| 4.1 | Recognition of HIV/AIDS as a workplace issue
HIV/AIDS is a workplace issue, not only because it affects the workforce, but also because the workplace can play a vital role in limiting the spread and effects of the epidemic.
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| 4.2 | Non-discrimination
There should be no discrimination or stigmatization of workers on the basis of real or perceived HIV status.
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| 4.3 | Gender equality
More equal gender relations and the empowerment of women are vital to successfully preventing the spread of HIV infection and enabling women to cope with HIV/AIDS.
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| 4.4 | Healthy work environment
The work environment should be healthy and safe, and adapted to the state of health and capabilities of workers.
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| 4.5 | Social dialogue
A successful HIV/AIDS policy and programme requires cooperation and trust between employers, workers, and governments.
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| 4.6 | Screening for purposes of employment
HIV/AIDS screening should not be required of job applicants or persons in employment and testing for HIV should not be carried out at the workplace except as specified in this code.
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| 4.7 | Confidentiality
Access to personal data relating to a worker's HIV status should be bound by the rules of confidentiality consistent with existing ILO codes of practice.
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| 4.8 | Continuing the employment relationship
HIV infection is not a cause for termination of employment. Persons with HIV-related illnesses should be able to work for as long as medically fit in appropriate conditions.
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| 4.9 | Prevention
The social partners are in a unique position to promote prevention efforts through information and education, and support changes in attitudes and behaviour.
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| 4.10 | Care and support
Solidarity, care and support should guide the response to AIDS at the workplace. All workers are entitled to affordable health services and to benefits from statutory and occupational schemes.
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