Azerbaijan Advances Equal Pay Through Landmark Labour Law Reforms
The Government of Azerbaijan continues to strengthen its commitment to the principle of equal remuneration for men and women for work of equal value through ongoing reforms of the national labour legislation.
As part of recent efforts, proposed amendments to the Labour Code aim to further align the national legal frameworks with international labour standards and to reinforce mechanisms that ensure pay equity across sectors. These reforms place particular emphasis on improving transparency in wage-setting practices, strengthening protections against discrimination, and enhancing enforcement mechanisms. The amendment introduces the concept of “equal remuneration for employees performing the same work or different work of equal value.” At the same time, it establishes the obligation of employers to ensure equal pay for employees performing the same work or different work of equal value, regardless of gender. The amendment to the Labour Code was coordinated with the relevant authorities and submitted to the competent law-making body. It was adopted at the third reading during the plenary session of the Milli Majlis (Parlamient) on 1 May 2026.
In order to strengthen labour rights and align them with international standards, the Law of the Republic of Azerbaijan № 332-VIIQD of 30 December 2025 was adopted, introducing a total of 457 amendments to more than 150 articles of the Labour Code of the Republic of Azerbaijan, as well as to a number of other legislative acts. The Law is of significant importance in terms of adapting labour relations to modern challenges, strengthening the social protection of employees, ensuring work–life balance, and promoting gender equality in employment, including the principle of equal remuneration for women and men for work of equal value. The amendments introduce concepts such as “employee with family responsibilities” and “remote (distance) work”, as well as provisions on additional terms of employment relating to the performance of labour functions in a remote (distance) format. Furthermore, the Law provides for 14 calendar days of paid leave for men whose spouses are on maternity leave, based on a medical certificate, covering the period around childbirth. It also provides for the extension of the prenatal portion of maternity leave by the number of days between the expected date of childbirth and the actual date of birth, with full pay, along with other amendments.
These reforms contribute to reducing gender-based inequalities in the labour market by addressing structural barriers that may affect women’s participation and career progression. Ensuring equal pay for women and men for work of equal value not only reflects Azerbaijan’s commitments under international labour standards but also supports inclusive economic growth, enhances productivity, and promotes fair and transparent wage-setting practices.
Over the past three years, the Ministry has undertaken a number of initiatives to support recent labour law reforms and promote gender equality. In particular, analyses were conducted through the Labour and Employment Subsystem (LES) to identify enterprises with comparatively low levels of female employment, dısaggregated by economic activity, with the aim of encouraging women’s participation in male-dominated sectors. Based on these findings, a series of awareness-raising events were organized under the campaign “Gender Equality in Labour Relations – Equal Rights, Equal Opportunities” across all 14 economic regions of Azerbaijan. These activities were carried out with the participation of more than 2,000 selected employers and representatives of social partners, and provided comprehensive information on recent legislative reforms. As a result of these initiatives, more systematic approaches are being developed within enterprises to increase women’s employment, support their career advancement, and enhance their representation in management. Similar activities are planned to continue during the current year.
As a result of legislative reforms relating to women’s labour, Azerbaijan’s score in the World Bank Women, Business and the Law 2024 report increased from 78.8 to 85. Following amendments adopted in 2022 and decisions approved in 2023, restrictions on women’s employment were significantly reduced. The previous list of 674 prohibited occupations was abolished and replaced by a reduced list of 204 occupations applicable only to pregnant women and women with children under the age of one.
Overall, the scope of restrictions was reduced approximately threefold, thereby expanding women’s employment opportunities. In the World Bank Women, Business and the Law 2026 report, this reform was highlighted as a best practice in eliminating gender-based discrimination in the country.