Decent work

Decent work is defined as productive employment undertaken in conditions of freedom, equity, security and dignity. It rests on four pillars: rights at work, social protection, job creation and social dialogue. It aligns with SDG 8, particularly targets 8.5, 8.7 and 8.8. Global initiatives such as the Equal Pay International Coalition and Alliance 8.7 support equal pay and the elimination of forced and child labour.

Freedom of association and collective bargaining

Freedom of association allows workers and employers to form and join organisations without interference. Conventions Nos. 87 and 98 protect against anti-union discrimination and promote collective bargaining. Bargaining regulates wages and conditions and must occur in good faith. Multi-employer bargaining systems achieve broader coverage (71.7 per cent on average) than single-employer systems (15.8 per cent). Effective grievance handling, recognition procedures and workplace cooperation strengthen industrial relations.

Child labour

Child labour is work harmful to health, development or schooling. In 2024, 138 million children were engaged in child labour globally, including 54 million in hazardous work. Conventions Nos. 138 and 182 set minimum age standards and prohibit the worst forms, including slavery, trafficking and commercial sexual exploitation. All ILO Member States have ratified Convention No. 182. SDG target 8.7 calls for eradication of child labour in all forms.

Forced labour

Forced labour involves work undertaken under threat and without voluntary consent. In 2021, 27.6 million people were in forced labour; 86 per cent in privately imposed cases and 14 per cent state-imposed. Migrant workers are over three times more likely to be affected. Indicators include debt bondage, document retention, wage withholding and excessive overtime. Conventions Nos. 29 and 105, and the 2014 Protocol, require prevention, protection and access to remedy.

Equality and non-discrimination

Convention No. 111 defines discrimination in employment and occupation. Women earn on average 20 per cent less than men globally and held 30 per cent of management roles in 2023. Convention No. 100 mandates equal remuneration for work of equal value. Violence and harassment, addressed in Convention No. 190, disproportionately affect women. Disability-inclusive social protection and maternity protection improve equal access to employment and reduce structural barriers.

Occupational safety and health

A safe and healthy working environment is a fundamental right. Around 2.93 million workers die annually from work-related causes, and 395 million suffer non-fatal injuries. More than 80 per cent of work-related deaths result from occupational diseases. Conventions Nos. 155 and 187 guide national systems. Risk assessment and the hierarchy of controls underpin prevention. Labour inspection ensures enforcement and advisory support.

Trade frameworks

Free trade agreements reduce barriers and may include labour provisions referencing fundamental principles and rights at work. One in three trade agreements contains labour provisions. The CPTPP covers 12 economies representing 14.4 per cent of global GDP (US$15.8 trillion in 2024) and includes enforceable labour commitments. RCEP covers around 30 per cent of global GDP and population but lacks a dedicated labour chapter. Tariff preferences and rules of origin may be conditioned on labour standards compliance.

Supply chains

Supply chains and value chains span multiple countries and activities. The MNE Declaration and UN Guiding Principles outline corporate responsibilities, including human rights due diligence. HRDD requires risk assessment, integration, mitigation, monitoring and communication. State and non-state grievance and remedy mechanisms provide redress. Multi-stakeholder initiatives and binding agreements support responsible business conduct across global production networks.