Employers and workers are faced with unique and challenging circumstances in responding to coronavirus (COVID-19) due to the recent measures, which continue to impact organisations nationwide. As places of work re-open, employers will be faced with difficult decisions including changes to the way employees work.

The National Policy provides a comprehensive framework for achieving social inclusion and equality of opportunity for all persons with disabilities in the Republic of Trinidad and Tobago. The scope of the Policy covers a wide range of areas that are to be improved for the benefit of persons with disabilities. Some of these areas include legislation, raising awareness on disability issues, accessibility, education, work and employment, women and children concerns, health, habitation and rehabilitation, access to justice and a number of other areas.

Update July 2025: After the publication of these Guidelines, the Court of Appeal of Trinidad and Tobago in a judgment dated 14th April 2022, in Rishi Persad-Maharaj & Equal Opportunity Commission v Cascadia Hotels Ltd [Civil Appeal Nos P-407 & P-408 of 2019] confirmed that sexual harassment is a form of discrimination on the ground of sex, that is prohibited by the Equal Opportunity Act (‘EOA’). Firstly, the issue to be asked is not “Was there sexual harassment?” but rather “Was the applicant treated less-favourably because of their sex when compared to how persons of the opposite sex were treated?” Secondly, an applicant who (allegedly) suffered sexual harassment in employment would have subjected to a ‘detriment’ within the meaning of section 9(c) of EOA which provides: “An employer shall not discriminate against a person employed by him…….(c) by dismissing the person or subjecting the person to any other detriment.”

The ‘Guidelines for Employers in Relation to Disability’ (‘Guidelines’) has been developed to guide employers of large, medium and small enterprises, public or private to adopt a positive strategy in managing disability related issues in the workplace.

The National Workplace Policy on HIV and AIDS (NWP) was revised in 2016 to ensure its consistency with relevant national and international targets and commitments; new developments in HIV and AIDS interventions and alignment to the ILO Recommendation concerning HIV and AIDS and the World of Work, 2010 (No. 200), which builds on and reinforces the ILO Code of Practice on HIV/AIDS and the World of Work (2001). The Government of the Republic of Trinidad and Tobago (GoRTT) will ensure that the policy is implemented using the concept of social dialogue – including consultation and other forms of co-operation among representatives of employers and workers and the active involvement of people living with HIV.

The Equal Opportunity Commission embraces its role: To achieve mutual respect among groups based on understanding and appreciation of diversity and on shared respect for equality and human rights.

The Commission has prepared these guidelines to assist both the public and private sectors to be more informed in their employment practices and the potential consequences that follow when, knowingly or unknowingly, discrimination has occurred.

The purpose of the present Convention is to promote, protect and ensure the full and equal enjoyment of all human rights and fundamental freedoms by all persons with disabilities, and to promote respect for their inherent dignity. Persons with disabilities include those who have long-term physical, mental, intellectual or sensory impairments which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others.