UPR Sexual Rights Database

National Report:
Para 15) The Ministry of Justice and Police is in the process of drafting legislation to revise the Civil Code to address the situation in which women employed by companies in the private sector without the benefit of a Collective Labor Agreement, have no legal coverage for maternity leave services by their employers. Paid maternity leave for the private sector has been added to the draft Civil Code. Some companies have included paid maternity leave in their Collective Labor Agreement. For civil servants, paid maternity leave is covered by law.

Para 27) The Gender Work Plan has been formulated and contains six priority areas: decision-making, education, health, labor, income and poverty, and violence (domestic violence and sexual violence). The Gender Work Plan 2013 is currently being evaluated

Para 29) In February and June of 2012, the National Assembly organized round table discussions aimed at sensitizing members of parliament and leaders and representatives of political parties, including women representatives, on the empowerment of women in political parties and the involvement of women in decision-making structures and at mobilizing commitment to the candidacy of women in the general elections of 2015. As an outcome of both workshops, the Speaker of the House, a female herself, commissioned the political parties to develop an action plan.

Para 30) In 2014, the National Assembly carried out the project 'More women in decision-making 2015'. The purpose of the project was to mobilize commitments from political parties to nominate more women as candidates for parliament, in management positions or political administrative positions; to strengthen self-confidence and self-awareness of politically active women within political parties or potential female candidates (how to present yourself); increase awareness on the importance of having more women in politics. The activities in this regard included roundtable discussions on 'Gender and Politics' with political parties represented in parliament; training sessions with politically active women and potential female candidates; and exposure of female candidates for parliament.

Para 31) The major aim of the activities was to strengthen the capacity of women within the political parties and to increase the number of women in decision-making bodies after the elections in 2015. In the period 2014-2015, the project 'More female leadership in 2015', aimed at encouraging the increase of female leadership at the political administrative level, and in the private sector, was carried out by STAS International (NGO), supported by the Ministry of Home Affairs. The development of a database of highly educated women was part of this project.

Para 32) As a result of above-mentioned activities, parliament saw an increase of female members as follows. At the 2010 general elections, the number of women elected to the National Assembly was 5 out of 51 seats (10% female, 90% male). After the general elections held in May 2015, 13 women were elected out of 51 seats (25% female, 75% male).

Para 33) After the elections of May 2015, the Bureau for Gender Affairs sent an open letter to the media, calling upon the new government to nominate and appoint women on equal terms with men to various public decision-making positions, in view of the principles of democracy.

Para 34) In the public sector a fixed salary is maintained for officials with similar job functions and positions as mandated by the Functie Informatie Systeem Overheid (FISO). Private companies with a Collective Labor Agreement also have wage ranges. With regard to small companies, mostly family-owned, it is unclear how the wage structure looks like. Measures to increase employment opportunities are directly related to poverty reduction. To eradicate poverty and strengthen social protection, a national social security system has been established through the adoption and implementation, in 2014, of three (3) social laws, namely the Minimum Hour Wage Act, the National Pension Benefits Act and the National Basic Health Insurance Act. Major beneficiaries of these interventions are women, considering they are over-represented in lower income groups, and considering the growing number of female heads of households.

National Report:
Para 47) The Republic of Suriname continues to promote women’s empowerment through different activities.
Para 48) During the period 2016–2020, as a follow-up from a Training of Trainers by WRC (a project organized by the Ministry of Home Affairs and UNDP) the Ministry of Home Affairs has provided training on gender, women's rights, violence and other gender-related issues.
Para 49) Since 2016, gender is one of the topics included in the curricula of the annual courses of Civil Servants.
Para 50) Installation of the Gender Platform in the district of Nickerie in February 2019. The Gender Platform Nickerie is a collaboration and consultation structure in which stakeholders (Government organizations, non-governmental organizations and individuals) address gender issues in the district to contribute to the achievement of gender equality in different areas and levels.
Para 51) To eliminate gender biases and stereotypes regarding the roles and responsibilities of men and women in the family and society various activities have been carried out.
Para 52) The legislative gaps related to the rights of women and concrete actions aimed at eliminating discrimination against women, the application of the principle of nondiscrimination and improve the rights of women and gender equality, including the participation of women in economic life have been addressed by the Government of Suriname as follows:
Para 53) Suriname ratified the ILO core conventions: (a) the Equal Remuneration Convention (No. 100); and (b) the Discrimination (Employment and Occupation) Convention (No. 111) in January 2017.
Para 54) The ratification resulted in the inclusion of the principle of non-discrimination in several labour laws enacted in the reporting period such as: (a) the Freedom of Associations Act (S.B. 2016 no. 151)1 ; (b) the Collective Bargaining Agreements Act (S.B. 2016 no. 152)2 ; (c) the Private Employment Agencies Act (S.B. 2017 no. 42)3 and; (d) the Labour Exchange Act 2017 (S.B. 2017 no. 67) .
Para 55) The two latter laws are also based on the ILO Private Employment Agencies Convention (No. 181) which was ratified by Suriname. 56. The principle of equal pay for work of equal value was included in the legislation regarding the temporary agency workers (Private Employment Agencies Act based on the ILO Equal Pay Convention (No. 100).
Para 57) On 11 April 2019, the principle of non-discrimination was incorporated in the Employment Protection Act for parenthood/families which was adopted in Parliament and entered into force on 18 June 2019, (S.B. 2019 no. 64) . The participation of women on the labour market was promoted by the introduction of mandatory maternity leave (16 weeks) and paternal leave (8 days), employment protection related to maternity and paternity leave and the labour conditions of pregnant and lactating women. In order to introduce more WorkLife-Balance in the world of work, which could benefit women who tend to accept relatively more specific family responsibilities, the Government of Suriname submitted the Bill Working Time to The National Assembly in 2019.
Para 58) To promote safe working conditions and prevent discrimination in the workplace, two Bills were tabled in Parliament in 2019 namely: (a) the Bill on Equal Treatment in Employment ; and (b) the Bill on Violence and Sexual Harassment on the Workfloor .
Para 59) In 2018, the Identity Cards (ID Cards) Act 2018, (S.B. 2019 no. 16) was approved by Parliament. This Act contains the rules for identifying citizens, manufacturing, issuing and withdrawing ID cards. With the entry into force of this law, the Identity Act of July 3, 1974 (G.B. 1974 no. 35, as last amended by S.B. 2002 no.19) and the implementing regulation based on this law were repealed. The Identity Annex I (S.B. 1976 no. 10) has been withdrawn. In 2018 a working group was established to revise discriminatory provisions in the Personnel Act (G.B. 1962 no. 195, as last amended by S.B. 1987 no. 93).
Para 60) To raise awareness regarding equal opportunities and responsibilities for men and women, in order to abolish discrimination on the basis of gender which will lead to greater representation of women in positions of responsibility, the State has conducted some activities among others:
Para 61) In 2016 the Bureau Gender Affairs (BGA) implemented various awareness-raising activities regarding the International Day of the Girl Child.
Para 62) Governance and decision- making within private and public life is one of the seven priority areas identified in the Gender Vision Policy Document 2021-2035.
Para 63) The Gender Vision Policy Document contains long term goals to be achieved within five to fifteen years.
Para 64) Suriname does not have a legal quota system for the political decision-making apparatus and in particular The National Assembly. There was discussion on the possibility for introducing quota as a means to increase the number of women in decision-making positions. However, there are still different views on e.g. determining legal quota for appointments.
Para 65) Various campaigns and projects have been carried out to encourage and increase participation of women in political structures. These activities were mainly carried out by NGOs and women’s organisations and took place prior to the 2015 and 2020 general elections. Activities related to women in the democratic process which were implemented were among others: (a) Project “More Women in Decision-making 2015”. (b) The “OokZij” Campaign of STAS International (2014-2015). (c) After the elections of May 2015, the Bureau Gender Affairs also collected and analyzed data on women’s political participation, including in appointed and elected positions.
Para 66) In preparation of the 2020 elections, personnel of the Ministry of Home Affairs was trained in the period 2016 -2017 in the various election processes. This project “Training Institutional Strengthening Election Organization” was funded by the United Nations Development Programme (UNDP).
Para 67) Activities regarding the thematic area governance and decision – making are identified in the Gender Action Plan 2019-2020, which are among others, to achieve an increase of gender balance in staff of electoral structures, awareness on the importance of equal participation of men and women in political parties and Surinamese society as a whole as well as gender-friendly polling stations. However, due to lack of finances and COVID-19 measures some of these activities could not be implemented, whereas, the following was conducted: The NGO STAS International implemented an awareness campaign “Balance in 2020”, with support of the UNDP and the Dutch Embassy, with the aim to achieve balance (men/women and young/old candidates) on the candidates lists of the general elections of May 25, 2020. Live television debates with political organizations were also part of this awareness campaign.
Para 68) Upon request of the BGA, the General Secretariat Elections of the Ministry of Home Affairs produced statistics on e.g. candidates, voters by sex, age, and district/resort.
Para 69) As a post - election activity the BGA conducted a gender analysis on documents and other productions produced for the General Elections of May 2020 such as educational material, final report on the General elections, etc.
Para 70) Measures to ensure gender equality and non-discrimination of women in all spheres particularly the presence of women and the eradication of gender discrimination in the labour market are among others: (a) The establishment of a Labour Market Information System, which is currently in progress. (b) The update of the Workers Registration Act.
Para 71) The Republic of Suriname has conducted the following activities to implement outcome-oriented programmes to empower women’s participation in the workforce such as: (a) The Ministry of Economic Affairs, Entrepreneurship and Technological Innovation (former Ministry of Commerce, Industry and Tourism), and the Cooperative Savings and Credit Bank Godo, have signed a cooperation agreement in February 2019 to improve entrepreneurship in Suriname. (b) The workarms of the Ministry of Labour, Employment Opportunity and Youth Affairs (former Ministry of Labour) namely Foundation for Productive Works (SPWE) and Vocational Training Institute (SAO), the Council for Cooperatives (RACO) and Trustbank Amanah have agreed to a Public Private Partnership and an MOU has been signed in April 2019 to stimulate micro and small entrepreneurship. (c) The agricultural cooperation “Wi Uma fu Sranan” is the first women’s agro cooperation in Suriname (launched in February 2016). It consists of approximately 40 Maroon women. This cooperation aims at jointly developing the interior of Suriname by increasing employment opportunities for Maroon women and is active in the districts of Brokopondo, Saramacca, Para and Wanica. (d) Markets have been established where the fast majority of the vendors consists of female entrepreneurs among others: The craft market ‘Waterkant’, for the sale of handicraft products made by mainly Maroon and Indigenous women and the ‘Kwakoe Market’ for mainly Maroon women to offer their fruits and vegetables to the community. (e) The Suriname Agriculture Market Access Project (SAMAP) is being carried out by the Ministry of Agriculture, Husbandry and Fisheries for a period of four (4) years to strengthen sustainable agricultural development in Suriname through more competitive and safe production and better access to the export market.
Para 128) Within these development frameworks, several national plans and policies have been developed particularly including the focus on women, children and youth, such as: … (g) National Action Plan Trafficking, Gender Action Plan (2019-2020); (h) Gender Vision Policy Document (2021-2035);
Para 129) To eradicate poverty and strengthen social protection, a National Social Security System has been put in place through the adoption and implementation of three (3) social laws namely the Minimum Hour Wage Act (S.B. 2014 no. 112), the General Pension Benefits Act (S.B. 2014 no. 113) and a National Basic Health Insurance Act (S.B. 2014 no. 114). Major beneficiaries of these interventions are women, considering their overrepresentation in lower income groups and the growing number of female heads of households.

UN Compilation:
Para 41) The ILO Committee of Experts noted that according to available World Bank statistics, youth unemployment levels remained high: 15.69 per cent in 2016 and 15.86 per cent in 2017.
Para 42) The United Nations country team stated that young people and women had a disproportional higher unemployment rate. Available data were not collected nationally, but only for the districts of Paramaribo and Wanica. Vulnerability and impact in all 10 districts could therefore not be assessed. No specific action had been taken by the local government to empower women to compete in the labour market on an equal footing with men.
Para 43) CEDAW noted with concern women’s unequal access to economic opportunities and the disproportionately high unemployment rate among women, in particular rural women, Maroon women and indigenous women.
Para 52) The CEDAW noted with concern the extremely high poverty rate among rural women, Maroon women and indigenous women and their very limited access to basic services, including health services, education, clean water, adequate sanitation, energy and communications technologies.
Para 58) CEDAW remained concerned about the inadequate funding of the health sector, resulting in women’s very limited access to basic health-care services, in particular for rural women, Maroon women and indigenous women, who often had to travel to Paramaribo to seek specialist medical treatment.
Para 73) CEDAW remained concerned about limited access for girls from disadvantaged groups, including girls with disabilities, and significant disparities in enrolment rates between rural and urban areas, as well as the poor quality of elementary schools and the lack of secondary schools in rural areas.
Para 74) CRC was seriously concerned about the large number of students who dropped out of school, in particular girls in the interior areas and boys nationally, and the large number of students repeating grades.
Para 76) The CEDAW remained concerned about high drop-out rates, and expulsion rates, due to early pregnancy, and the tendency among young mothers to pursue vocational training instead of returning to school.
Para 89) CEDAW reiterated its previous concern about the significant underrepresentation of women in political and public life, in particular in decision-making positions, including in the National Assembly and the Council of Ministers.

Stakeholder Summary:
Para 72) JS1 stated that women, girls, lesbian, bisexual and trans women, women living with HIV, sex workers and migrant women and girls in vulnerable situations experienced sexual and gender-based violence, discrimination and stigmatization in the private and the public domain. It stated that risk factors included young age, low educational level, pregnancy and early cohabitation with a male partner. In addition, social and cultural attitudes contributed significantly to maintaining entrenched gender roles within society.

Stakeholder Summary:
Para 6) IHRC-OU noted that, although Suriname had committed to incorporating human rights and gender education into the curriculum during the UPR in 2011, to date, there was no evidence that it had taken measures to do so.

National Report:
Para 47) The Republic of Suriname continues to promote women’s empowerment through different activities.
Para 48) During the period 2016–2020, as a follow-up from a Training of Trainers by WRC (a project organized by the Ministry of Home Affairs and UNDP) the Ministry of Home Affairs has provided training on gender, women's rights, violence and other gender-related issues.
Para 49) Since 2016, gender is one of the topics included in the curricula of the annual courses of Civil Servants.
Para 50) Installation of the Gender Platform in the district of Nickerie in February 2019. The Gender Platform Nickerie is a collaboration and consultation structure in which stakeholders (Government organizations, non-governmental organizations and individuals) address gender issues in the district to contribute to the achievement of gender equality in different areas and levels.
Para 51) To eliminate gender biases and stereotypes regarding the roles and responsibilities of men and women in the family and society various activities have been carried out.
Para 52) The legislative gaps related to the rights of women and concrete actions aimed at eliminating discrimination against women, the application of the principle of nondiscrimination and improve the rights of women and gender equality, including the participation of women in economic life have been addressed by the Government of Suriname as follows:
Para 53) Suriname ratified the ILO core conventions: (a) the Equal Remuneration Convention (No. 100); and (b) the Discrimination (Employment and Occupation) Convention (No. 111) in January 2017.
Para 54) The ratification resulted in the inclusion of the principle of non-discrimination in several labour laws enacted in the reporting period such as: (a) the Freedom of Associations Act (S.B. 2016 no. 151)1 ; (b) the Collective Bargaining Agreements Act (S.B. 2016 no. 152)2 ; (c) the Private Employment Agencies Act (S.B. 2017 no. 42)3 and; (d) the Labour Exchange Act 2017 (S.B. 2017 no. 67) .
Para 55) The two latter laws are also based on the ILO Private Employment Agencies Convention (No. 181) which was ratified by Suriname. 56. The principle of equal pay for work of equal value was included in the legislation regarding the temporary agency workers (Private Employment Agencies Act based on the ILO Equal Pay Convention (No. 100).
Para 57) On 11 April 2019, the principle of non-discrimination was incorporated in the Employment Protection Act for parenthood/families which was adopted in Parliament and entered into force on 18 June 2019, (S.B. 2019 no. 64) . The participation of women on the labour market was promoted by the introduction of mandatory maternity leave (16 weeks) and paternal leave (8 days), employment protection related to maternity and paternity leave and the labour conditions of pregnant and lactating women. In order to introduce more WorkLife-Balance in the world of work, which could benefit women who tend to accept relatively more specific family responsibilities, the Government of Suriname submitted the Bill Working Time to The National Assembly in 2019.
Para 58) To promote safe working conditions and prevent discrimination in the workplace, two Bills were tabled in Parliament in 2019 namely: (a) the Bill on Equal Treatment in Employment ; and (b) the Bill on Violence and Sexual Harassment on the Workfloor .
Para 59) In 2018, the Identity Cards (ID Cards) Act 2018, (S.B. 2019 no. 16) was approved by Parliament. This Act contains the rules for identifying citizens, manufacturing, issuing and withdrawing ID cards. With the entry into force of this law, the Identity Act of July 3, 1974 (G.B. 1974 no. 35, as last amended by S.B. 2002 no.19) and the implementing regulation based on this law were repealed. The Identity Annex I (S.B. 1976 no. 10) has been withdrawn. In 2018 a working group was established to revise discriminatory provisions in the Personnel Act (G.B. 1962 no. 195, as last amended by S.B. 1987 no. 93).
Para 60) To raise awareness regarding equal opportunities and responsibilities for men and women, in order to abolish discrimination on the basis of gender which will lead to greater representation of women in positions of responsibility, the State has conducted some activities among others:
Para 61) In 2016 the Bureau Gender Affairs (BGA) implemented various awareness-raising activities regarding the International Day of the Girl Child.
Para 62) Governance and decision- making within private and public life is one of the seven priority areas identified in the Gender Vision Policy Document 2021-2035.
Para 63) The Gender Vision Policy Document contains long term goals to be achieved within five to fifteen years.
Para 64) Suriname does not have a legal quota system for the political decision-making apparatus and in particular The National Assembly. There was discussion on the possibility for introducing quota as a means to increase the number of women in decision-making positions. However, there are still different views on e.g. determining legal quota for appointments.
Para 65) Various campaigns and projects have been carried out to encourage and increase participation of women in political structures. These activities were mainly carried out by NGOs and women’s organisations and took place prior to the 2015 and 2020 general elections. Activities related to women in the democratic process which were implemented were among others: (a) Project “More Women in Decision-making 2015”. (b) The “OokZij” Campaign of STAS International (2014-2015). (c) After the elections of May 2015, the Bureau Gender Affairs also collected and analyzed data on women’s political participation, including in appointed and elected positions.
Para 66) In preparation of the 2020 elections, personnel of the Ministry of Home Affairs was trained in the period 2016 -2017 in the various election processes. This project “Training Institutional Strengthening Election Organization” was funded by the United Nations Development Programme (UNDP).
Para 67) Activities regarding the thematic area governance and decision – making are identified in the Gender Action Plan 2019-2020, which are among others, to achieve an increase of gender balance in staff of electoral structures, awareness on the importance of equal participation of men and women in political parties and Surinamese society as a whole as well as gender-friendly polling stations. However, due to lack of finances and COVID-19 measures some of these activities could not be implemented, whereas, the following was conducted: The NGO STAS International implemented an awareness campaign “Balance in 2020”, with support of the UNDP and the Dutch Embassy, with the aim to achieve balance (men/women and young/old candidates) on the candidates lists of the general elections of May 25, 2020. Live television debates with political organizations were also part of this awareness campaign.
Para 68) Upon request of the BGA, the General Secretariat Elections of the Ministry of Home Affairs produced statistics on e.g. candidates, voters by sex, age, and district/resort.
Para 69) As a post - election activity the BGA conducted a gender analysis on documents and other productions produced for the General Elections of May 2020 such as educational material, final report on the General elections, etc.
Para 70) Measures to ensure gender equality and non-discrimination of women in all spheres particularly the presence of women and the eradication of gender discrimination in the labour market are among others: (a) The establishment of a Labour Market Information System, which is currently in progress. (b) The update of the Workers Registration Act.
Para 71) The Republic of Suriname has conducted the following activities to implement outcome-oriented programmes to empower women’s participation in the workforce such as: (a) The Ministry of Economic Affairs, Entrepreneurship and Technological Innovation (former Ministry of Commerce, Industry and Tourism), and the Cooperative Savings and Credit Bank Godo, have signed a cooperation agreement in February 2019 to improve entrepreneurship in Suriname. (b) The workarms of the Ministry of Labour, Employment Opportunity and Youth Affairs (former Ministry of Labour) namely Foundation for Productive Works (SPWE) and Vocational Training Institute (SAO), the Council for Cooperatives (RACO) and Trustbank Amanah have agreed to a Public Private Partnership and an MOU has been signed in April 2019 to stimulate micro and small entrepreneurship. (c) The agricultural cooperation “Wi Uma fu Sranan” is the first women’s agro cooperation in Suriname (launched in February 2016). It consists of approximately 40 Maroon women. This cooperation aims at jointly developing the interior of Suriname by increasing employment opportunities for Maroon women and is active in the districts of Brokopondo, Saramacca, Para and Wanica. (d) Markets have been established where the fast majority of the vendors consists of female entrepreneurs among others: The craft market ‘Waterkant’, for the sale of handicraft products made by mainly Maroon and Indigenous women and the ‘Kwakoe Market’ for mainly Maroon women to offer their fruits and vegetables to the community. (e) The Suriname Agriculture Market Access Project (SAMAP) is being carried out by the Ministry of Agriculture, Husbandry and Fisheries for a period of four (4) years to strengthen sustainable agricultural development in Suriname through more competitive and safe production and better access to the export market.
Para 128) Within these development frameworks, several national plans and policies have been developed particularly including the focus on women, children and youth, such as: … (g) National Action Plan Trafficking, Gender Action Plan (2019-2020); (h) Gender Vision Policy Document (2021-2035);
Para 129) To eradicate poverty and strengthen social protection, a National Social Security System has been put in place through the adoption and implementation of three (3) social laws namely the Minimum Hour Wage Act (S.B. 2014 no. 112), the General Pension Benefits Act (S.B. 2014 no. 113) and a National Basic Health Insurance Act (S.B. 2014 no. 114). Major beneficiaries of these interventions are women, considering their overrepresentation in lower income groups and the growing number of female heads of households.

UN Compilation:
Para 41) The ILO Committee of Experts noted that according to available World Bank statistics, youth unemployment levels remained high: 15.69 per cent in 2016 and 15.86 per cent in 2017.
Para 42) The United Nations country team stated that young people and women had a disproportional higher unemployment rate. Available data were not collected nationally, but only for the districts of Paramaribo and Wanica. Vulnerability and impact in all 10 districts could therefore not be assessed. No specific action had been taken by the local government to empower women to compete in the labour market on an equal footing with men.
Para 43) CEDAW noted with concern women’s unequal access to economic opportunities and the disproportionately high unemployment rate among women, in particular rural women, Maroon women and indigenous women.
Para 52) The CEDAW noted with concern the extremely high poverty rate among rural women, Maroon women and indigenous women and their very limited access to basic services, including health services, education, clean water, adequate sanitation, energy and communications technologies.
Para 58) CEDAW remained concerned about the inadequate funding of the health sector, resulting in women’s very limited access to basic health-care services, in particular for rural women, Maroon women and indigenous women, who often had to travel to Paramaribo to seek specialist medical treatment.
Para 73) CEDAW remained concerned about limited access for girls from disadvantaged groups, including girls with disabilities, and significant disparities in enrolment rates between rural and urban areas, as well as the poor quality of elementary schools and the lack of secondary schools in rural areas.
Para 74) CRC was seriously concerned about the large number of students who dropped out of school, in particular girls in the interior areas and boys nationally, and the large number of students repeating grades.
Para 76) The CEDAW remained concerned about high drop-out rates, and expulsion rates, due to early pregnancy, and the tendency among young mothers to pursue vocational training instead of returning to school.
Para 89) CEDAW reiterated its previous concern about the significant underrepresentation of women in political and public life, in particular in decision-making positions, including in the National Assembly and the Council of Ministers.

Stakeholder Summary:
Para 72) JS1 stated that women, girls, lesbian, bisexual and trans women, women living with HIV, sex workers and migrant women and girls in vulnerable situations experienced sexual and gender-based violence, discrimination and stigmatization in the private and the public domain. It stated that risk factors included young age, low educational level, pregnancy and early cohabitation with a male partner. In addition, social and cultural attitudes contributed significantly to maintaining entrenched gender roles within society.

National Report:
Para 76) Suriname is committed to eliminate child, early and forced marriage by 2030 in line with target 5.3 of the Sustainable Development Goals.
Para 77) In article 82 of the Civil Code the minimum age for marriage for boys has been established to 17 years and for girls to 15 years. Suriname still has marriages in the age group 15-19 years, registered at the Civil Registry Office. However, there are no cases of forced marriage registered at the official authorities such as the Public Prosecutors Office or at the Ministry of Social Affairs and Housing.
Para 78) Consultations between Government and NGOs resulted in the amendment of the law on child marriage in the draft revised Civil Code. Consequently, the minimum age to enter into marriage for both boys and girls is raised to 18 years.

UN Compilation:
Para 87) [CEDAW] was concerned about the minimum age of marriage, which was 15 years for girls, the disproportionately high number of rural women, Maroon women and indigenous women 15 to 17 years of age who were married, and the absence of a national strategy to combat and prevent child marriage.