NCP delays enable continued military-linked investment in Myanmar

In 2024, Myanmar trade unions and IndustriALL filed OECD Guidelines complaints with the National Contact Points (NCP) of Germany, the UK and Poland. The complaints name New Yorker, Next Plc and LPP and call for responsible disengagement until democracy is restored in the country.

Yet all three NCP processes have exceeded the OECD’s indicative timelines for initial assessment by more than six months. IndustriALL has provided valuable information to assist NCPs with implementation by the brands. The inaction prolongs violations of workers’ rights and allows continued enterprise investment inMyanmar. 

ILO action confirms the need to end business links

At the International Labour Conference in June last year, the ILO invoked Article 33 of its constitution against the Myanmar military regime, an extraordinary measure reserved for the gravest situations.

The ILO resolution calls on governments, employers and workers to review and end relationships that may enable or prolong violations of freedom of association and forced labour, including through financial flows and supply chain links. Purchase orders from Myanmar factories are precisely the kind of relationship that Article 33 requires to be reviewed.

There is no due diligence under military rule

Most major clothing brands from OECD adherent countries have exited Myanmar or announced plans to leave since the coup. Those that remain face conditions that make effective due diligence impossible. Factories operate under police and military interference. Workers in industrial zones live under constant threat of prosecution.

Independent assessments confirm this reality. Ethical Trading Initiative-commissioned research found an almost total absence of human rights infrastructure following the coup. Human Rights Watch documents widespread and systemic abuses. The Business and Human Rights Resource Centre continues to track labour rights allegations across the garment sector.

Responsible disengagement is the only credible response

The OECD Guidelines were updated in 2023 to include responsible disengagement. Where companies cannot prevent or mitigate harm, ending business relationships is a requirement.

Garment brands still sourcing from Myanmar must disengage responsibly. NCPs that allow complaints to languish enable continued investment in a military-controlled economy and undermine the Guidelines themselves. Due diligence cannot be implemented at gunpoint. Until democracy is restored, divestment is the only Guidelines-compatible path.

Says IndustriALL general secretary Atle Høie: 

“Five years after the coup, it is clear that responsible business cannot operate under military rule. When NCP processes stall, they do not simply delay outcomes, they allow continued investment in a context of repression and ongoing violations of workers’ rights. Until democracy is restored in Myanmar, divestment is the only credible and Guidelines-compatible response.”

Brands and trade unions renew Pakistan Accord

The deal, reached by brand and unions under the International Accord, confirms that the Pakistan Accord will remain in force in its  current form, maintaining independent inspections, safety remediation and worker complaints processes at supplier factories.

The renewed agreement took effect on 1 January 2026. More than 100 global brands and retailers have already re-signed, with further companies expected to follow as internal approvals are completed. Four brands sourcing in Pakistan, including Hugo Boss and LPP have indicated that they do not intend to sign which is completely unacceptable.The Accord has been extended until 31 December 2026 and will then roll over automatically into a further three-year term through 31 December 2029, aligning it with the International Accord framework.

The extension reflects continued confidence in the Pakistan Accord’s model, which combines independent oversight with binding commitments on brands. Its programmes have played a central role in identifying serious safety risks, preventing workplace accidents and improving health and safety conditions across Pakistan’s textile and garment sector.

With the renewal confirmed, Accord programmes at supplier factories sourcing for signatory brands will continue without interruption. The extension provides stability for factories undertaking safety upgrades and gives brands greater certainty when sourcing from Pakistan.

“This renewal underlines a simple reality: voluntary approaches are not enough. The Pakistan Accord delivers real safety improvements because it is binding and enforceable. Brands that source from Pakistan should be part of this agreement and take responsibility for the conditions in their supply chains,”

said Atle Høie, IndustriALL general secretary.

Martha Orozco makes history as first woman to join USO Colombia’s national executive committee

1)   Becoming the first woman to join the USO’s national executive committee surely did not happen overnight. How did you prepare for this challenge, and what was the process leading up to your candidacy?

The process began well before 2022, when I was part of the team led by César Loza, who served as USO president until recently. Following his appointment to the board of directors of Colombia’s oil company, Ecopetrol, I assumed the position he vacated, as I had been democratically elected as his second in line.

Reaching a leadership position at this level required broad worker support and a formal vote. It involved 12 to 14 years of sustained training and organising work, including academic preparation, membership-building and the development of collective leadership. This was achieved through a democratic process of building knowledge and experience around trade union work.

2)   What lessons, support or decisions were key along the way?

Training programmes provided by IndustriALL, the CUT and USO were essential, as was the openness of international actors such as the ILO and LO, which helped equip us with practical tools to strengthen our work. Equally important was the support of male allies who understood that women’s participation is a democratic necessity. Without that support, it is extremely difficult for women to reach leadership spaces.

One of the first to actively support this process was Edwin Palma, now Colombia’s Minister of Energy and a former USO president. He firmly believes that women’s participation in trade union leadership is a democratic imperative.

Without these allies, it is almost impossible to get there, since the system just seems designed to prevent women from participating. Women’s different paid and unpaid workloads make it very hard to engage and advance in the process; the help of other female colleagues and personal determination are definite assets.

3)   From your perspective, what does women’s participation bring to national trade union decision-making spaces?

At USO, this work led to the negotiation of a collective agreement that included a gender chapter, something unprecedented at the time. This made it possible to establish a gender commission and encouraged other unions to consider similar provisions addressing issues such as gender-based violence and women’s participation within companies. There has also been progress in recruitment. Women’s participation in the industry increased from 21 per cent in 2021 to around 24–25 per cent in 2026. These gains were the result of sustained efforts to identify and open up spaces for greater women’s participation.

4)   You have taken part in several IndustriALL training programmes on trade unionism, gender and leadership. How did these shape your work?

A crucial IndustriALL course I attended focused on trade union planning. Another important one addressed leadership recruitment and development. Without this knowledge, making progress as a woman trade unionist would have been far more difficult. Building leadership teams and supporting colleagues throughout the process is vital. Providing other women with the tools they need to advance is an essential part of sustainable trade union development.

5)   You also became a mentor in IndustriALL’s mentoring project. What motivated that decision?

Mentoring creates a space to share experience, learn from the expectations of colleagues who are just beginning their journey, and contribute to building new organisational processes. It is a process of mutual learning, where both mentors and mentees exchange perspectives and strengthen collective capacity.

6)   What message would you give to women who are active in unions but hesitant to take on leadership roles?

First, you need a genuine commitment to take on this responsibility. The obstacles are many and often significant. Second, it is essential to understand the industry, its data, its challenges and its dynamics. Analytical capacity is critical. Third, having the support of trusted colleagues and allies with experience makes a real difference. These three elements are fundamental.

7)   What kinds of obstacles do women face in these spaces?

We live in a patriarchal society where women are often discouraged from entering academic, trade union and corporate leadership spaces. These are positions of power, and those who hold them frequently resist sharing it. Women who seek to enter these spaces often face resistance aimed at preserving existing power structures.

Care responsibilities also place an unequal burden on women, who must balance paid work, trade union responsibilities and unpaid domestic labour. In addition, Colombia has repeatedly been identified as one of the most dangerous countries in the world for trade unionists. This reality disproportionately affects women and discourages many from getting involved.

Taking on union leadership can also limit professional progression within companies, as trade union activists often face retaliation or career stagnation.

8)   Given these challenges, what motivates you to continue as a trade union leader?

It requires deep personal conviction and commitment. The sacrifices are real, but so are the rewards. Trade unionism is a vocation rooted in service, solidarity and collective defence.

Successfully defending a worker in a disciplinary process and preventing an unjust dismissal brings a strong sense of purpose. Knowing that this work protects livelihoods and families provides lasting personal and professional satisfaction. That conviction is what makes the challenges worth facing.

MUZ wins wage deal from Lumwana, demands more for Zambian communities

The Mine Workers’ Union of Zambia (MUZ), an IndustriALL Global Union affiliate, has secured a victory in its latest round of collective bargaining with Lumwana Copper Mines, a key subsidiary of Barrick Gold Corporation. The parties finalized an agreement in Lusaka granting unionized workers a 13 per cent wage increase, effective for the year.
 
Speaking at the signing ceremony on 31 January, George Mumba, MUZ general secretary, pressed the company to go beyond wage adjustments. He advocated for the implementation of living wages to levels sufficient to support a decent standard of living for workers and their families alongside firmer commitments to environmental, social and governance (ESG) initiatives that deliver tangible benefits to mining affected communities.
 

“This agreement reflects the strength of collective bargaining and the unity of our members. We need robust provisions for occupational health and safety, comprehensive social protection, greater job security and wages that reflect the true cost of living.”

Mumba emphasized. MUZ has over 1,100 members at Lumwana. Further, he argued that sustainable mining practices, which prioritise community welfare and environmental stewardship, are essential if the industry is to contribute meaningfully to national development in Zambia rather than only extracting resources for export.
 
The agreement arrives at a pivotal moment for Lumwana. Barrick Gold has committed to a substantial capital outlay of US$2 billion to fund the Super Pit Expansion Project, a major initiative designed to transform the operation into a Tier One copper mine. This ambitious programme, already under way, aims to double annual copper output to approximately 240,000 tonnes through the construction of a significantly enlarged processing plant with a capacity of 50 million tonnes per annum. Such investments are being boosted by favourable global copper demand which is driven by the energy transition and electrification trends.
 
However, the wage deal also highlights broader challenges facing workers on the Zambian copper belt. While the 13 per cent rise represents a meaningful gain for workers translating, in some cases, to increases of between K1,100 ($56) for lower-paid workers and K2,500 ($127) for higher earners it occurs against a backdrop of inflationary pressures and rising living costs that have eroded purchasing power across the economy.
 
Glen Mpufane, IndustriALL director for mining, said:

“In a mining industry where commodity price volatility and geopolitical uncertainties loom large, Zambia’s copper sector must pay living wages. Sustainable mining depends not only on production volumes and capital inflows, but also on fostering industrial relations that support job security and community development.”

Image: Shutterstock 

Chinese-owned Zimbabwe mine dismisses women after forced HIV tests

At Xiao Honguqiu’s Famona gold mine, three women workers were compelled to undergo HIV tests and subsequently dismissed on 22 December 2025, regardless of the results, while more than 60 male colleagues faced no such requirement. The Zimbabwe Diamond and Allied Minerals Workers Union (ZDAMWU), an IndustriALL Global Union affiliate, condemned the practice as a form of sexual harassment and gender-based discrimination.
 
Zimbabwe’s Constitution and labour legislation safeguard workers’ dignity, equality before the law and protection from gender discrimination. The right to privacy, including the confidentiality of health information such as HIV status, is similarly enshrined. Employers are expressly barred from forcing disclosure of HIV status. The 2021 Cyber and Data Protection Act further criminalises unauthorised disclosure of personal health data by third parties, including online.
 
The dismissals reportedly followed information obtained from an online platform that exposed one worker’s HIV status. The affected worker has filed a police report at Nyathi Police Station near Bulawayo against the individual responsible for the posting. ZDAMWU has lodged a formal complaint with the Zimbabwe Gender Commission, which is now investigating the matter and weighing potential legal action against the company.
 
Justice Chinhema, ZDAMWU general secretary, asserted that the union is pressing for the reinstatement of the three women.

“It is unacceptable for employers to subject women to sexual harassment and flout the law with impunity,”

he said.
 
IndustriALL Sub-Saharan Africa regional secretary for Paule-France Ndessomin, said:

“We back ZDAMWU in seeking justice for these workers. Chinese multinational companies operating in Zimbabwe and the region must adhere to national labour laws and international standards.”

 
IndustriALL’s research under the project: Towards an inclusive and sustainable future for workers in Eastern and Southern Africa with the University of the Witwatersrand’s Southern Centre for Inequality Studies titled Fighting back: Labour fragmentation in and the face of capital vis-à-vis the Just Transition and eco-socialism has confirmed rampant sexual harassment and exploitation on Chinese-owned mines in Zimbabwe with supervisors preferring to hire “small Maria” instead of “big Maria.”
 
“Chinese management in both Zambia and Zimbabwe wanted a “small Maria” – a black female worker who was small built. The management used their positions and fear of job insecurity to exert pressure and solicit sexual favours or rape women workers. Black women workers in Zimbabwe who were employed in the mining sector, barely faced victimization and harassment,” exposes the research in its findings which will be published in April.
 

Safety and labour rights under threat at Armenia’s Akhtala mining plant

Workers at the plant report the absence of safe and healthy workplaces, alongside repeated breaches of technical safety rules that expose them to high risks to life and health. According to employees, these conditions fall short of Armenian labour legislation and prevent workers from fully exercising their constitutional rights.
 
Article 82 of the Constitution of the Republic of Armenia guarantees every worker the right to healthy, safe and dignified working conditions, limits on working hours and access to rest and paid leave. Miners say these standards are not being respected at Akhtala Mining and Processing Plant CJSC, where social guarantees are also reportedly lacking.
 
Concerns over unsafe working conditions have been compounded by a wage dispute. On 10 January 2026, miners submitted a request for a salary increase. After the employer failed to address the request, mining operations were suspended from 15 January, reflecting workers’ growing frustration over both pay and safety.
 
On 22 January, 52 miners sought support from the Branch Union of Trade Union Organizations of Miners, Metallurgists and Jewellers of the Republic of Armenia (TUMMJRA an IndustriALL affiliate), requesting representation and protection of their social, economic and professional rights. 
 
Despite a written request from the union to engage in dialogue, management at Akhtala Mining and Processing Plant CJSC has reportedly failed to respond.
 
IndustriALL assistant general secretary, Kemal Özkan, said:  

“This case highlights a worrying disregard for workers’ safety, dignity and fundamental rights. Workers have the right to safe workplaces and decent wages and when employers ignore these obligations, the authorities must act decisively to uphold the law and protect workers’ lives.”

 
IndustriALL is urging the Armenian authorities to carry out a comprehensive inspection of the plant to assess compliance with national labour and occupational safety legislation and to require the employer to immediately remedy any violations identified.
 
Without swift and effective action, IndustriALL warns, miners at Akhtala continue to face unacceptable risks to their health, safety and livelihoods.

Photo: Shutterstock
 

Mentorship programme empowers young African women to transform trade unions

The initiative, run by IndustriALL Global Union, with support from LO-Norway, seeks to promote young female leaders within affiliated unions. These women are positioned to drive reforms that promote gender equality, combat gender-based violence and harassment (GBVH) and elevate the participation, visibility, and influence of young women in union structures, collective bargaining, sectoral networks and international forums. Mentees receive targeted training in leadership, organising, advocacy, feminism ideology and technical competencies essential for reshaping unions’ gender priorities and fortifying worker representation.
 
The seven mentors, drawn from backgrounds in union revitalisation, feminism, gender equality, and skills development, brought considerable expertise to the programme and offered sustained guidance throughout.
 
Among its specific objectives the mentorship project aims to empower participants to emerge as future women union leaders, build their confidence and support their pursuit of elected roles at workplace, branch, sectoral, or national levels. The project also aims to deepen young women’s involvement in union activities by integrating them into collective bargaining teams, organizing drives and advocacy efforts; to establish study circles that mobilise and educate broader cohorts of young women; and to expand female engagement in sectoral, regional and IndustriALL initiatives.
 
On the policy front, it advances gender equality and the eradication of GBVH in unions and workplaces by aiding mentees in crafting equality policies, response mechanisms and awareness campaigns. All participants undergo training in gender equality, GBVH prevention, and mainstreaming, aligned with ILO Convention 190 and Recommendation 206 on ending violence and harassment in the world of work. Mentees are further encouraged to contribute actively to women’s structures and gender committees in their respective unions.
 
Agnes Ama Agamasu, a human-resources professional at the Ghana Gold Board and member of the Ghana Mine Workers’ Union, reflected on her experience:

“The mentorship programme allowed me to reset and become a more effective leader. It built my confidence to engage with senior government officials and offered invaluable learning and cross-learning opportunities.”

 
Priscilla Aboagye, an accountant at PUMA Energy and member of the Ghana Transport, Petroleum and Chemicals Workers Union (GTPCWU), added:

“I joined the programme when my baby was just four months old and learnt to balance family life with working in a male-dominated industry. It was a genuine opportunity to step into leadership. I came to realise that skills and talent alone are insufficient; guidance is essential.”

 
IndustriALL Sub-Saharan Africa regional secretary, Paule-France Ndessomin,  described the programme’s broader significance:

“The LO Norway mentorship initiative is more than mere capacity-building, it serves as a potent catalyst for gender transformation within Africa’s trade unions. By arming young women workers with the tools to champion inclusivity and spearhead resolute campaigns against GBVH, it not only fortifies unions in the present but also lays the foundation for a future in which every worker, irrespective of gender, enjoys equality, safety and empowerment.”

 
 

Myanmar coup anniversary exposes sham elections and ongoing repression

Since the junta seized power on 1 February 2021, independent unions have been banned, union leaders arrested and fundamental freedoms obliterated. Under military rule, more than 7,000 civilians have been killed, and millions have been displaced and forced to flee from their homes.

At the end of last year, the military launched an election silencing the democratic opposition. The elections have been widely dismissed as a sham designed to legitimize continued military control rather than reflect the will of the people. No credible international observers have been allowed to monitor the vote, and many political parties have been barred or dissolved ahead of polling.

IndustriALL has renewed its call for brands and companies to withdraw from Myanmar, pointing out that enhanced due diligence cannot mitigate the inherent risks of operating under a dictatorship that outlaws independent unions, imprisons workers and systematically violates labour rights.

The textile and garment industry is a major source of foreign exchange for the regime, helping to fund weapons, ammunition and fuel. Workers producing garments and footwear in Myanmar labour in industrial zones under martial law. A 2023 ILO Commission of Inquiry found widespread violations of freedom of association and forced labour Conventions. In July there were new reports of union leaders and labour activists arrested on unknown charges.

In 2024 IndustriALL Global Union filed complaints with the OECD National Contact Points against major garment brands, including Next, New Yorker, LPP and Sioen, for breaching the OECD Guidelines for Responsible Business Conduct by continuing to source from Myanmar. The complaints are backed by Myanmar unions CTUM and IWFM, now operating in exile. According to the complaints, these companies benefit from widespread violations of workers’ rights under military rule, where freedom of association is impossible and forced labour is reported.

In June 2025 the International Labour Conference took a historic step by invoking Article 33 of the ILO Constitution against Myanmar’s military junta, with the resolution calling for an end to financial flows to the regime. This rare move holds the regime accountable for grave and persistent violations of workers’ and human rights. The decision sends a powerful message underscoring the ongoing breaches of core labour standards, including freedom of association and the use of forced labour.

Says Atle Høie, IndustriALL general secretary:

“As Myanmar marks another year since the coup, the union movement stands in solidarity with workers who continue to fight for basic rights, democratic freedoms and decent work. The military’s sham elections cannot conceal the reality of repression, forced labour and the systematic denial of workers’ rights. Governments, brands and international institutions must stop doing business as usual and take concrete action to end financial support to the junta.”

Organized workers prevail over corporate evasion: A major win for labour rights

The ruling ensures that 54 workers will each receive Rs. 864,000 (US$3,111), an amount that includes triple compensation for the prolonged denial of their lawful dues. Failure to comply with the order will result in the attachment of property and recovery of the amount as arrears of land revenue.

An excerpt from the order, by the commissioner, reads:
“The conduct of the respondents in denying lawful dues for several years, despite clear judicial pronouncements, warrants imposition of triple compensation to meet the ends of justice.”

In 2018, 54 workers of IFFCO Pakistan Pvt. Ltd. had filed a case under Section 16 of the Sindh Payment of Wages Act, 2015, stating they were denied their lawful 5 per cent profit bonus for the years 2011 to 2016. The workers argued that non-payment of the bonus was discriminatory and a clear violation of labour rights. The company repeatedly asserted that as employees of contractors, the workers were not entitled to the benefits being sought.

Contract workers employed by IFFCO Pakistan have previously challenged unfair labour practices and denial of union rights by the company. In 2024, the Supreme Court of Pakistan ruled that employees of third-party contractors are employees of the principal employer (IFFCO). The Court further declared that workers performing permanent and integral functions are entitled to all statutory benefits, regardless of the nature of employment.

The persistence of the workers and the efforts of IndustriALL affiliate Pakistan Federation of Chemical, Energy, Mines and General Workers Union (PCEM) demonstrated that organized struggle can overcome long delays in justice, setting a powerful legal precedent for wage recovery, profit bonus claims and contract workers’ rights.
 
Ashutosh Bhattacharya, IndustriALL’s south Asia regional secretary, says:  

“This decision reaffirms a fundamental principle of labour justice: companies cannot use outsourcing as a shield to evade their obligations. The ruling strengthens protections for contract workers and sends a clear warning that denial of lawful dues will not go unpunished.”

The workers were represented by Ghulam Murtaza Tanoli, deputy general secretary of PCEM, and an applicant in the case.

Union busting at Apple supplier Lumileds Malaysia

After winning the secret ballot for union recognition on 7 November 2025 with nearly 70 percent support at Lumileds, the company dismissed a worksite union leader Sukhairul Bin Khalid and began disciplinary proceedings against the worksite union chairperson Syahnorizal Bin Abdul Hamid.
 
The union victory received strong support from migrant workers in the factory. Lumidleds has terminated the contracts of a few migrant workers and deported them back to their country of origin. Many migrant workers  now fear non-renewal of their contracts. 
 
EIEU-NR general secretary Divid Arulappen condemned Lumileds’ actions as blatant union busting and called on the company to immediately:

In a letter to Lumileds Holding B.V. CEO Steve Barlow, IndustriALL Global Union general secretary Atle Høie warns that the company’s actions may violate both Malaysian law and international labour standards.

“Such acts of union busting raise serious concerns under Malaysian law and international labour standards. IndustriALL expects Lumileds to take immediate corrective action and to confirm the steps taken to remedy these violations and to ensure that workers in Malaysia can exercise their trade union rights without fear of retaliation,”

Atle Høie wrote.

As a supplier to Apple, Lumileds has a responsibility to uphold workers’ rights throughout its operations. Respect for freedom of association and collective bargaining must be non-negotiable in global supply chains.

Sign the LabourStart campaign and stand with Lumileds workers.