30%, if they have the ‘Made in Moris’ label. This would further boost the business of local entrepreneurs and motivate them to move towards the label. 151. The Equal Opportunities Act was amended in 2017 to provide for the prohibition of discrimination in employment on the grounds of a person’s criminal record, both at recruitment and promotion level. 152. Mauritius ratified the Maternity Protection Convention, 2000 (No. 183) of the International Labour Organisation in June 2019. The Convention applies to all employed women, including those in atypical forms of dependent work and makes provision for the women, including those in atypical forms of dependent work and makes provision for the following a) extension of protection to all employed women; b) at least 14 weeks of maternity leave, including six weeks of compulsory postnatal leave; c) additional leave in case of illness, complications or risk of complications arising out of pregnancy or childbirth; d) cash benefits during leave of at least two-thirds of previous or insured earnings (or at an equivalent level where benefits are not calculated on the basis of previous earnings); e) access to medical care, including prenatal, childbirth and postnatal care, as well as hospitalisation when necessary; f) health protection, that is the right of pregnant or nursing women not to perform work prejudicial to their health or that of their child; g) minimum of one daily break with pay for breastfeeding; and h) employment protection and non-discrimination. 153. The Employment Rights Act was already amended in 2015 to increase maternity leave from 12 weeks to 14 weeks. 154. Section 31 of the Act provides that a male worker is entitled to 5 continuous working days’ paternity leave upon the production of a medical certificate certifying that his spouse has given birth to his child and a written statement from him that his spouse and himself are living under a common roof. This benefit is also extended on a pro-rata basis to part-time male employees. The leave is on full pay for a worker reckoning more than 12 months’ continuous employment. The application of this provision has been extended to all sectors of employment, including those covered by Remuneration Regulations. It is to be noted that under this section, “spouse” is defined as a person with whom the worker has contracted a civil or religious marriage. 155. For a female worker, who is nursing her breastfed child, to be entitled to a daily break of one hour, or a break of half an hour twice daily with pay for the purpose of nursing the child; for a 88