In Samoa, employment termination can occur under various circumstances. These include mutual agreement between the employer and employee, completion of a contract, notice by either party, and summary dismissal, which is immediate termination due to the employee's serious misconduct.

Employers can lawfully dismiss an employee for reasons such as poor performance or lack of skills, serious misconduct or repeated minor instances, redundancy, and other substantial reasons that prevent the employment relationship from continuing, such as prolonged illness with medical proof.

The Labour and Employment Relations Act (LERA) outlines notice periods unless the contract states otherwise. For less than one year of service, at least one week's notice is required. For one year or more of service, at least one month's notice is required. Notice can be given in writing or verbally. An employer may provide payment in lieu of notice, which is the equivalent of the notice period's wages. Summary dismissal for serious misconduct does not require notice.

There is no general legal requirement in Samoa for severance pay upon standard termination. However, employees with 2+ years of continuous service may be entitled to severance in case of redundancy, with amounts calculated based on length of service. Employment contracts may sometimes include severance pay provisions.

Samoan law emphasizes procedural fairness in dismissals. Employers should inform the employee of the grounds for dismissal in writing, allow the employee a chance to respond to the allegations, consider the employee's response before making a final decision, and document the process thoroughly. Failure to follow fair procedures could result in a finding of unjustified dismissal.

Samoa has implemented anti-discrimination laws to protect the rights of individuals and foster equality. The primary legislation is found within the Constitution of the Independent State of Samoa, specifically in Article 15. This article provides protection against discrimination based on descent, sex, language, religion, political or other opinion, social origin, place of birth, and family status.

Protected Characteristics

The Constitution of Samoa provides protection against discrimination on various grounds:

• Descent: Safeguards against discrimination based on race, ethnicity, or national origin.
• Sex: Prohibits differential treatment based on sex.
• Language: Protects against discrimination based on language proficiency.
• Religion: Outlaws discrimination based on religious beliefs or affiliations.
• Political or other opinion: Safeguards the right to hold personal beliefs and opinions without fear of unfair treatment.
• Social origin: Prevents discrimination based on social class or background.
• Place of birth: Prohibits discrimination based on birthplace.
• Family status: Protects against discrimination based on marital status, parental status, or caregiving responsibilities.

Redress Mechanisms

Victims of discrimination in Samoa can seek justice through several channels:

• Ombudsman: This independent government body investigates complaints of unfair treatment, including discrimination, by public sector agencies.
• Ministry of Women, Community and Social Development: This ministry plays a significant role in upholding human rights and can investigate and address complaints of discrimination.
• Courts: Individuals can take legal action through the courts for instances of discrimination that violate the Constitution or other relevant laws.

Employer Responsibilities

Under the Labour and Employment Relations Act 2013, employers in Samoa have specific legal responsibilities to prevent discrimination. These include developing and adhering to non-discriminatory policies in recruitment, hiring, promotion, and training. Employers are also required to make reasonable accommodations for employees' needs related to protected characteristics, provided it doesn't cause undue hardship. They are obligated to create and maintain workplaces free from discriminatory harassment and to take appropriate action against offenders. Finally, employers must establish clear internal mechanisms for employees to report incidents of discrimination confidentially.

In Samoa, a set of regulations outlines the basic work standards, including aspects such as work hours, rest periods, and ergonomic requirements.

Work Hours

The standard workweek in Samoa runs from Monday to Friday, with a daily schedule of 7.5 hours. These prescribed hours are dictated by the Public Service Commission (PSC), but there is some flexibility. For instance, the PSC allows for Flexi-Hour Arrangements (FHA), which provide alternative start and finish times to accommodate the needs of employees.

Rest Periods

Workers in Samoa are entitled to a break during the workday. A mandatory 30-minute lunch break is typically taken between 12.30 pm and 1.00 pm. However, specific regulations on additional rest periods beyond this mandated break are limited.

Ergonomic Requirements

While specific ergonomic requirements in Samoan workplaces are not readily available in public resources, general safety in the workplace is addressed. The PSC provides a Working Conditions and Entitlements Manual, which may encompass ergonomic considerations. However, the document is not publicly accessible online.

Samoa places a high emphasis on the well-being of workers through a comprehensive set of health and safety regulations. These rules outline the responsibilities of employers, the rights of workers, and the enforcement mechanisms to ensure a safe working environment.

Responsibilities of Employers

The Samoa Occupational Safety and Health Act 2002 lays out the basic duties of employers. These include:

• Creating a Safe Work Environment: Employers are required to take "all reasonably practicable steps" to safeguard the health, safety, and welfare of workers. This includes creating a safe work environment with suitable substances, work systems, and buildings.
• Identifying Hazards and Assessing Risks: Employers have a duty to identify potential hazards in the workplace and assess the risks associated with them.
• Implementing Control Measures: After assessing risks, employers are required to implement measures to eliminate, isolate, or minimize potential hazards.
• Providing Personal Protective Equipment (PPE): Employers are required to provide workers with appropriate PPE to mitigate risks associated with their work.

Rights of Workers

The Samoan framework also grants important rights to workers:

• Right to a Safe Workplace: Workers have the right to work in a safe and healthy environment.
• Right to Information and Training: Workers have the right to receive information and training on health and safety practices relevant to their work.
• Right to Refuse Unsafe Work: Workers can refuse work they believe poses a serious danger to themselves or others, provided they have reasonable grounds for such belief.