According to one of the Cambodian female worker "It doesn't matter whether you are pregnant or not – whether you are sick or not – you have to sit and work. If you take a break, the work piles up on the machine and the supervisor will come and shout. And if a pregnant worker is seen working "slowly" then her contract will not be renewed." Pregnant women are forced to either leave the factory or go for an abortion. In Cambodia abortion was legalized in 1997, yet 9 out of 10 Cambodian women believed that this action is illegal and undergo this process through unsafe clinics. According to the "Women's Health Cambodia", more than 90% of garment workers did not know abortion was legal and 18% out of 900 garment workers had an abortion. Almost 75% of the women do not know where to seek for a safe abortion as there were little information provided to them. In Cambodia, there are laws that provide pregnant women three months of maternity leave and maternity pay if the worker has worked for a year or longer. Most of the workers were given a fixed duration contract (FDC) with a 6 month contract period. Often the FDC of pregnant women are shortened as factories do not want to provide extra cost of maternity pays or any other health care. Australia has tried to combat the issues of pregnancy discrimination in their workforce. After The United Nations created the Convention on the Elimination of all Forms of Discrimination Against Women (CEDAW) in 1981, Australia signed in agreement on August 17, 1983. Australia also passed the Sexual Discrimination act of 1984 to help eliminate discrimination in the workplace based on many things including pregnancy discrimination. This legislation doesn't allow or permit the right to base hiring and firing practices on pregnancy or the chance of pregnancy. The Sexual Discrimination Act also states, "It is unlawful to refuse the requests to accommodate a pregnant employee. It is also unlawful to accept the request, but take too long to accommodate those needs"  However, it is reported despite the Sexual Discrimination Act of 1984 there are still many cases of work related discrimination based on pregnancy. Nearly one in two women (49%) surveyed by the AHRC reported experiencing pregnancy-related discrimination at work (AHRC, 2014: 26). Australia's government is having a hard time enforcing the Sexual Discrimination Act because employers are arguing that there is no way to prove their actions are based on the pregnancy of their female employees or interviewees. Women have a hard time in court proving that the discrimination was based on pregnancy. Employers can base their choice to pass on a candidate by saying that the women won't be able to perform certain tasks entailed in the job.