se ti predlogi oblikujejo kot mednarodna konvencija,
sprejema petnajstega junija leta dva tisoč to konvencijo z naslovom Konvencija o varstvu materinstva 2000.

V tej konvenciji se uporablja izraz »ženska« za katero koli žensko brez diskriminacije in izraz »otrok« za katerega koli otroka brez diskriminacije.

1. Ta konvencija se uporablja za vse zaposlene ženske, tudi tiste v neznačilnih oblikah odvisnega dela.
2. Vendar pa lahko vsaka članica, ki ratificira to konvencijo, po posvetu z reprezentativnimi organizacijami delodajalcev in delavcev v celoti ali delno ne uporablja te konvencije za tiste kategorije delavcev, katerim bi njena uporaba povzročila posebne in bistvene težave.
3. Vsaka članica, ki uporabi možnost iz prejšnjega odstavka, v prvem poročilu o uporabi konvencije, ki ga predloži v skladu z 22. členom Ustave Mednarodne organizacije dela, navede kategorije izvzetih delavcev in razloge za njihovo izvzetje. Članica v svojih nadaljnjih poročilih opiše ukrepe, ki jih je sprejela, da bi določbe konvencije postopoma razširila tudi na te kategorije.

Vsaka članica po posvetu z reprezentativnimi organizacijami delodajalcev in delavcev sprejme ustrezne ukrepe, s katerimi zagotovi, da nosečnicam ali doječim materam ni treba opravljati dela, za katerega je pristojni organ določil, da škodljivo vpliva na zdravje matere ali otroka, ali za katerega je bilo ugotovljeno, da pomeni večje tveganje za zdravje matere ali njenega otroka.

1. Ženska, za katero se ta konvencija uporablja, ima ob predložitvi zdravniškega potrdila ali drugega ustreznega potrdila, na katerem je naveden predvideni datum poroda, kakor določata notranja zakonodaja in praksa, pravico do porodniškega dopusta v trajanju najmanj 14 tednov.
2. Trajanje zgoraj navedenega dopusta navede vsaka članica v izjavi, priloženi k ratifikaciji te konvencije.
3. Vsaka članica lahko pozneje pri generalnem direktorju Mednarodnega urada za delo vloži izjavo o podaljšanju porodniškega dopusta.
4. Za varovanje zdravja matere in otroka porodniški dopust vključuje obvezni šesttedenski dopust po rojstvu otroka, če se vlada in reprezentativne organizacije delodajalcev in delavcev na ravni države ne dogovorijo drugače.
5. Predporodni del dopusta se podaljša za čas od predvidenega datuma poroda do rojstva otroka brez zmanjšanja obveznega dela poporodnega dopusta.

Ženska ima ob predložitvi zdravniškega potrdila pravico do dopusta pred porodniškim dopustom ali po njem zaradi bolezni, zapletov ali nevarnosti zapletov zaradi nosečnosti ali poroda. Vrsta in najdaljše trajanje takega dopusta se lahko določita v skladu z notranjo zakonodajo in prakso.

1. Denarne dajatve se v skladu z notranjimi zakoni in predpisi ali na kakršen koli drug način, ki je v skladu z notranjo prakso, zagotovijo ženskam, ki so odsotne z dela zaradi dopusta iz 4. ali 5. člena.
2. Denarne dajatve morajo biti take, da ženski omogočajo, da lahko skrbi za svoje zdravje in zdravje otroka, in ji zagotavljajo primerno življenjsko raven.
3. Kadar v skladu z notranjo zakonodajo ali prakso denarne dajatve, ki se izplačajo v zvezi z dopustom iz 4. člena, temeljijo na prejšnjih zaslužkih, morajo znašati najmanj dve tretjini prejšnjih zaslužkov ali tistega njihovega dela, ki se upošteva pri izračunu dajatev.
4. Kadar se v skladu z notranjo zakonodajo ali prakso uporabljajo drugi načini za določanje denarnih dajatev v zvezi z dopustom iz 4. člena, morajo biti take dajatve primerljive s povprečnim zneskom, ki izhaja iz uporabe prejšnjega odstavka.
5. Vsaka članica zagotovi, da lahko pogoje za pridobitev pravice do denarnih dajatev izpolni velika večina žensk, za katere se uporablja ta konvencija.
6. Kadar ženska v skladu z notranjo zakonodajo in predpisi ali na kakršen koli drug način, ki je v skladu z notranjo prakso, ne izpolnjuje pogojev za pridobitev pravice do denarnih dajatev, je upravičena do primernih dajatev v okviru socialnega varstva, ki se določijo glede na premoženjsko stanje.
7. Dajatve zdravstvenega varstva se ženski in njenemu otroku zagotovijo v skladu z notranjo zakonodajo in predpisi ali na kakršen koli drug način, ki je v skladu z notranjo prakso. Dajatve zdravstvenega varstva vključujejo predporodno, obporodno in poporodno oskrbo ter bolnišnično oskrbo, če je to potrebno.
8. Da bi zaščitili položaj žensk na trgu dela, se dajatve v zvezi z dopustom iz 4. in 5. člena zagotovijo iz skladov obveznega socialnega zavarovanja ali javnih skladov ali na način, ki ga določata notranja zakonodaja in praksa. Delodajalec brez posebnega dogovora ni osebno zavezan za neposredno plačilo takih denarnih dajatev svoji delavki, razen:
(a) kadar je tako določeno v notranji zakonodaji ali praksi države članice pred datumom, ko je Mednarodna konferenca dela sprejela to konvencijo, ali
(b) kadar se vlada in reprezentativne organizacije delodajalcev in delavcev na ravni države pozneje tako dogovorijo.

1. Šteje se, da članica z nezadostno razvitim gospodarskim sistemom in sistemom socialne varnosti ravna v skladu s tretjim in četrtim odstavkom 6. člena, če v skladu z notranjo zakonodajo in predpisi zagotovi denarne dajatve po stopnji, ki ni nižja od stopnje dajatev ob bolezni ali začasni nezmožnosti za delo.
2. Članica, ki uporabi možnost iz prejšnjega odstavka, v prvem poročilu o uporabi konvencije, ki ga predloži v skladu z 22. členom Ustave Mednarodne organizacije dela, navede razloge in stopnjo, po kateri zagotovi denarne dajatve. Članica v svojih nadaljnjih poročilih opiše ukrepe, ki jih je sprejela za postopno povečanje stopnje dajatev.

1. Delodajalec ravna nezakonito, če prekine delovno razmerje z delavko med njeno nosečnostjo ali odsotnostjo z dela zaradi dopusta iz 4. ali 5. člena ali v obdobju po njeni vrnitvi na delo, določenem z notranjo zakonodajo in predpisi, razen če to stori zaradi razlogov, ki niso povezani z nosečnostjo ali rojstvom otroka, njunimi posledicami ali nego otroka. Dokazno breme, da razlogi za odpoved niso povezani z nosečnostjo, rojstvom otroka in njunimi posledicami ali nego otroka, nosi delodajalec.
2. Ženski je zagotovljena pravica, da se po končanem porodniškem dopustu vrne na isto ali enakovredno in enako plačano delovno mesto.

1. Vsaka članica sprejme ustrezne ukrepe, s katerimi zagotovi, da materinstvo ni vir diskriminacije pri zaposlitvi, vključno – ne glede na prvi odstavek 2. člena – z dostopnostjo zaposlitve.
2. Ukrepi iz prejšnjega odstavka prepovedujejo zahtevo za preizkus nosečnosti ali potrdilo o takem preizkusu od ženske, ki se prijavlja na delovno mesto, razen kadar to zahtevajo notranja zakonodaja ali predpisi v zvezi z delom, ki:
(a) je po notranji zakonodaji ali predpisih prepovedano ali omejeno za nosečnice ali ženske, ki negujejo otroka, ali
(b) pomeni večje tveganje za zdravje ženske in otroka.

1. Ženska ima pravico do enega ali več dnevnih odmorov ali krajšega dnevnega delovnega časa zaradi dojenja otroka.
2. Obdobje, v katerem se dovolijo odmori za dojenje ali krajši dnevni delovni čas, število in trajanje odmorov za dojenje ali postopki za skrajšanje dnevnega delovnega časa se določijo z notranjo zakonodajo in prakso. Ti odmori in krajši dnevni delovni čas se vštevajo v delovni čas in se temu ustrezno plačajo.

Vsaka članica po posvetu z reprezentativnimi organizacijami delodajalcev in delavcev redno pregleduje ustreznost podaljševanja dopusta iz 4. člena ali povečevanja višine ali stopnje denarnih dajatev iz 6. člena.

Ta konvencija se izvaja z zakoni in predpisi, razen če se izvaja z drugimi sredstvi, kakor so kolektivne pogodbe, razsodbe, sodne odločbe, ali na kakršen koli drug način, ki je v skladu z notranjo prakso.

Ta konvencija spreminja (spremenjeno) konvencijo o varstvu materinstva iz leta 1952.

Listine o ratifikaciji te konvencije se pošljejo generalnemu direktorju Mednarodnega urada za delo v registracijo.

1. Ta konvencija zavezuje samo tiste članice Mednarodne organizacije dela, katerih ratifikacije so registrirane pri generalnem direktorju Mednarodnega urada za delo.
2. Veljati začne dvanajst mesecev po dnevu, ko sta pri generalnem direktorju registrirani ratifikaciji dveh članic.
3. Po tem začne ta konvencija veljati za vsako članico dvanajst mesecev po dnevu registracije njene ratifikacije.

1. Članica, ki je ratificirala to konvencijo, jo lahko odpove po preteku desetih let po dnevu, ko je prvič začela veljati, z aktom, ki ga pošlje v registracijo generalnemu direktorju Mednarodnega urada za delo. Odpoved začne veljati šele po enem letu po dnevu registracije.
2. Vsaka članica, ki je ratificirala to konvencijo in v enem letu po izteku desetletnega obdobja iz prejšnjega odstavka ne uveljavi pravice do odpovedi po tem členu, ostane zavezana za nadaljnje desetletno obdobje, potem pa jo lahko pod pogoji iz tega člena odpove po izteku vsakega desetletnega obdobja.

1. Generalni direktor Mednarodnega urada za delo uradno obvesti vse članice Mednarodne organizacije dela o registraciji vseh ratifikacij in odpovedi, ki mu jih pošljejo članice organizacije.
2. Ko generalni direktor uradno obvesti članice organizacije o registraciji druge ratifikacije, jih opozori tudi na dan začetka veljavnosti te konvencije.

V skladu s 102. členom ustanovne listine Združenih narodov generalni direktor Mednarodnega urada za delo sporoči generalnemu sekretarju Združenih narodov zaradi registracije vse podatke o vseh ratifikacijah in odpovedih, ki jih je registriral v skladu z določbami prejšnjih členov.

Kadar koli meni, da je to potrebno, administrativni svet Mednarodnega urada za delo predloži generalni konferenci poročilo o izvajanju te konvencije in prouči, ali je primerno na dnevni red konference uvrstiti vprašanje o spremembi celotne konvencije ali njenega dela.

1. Če konferenca sprejme novo konvencijo, ki to konvencijo v celoti ali delno spreminja, in če z novo konvencijo ni drugače določeno:
(a) ratifikacija nove spremenjene konvencije, ki jo ratificira posamezna članica, zanjo ipso iure povzroči takojšnjo odpoved te konvencije ne glede na določbe 16. člena, če in ko nova spremenjena konvencija začne veljati;
(b) od dneva, ko začne veljati nova spremenjena konvencija, ta konvencija članicam ni več na voljo za ratifikacijo.
2. Ta konvencija vsekakor še naprej velja v svoji sedanji obliki in vsebini za tiste članice, ki so jo ratificirale, niso pa ratificirale spremenjene konvencije.

Angleška in francoska različica besedila te konvencije sta enako verodostojni.
Zgornje besedilo je verodostojno besedilo konvencije, ki jo je pravilno sprejela Generalna konferenca Mednarodne organizacije dela na svojem oseminosemdesetem zasedanju, ki je bilo v Ženevi in se je končalo 15. junija 2000.
V POTRDITEV TEGA sva to podpisala šestnajstega junija 2000:
predsednik konference
MARIO ALBERTO FLAMARIQUE
 
generalni direktor Mednarodnega urada za delo
JUAN SOMAVIA

Republika Slovenija hkrati odpove Konvencijo o zaposlovanju žensk pred porodom in po porodu iz leta 1919 (Konvencija MOD št. 3).

Za izvajanje konvencije skrbi Ministrstvo za delo, družino in socialne zadeve.

Ta zakon začne veljati petnajsti dan po objavi v Uradnem listu Republike Slovenije – Mednarodne pogodbe.