Employment injury insurance in Bangladesh: the vital role of social protection

Providing social protection is a state duty, but because it is an internationally recognized right, it is also part of the corporate responsibility to respect, according to the UN Guiding Principles on Business & Human Rights.

It is also in companies’ interests to ensure workers producing their goods and services have adequate social protection. This is because, as the ILO notes, social protection or social security is “defined as the set of policies and programmes designed to reduce and prevent poverty and vulnerability throughout the life cycle.” In other words, it is essential not only in human rights terms but also in terms of resilient societies and stable supply chains.

The Employment Insurance Scheme (EIS) pilot in Bangladesh is the first national employment injury insurance programme for the country’s four million ready-made garment (RMG) workers, providing payouts for life to injured workers and the families of deceased workers. The fund is administered by the government, but it receives voluntary top-up payments from over 90 global brands and retailers representing about 50 per cent of the total value of RMG export orders from the country. The EIS is a successful example of multistakeholder participation in a public programme.

On 27 January, IndustriALL co-hosted, along with the Committee on Workers’ Capital, the Interfaith Center on Corporate Responsibility and the Labour Rights Investor Network, with the technical assistance of the ILO, a virtual investor meeting on the EIS. The event was part of a series of webinars and meetings IndustriALL has organized since 2022 to increase investor awareness of the importance of social protection and investors’ role in strengthening initiatives such as the EIS.

The audience included pension funds, faith-based investors and large asset managers, and speakers included the ILO, global brands and a Swiss investor. Via video, a senior official of the Bangladesh Ministry of Labour and Employment spoke of the government’s commitment to putting in place a national scheme to institutionalise the EIS.

Representatives of H&M, Primark and PVH spoke about why they were signatories to the EIS, noting that the pilot has proven its value, with proper governance, a reliable claims process and a predictable financial flow. A lively exchange with the audience rounded out the meeting.

“Without the EIS, we’d be back to square one, with individual systems for each brand to address injuries one by one.” 

H&M

“The EIS is a perfect example of what ‘good’ looks like.”

Primark

At a time when regulations meant to strengthen corporate human rights due diligence in supply chains are being attacked or weakened, investors are an increasingly important guardrail in holding companies to account for their impacts on human rights. Many large investors are “universal owners”, meaning they hold assets across the entire economy and are therefore affected by systemic risks.

Poor social protection not only affects individual workers; it creates societal risk that carries implications for productivity and supply chain stability. Making these connections clear to investors is one way to build support for crucial initiatives such as the EIS, which is showing the way towards responsible sourcing and effective social protection for workers.  

Said Christina Hajagos-Clausen, IndustriALL textile and garment director: 

"The EIS pilot successfully demonstrates shared responsibility – across the government, brands, employers, trade unions and investors. And it’s in investors’ interests for workers in their companies’ supply chains to receive fair remedy for injuries they incur while producing for those companies."

Photo: Bangladeshi garment employees leaving a clothing plant at the end of their working day. Credit: Crozet M. / ILO

IndustriALL Global Union is looking for a national consultant in Bangladesh

Responsibilities

• Create and uphold unity amongst the IndustriALL affiliates in Bangladesh
• Maintain regular communication with affiliates in Bangladesh on sectoral and cross-
sectoral issues, and ensure consistent coordination with the IndustriALL South Asia Office
• Coordinate responses to urgent affiliate needs, such as disputes, violations of workers’
rights, and organising drives
• Organise and coordinate the IndustriALL’s sectoral as well as cross-sectoral work in
Bangladesh,
• Support on developing strategies and actions in line with IndustriALL’s Global Action Plan, regional as well as national priorities and strategic planning and sectoral as well as cross-sectoral matters
• Monitor national labour policies, laws, and developments relevant to workers and unions;
• Development, conceptualization, coordination and effective implementation of organizing, campaign strategies and plans
• Participate in, as well as organising and preparing national / regional trade union activities, as required
• Produce background documents, reports and news articles in cooperation with the
regional office team
• Document union actions, case studies, and legal developments relevant to IndustriALL’s
priorities
• Maintain records of meetings, workshops, and consultations, and provide necessary
follow-up support
• Assist in the development, coordination, and management of both internally and
externally funded projects, in collaboration with project teams, as required

Other tasks:

• Ensure practical organisation of meetings, developing agendas, and communicating with
affiliates
• Assist in conducting workshops and seminars, as required

• Assist with financial documentation related to project and regional office activities, in
compliance with IndustriALL’s reporting and financial guidelines
• Any other work as assigned by the regional secretary

Requirements:

Professional experience
• Minimum five years of relevant professional experience in labour rights, trade unions,
development organisations, or related fields
• Proven experience working with trade unions, workers’ organizations, or grassroots
movements
• Prior experience in project coordination, training facilitation, campaigning, or advocacy is
an advantage

Knowledge & subject-matter expertise
• Strong understanding of labour rights, trade union structures, and industrial relations,
particularly in Bangladesh and also in South Asia
• Knowledge of political and socio-economic contexts affecting workers and unions; regional or international exposure is an asset
• Familiarity with organizing, campaigning, and trade union strategies.

Technical skills
• Strong research skills, including field and desk research, data collection, and analysis
• Ability to produce clear, well-structured reports, background papers, and advocacy
materials
• IT proficiency, including the use of standard office software and digital communication
tools
• Ability to support project coordination, monitoring, documentation, and reporting

Interpersonal skills
• Strong communication and facilitation skills, with the ability to engage effectively with
diverse stakeholders
• Ability to work collaboratively with union leaders, workers and civil society actors
• Strong organisational and time-management skills, with the ability to manage multiple
priorities
• Adaptability and resilience, with the ability to respond effectively to fast-changing
situations and campaign needs

Values
• High level of integrity, professionalism and accountability
• Strong commitment to social justice, workers’ rights, and gender equality

Language requirements
• Fluency in Bangla (spoken and written) – mandatory
• Good working knowledge of English – mandatory
• Knowledge of additional South Asian languages is an advantage

Remuneration

A competitive monthly remuneration will be offered to the successful candidate.

IndustriALL promotes gender equality and encourages equal opportunities for men and women to apply.

Applicants who fulfil the above requirements can send their application to regional secretary Ashutosh Bhattacharya. Applications must include a CV and a letter of motivation.

The closing date for applications is 15 February 2026.

IndustriALL will interview the shortlisted candidates and finalize the application process swiftly, so that the new consultant can start work by March 2026.

Win for Turkish metal workers

The group collective bargaining agreement process was kicked off between three IndustriALL affiliates, Türk Metal, Birleşik Metal-İş, Özçelik-İş and the Turkish Metal Industries Employers' Association (MESS) on 13 October 2025. Following multiple sessions, without a positive outcome, a statement of disagreement was drawn up in December and the three unions decided to go on strike on 20 January this year.
 
Immediately after the strike decision, the three unions received an invitation from MESS, which started 21 January and ended up on 22 January 2026 with a victory for metal workers. The agreement has been signed by all the three unions.
 
The agreement covers:
 
For the first six-month period, hourly wages below 140 TL/hour (US$ 3) will be topped up by 10 TL/hour(US$0.23), not exceeding 140 TL/hour(US$3). Afterwards, a flat rate of 17.61 TL/hour(US$0.41) will be added after a 20 per cent increase to all wages. This increase corresponds to an average of 28.10 per cent of the basic wage.
 
After 1 March (for the second six-month period of our agreement), a 13 per cent increase will be applied. However, if the six-month inflation rate exceeds 13 per cent, the resulting inflation rate will be applied.
 
In the third six-month period of our agreement, the increase will be inflation plus 1.5 percentage points.In the final six-month period, the increase will be based on the inflation rate.
 
On 1 September 2025, the increase rate, including social allowances, was 31.15 per cent.
 
This wage will increase to a net 79,500 TL (US$ 1,850)on 1 March 2026. As of 1 March 2026, there will have been a cumulative increase of 44.76 per cent in wages alone.
 
Social benefits have been increased by 75 per cent for Eid al-Adha and 50 per cent for other social benefits in the first year of the agreement. In the second year , they will increase in line with the annual inflation rate. Together with social benefits, a cumulative annual increase of 47.81 per cent has been achieved.
 
In the meantime, all the concession proposals made by MESS have been withdrawn.
 
Industriall Europe, general secretary, Judith Kirton-Darling said:

“At a time when workers suffer from lack of purchasing power due to the economic difficulties, this win demonstrates how union struggle brings achievements to workers. Congratulations to the three Turkish metal affiliates.”

 
IndustriALL Global Union, assistant general secretary, Kemal Özkan, said:

“This is a huge win thanks to the unity, determination and struggle by metalworkers and their unions. Our Turkish metal affiliates have shown an excellent example by working together, supporting each other and fighting back together. Bravo.”

Human and labour rights under attack in Iran

The communications blackout is being used to conceal serious human rights’ violations, silence workers’ voices and prevent documentation of abuses. Restoring full access to the internet and independent communications is an urgent and legitimate demand of the protests.
 
Since late December, demonstrations driven by a deepening economic crisis, soaring inflation and collapsing livelihoods have spread rapidly across the country. Protesters have faced extreme repression, including the use of military grade ammunition and heavy weaponry in urban areas. Reports from inside Iran, despite the blackout, indicate mass arrests, widespread injuries and a rising death toll. The use of lethal force against people exercising their fundamental rights to protest and strike is unacceptable and must end immediately.
 
The detention and imprisonment of people for participating in protests is another grave violation. Calls for the immediate and unconditional release of all political detainees arrested for taking part in demonstrations are fully justified. No one should be deprived of their rights and freedoms because they have spoken out against poverty, injustice or corruption.
 
The blackout itself constitutes a serious violation of the right to information and freedom of expression. Cutting off internet and phone services not only isolates the population but also places lives at further risk by preventing access to emergency services, independent news and international scrutiny. An internet shutdown is not a security measure; it is a tool to hide crimes.
 
Alongside condemning the violence and repression, IndustriALL reiterates core labour and human rights demands. Iranian authorities must fully implement the provisions of the International Labour Organization conventions 87 and 98, which guarantee freedom of association, collective bargaining and trade union rights. The Islamic Republic of Iran must recognize the right of workers to strike in defence of fair wages and humane conditions of service.
 
The current economic crisis has pushed millions into poverty. Iran must set a minimum wage at a level that allows workers and their families to afford food, housing and essential utilities, ensuring a dignified standard of living for all. Policies that entrench inequality while protecting elite privilege have fuelled widespread anger and must be reversed.
 
IndustriALL assistant general secretary, Kemal Özkan, said:

“Iranian workers and citizens are legitimately demanding dignity, justice and a voice in shaping their today and future. The use of violence against them is unacceptable and all those detained for exercising their rights must be released immediately. Iran must respect international labour standards, recognize the right to strike and ensure wages that allow workers and their families to live in dignity. IndustriALL Global Union stresses that the future course of developments in Iran is the sole preserve of its people.”

 
IndustriALL stands in solidarity with the people and workers of Iran. The demands being raised for an end to violence, for freedom of communication, for the release of detainees, for basic labour rights and for economic justice are legitimate and rooted in universal human dignity. The international community must not remain silent in the face of repression carried out behind a wall of digital darkness.
 

Image: Wikimedia_Creative_Commons_CC0_1.0_Universal_Public_Domain_Dedication

IndustriALL calls to defend the rule-based international order

IndustriALL Global Union stands behind the statement made by the International Trade Union Confederation (ITUC) and the Trade Union Confederation of the Americas (TUCA), condemning the US military attack on Venezuela and the violation of its sovereignty. This is a clear violation of international law and cannot be tolerated. Forced regime change is not acceptable anywhere in the world. We support the demand for an immediate release of the President and his wife and call for an urgent return to dialogue so that peace, sovereignty and self-determination are upheld in the region.

IndustriALL is extremely concerned about this dangerous move away from an international rule-based order and reiterate the call from our Congress in November last year.

At its Congress in Sydney in November 2025, IndustriALL reaffirmed that peace, respect for international law and universal human rights are non-negotiable foundations as we build towards a just and sustainable world. Congress also underlined the role of international institutions, such as the United Nations in peacekeeping, mediation and peaceful resolution of conflicts. Unilateral military actions that bypass multilateral institutions undermine this framework, weakening global efforts to maintain peace.

The Congress resolution recalls that international trade must work for working people, be grounded in rules that apply to all and respect fundamental workers’ rights. Geopolitical escalation and unilateral measures disrupt global and regional supply chains, destabilise economies and place workers at greater risk of job losses, trade union repression and declining wages and working conditions.

IndustriALL calls on governments to:

IndustriALL reaffirms its solidarity with workers and communities affected by conflict, repression and economic instability. This particularly goes to people and workers in Venezuela. As trade unions, we stand for peace, democracy, social justice and workers’ rights globally. Without peace and respect for the rule of law, decent work and fair trade are impossible.

Image: Shutterstock

Unions from Adidas supplier countries meet amid growing concerns over collective bargaining

Around 30 union representatives from Cambodia, Indonesia, Pakistan, India and Myanmar, alongside a delegation from German union IGBCE, gathered in Tangerang, Indonesia, to strengthen coordination between unions in Adidas production countries and gain clearer insight into how labour standards are applied across the supply chain.

The meeting took place against growing concern over Adidas’ approach to collective bargaining. In Germany, the company withdrew from sectoral collective bargaining on 1 September 2025, a move unions describe as unexpected and damaging to long-standing social partnership arrangements.

Addressing the meeting, IGBCE executive board member Alexander Bercht said Adidas had previously been covered by collective agreements for the shoe and sporting goods industry. He told delegates that repeated efforts to persuade the company to return to collective bargaining had failed and that management had not responded to demands to begin negotiations on a domestic agreement.

The decision in Germany has been closely watched by union representatives in Asia. Delegates raised concerns about working conditions in their home countries, citing limited worker protections, pressure on supplier companies and obstacles to raising complaints. Several warned that developments in Germany risk sending a negative signal throughout the supply chain.

“The issue of collective bargaining at Adidas plays a huge role around the world,”

Bercht said, noting that decisions taken at headquarters often shape labour relations far beyond Europe.

Ahead of the meeting, IndustriALL Global Union raised its concerns directly with Adidas management. In a letter to chief executive Bjørn Gulden, IndustriALL general secretary Atle Høie called on the company to restore its collective bargaining commitments in Germany and uphold international labour standards across its operations. IndustriALL has also urged Adidas to join the ACT initiative, which promotes living wages and collective bargaining in the garment and footwear industry. While brands including C&A, H&M, Inditex and Zalando are signatories, Adidas has so far declined to participate.

Delegates also raised concerns about Adidas’ continued sourcing from Myanmar, where a military junta seized power in 2021. Union representatives cited the case of supplier Pou Chen and warned that freedom of association is not possible under current conditions, increasing risks for workers.

To strengthen long-term oversight of labour rights, wages and environmental standards, unions agreed to establish an international Adidas network under the umbrella of IndustriALL. The network aims to improve information sharing, strengthen organizing across borders and increase pressure on the company to engage in meaningful social dialogue.

“This meeting and the establishment of a global union network mark an important step in linking disputes over collective bargaining in Germany with the realities faced by workers throughout Adidas’ global supply chain,”

said Christina Hajagos-Clausen, IndustriALL textile and garment director.

“Bringing workers together across borders shows the strength of union solidarity.”

Lululemon supplier terminates 500 Philippine workers during Christmas

Although the company paid one month’s wages in lieu of notice, severance pay and prorated 13th-month pay and coordinated with other freeport employers and the Department of Labor and Employment (DOLE) on re-hiring activities, the union TF2 said the severance pay was inappropriate, as it amounted to only 50 per cent of the agreed amount. TF2 also said the closure could be an act of union busting in disguise.

TF2 representative Laudicia Casana says:

“The closure has resulted in serious economic and psychological impacts on workers and their families. DOLE, Lululemon and the Clothing, Textile Industry Tripartite Council (CTITC) should convene a thorough investigation. The closure is tantamount to the abolition of the sole and exclusive bargaining agent (SEBA) union, which constitutes an unfair labour practice under the Philippine Labour Code and must not be tolerated.”

Members of the IndustriALL Global Union affiliate TF2–FFW Kilos Damit at the factory said they were shocked by the announcement. TF2 expressed deep regret over what it described as an inconsiderate decision, noting that the employer did not engage the union in social dialogue over such an important management decision.

In 2021, the company cited the Covid-19 pandemic as justification for placing more than 100 workers on indefinite unpaid leave. It also delayed the collective bargaining process and dismissed eight union leaders from the Charter Link Inc Employees Union (CLIEU-FFW). Following the intervention of IndustriALL, Lululemon and the labour court, the eight union leaders were reinstated.

In a letter to the Department of Labor and Employment, IndustriALL general secretary Atle Høie urged the Philippine government to conduct a full and transparent investigation into the closure of Charter Link Clark, including verification of the reasons given by the company.

“The government must ensure full compliance with the collective bargaining agreement and all applicable labour laws. Should the company resume operations under the same or a different name, and in the same or a different location, we strongly request that affected workers be given priority in recall and re-employment, in line with Philippine labour standards and principles of fair labour practice,”

Atle Høie added.

Photo: Wikimedia Commons (CC0)

A deadly night at sea: when dishonesty, legal gaps and unsafe practices cost workers' their lives

Eyewitness testimony from co-workers makes clear that this was a workplace accident. Several workers were deployed in small boats to guide and secure the ship K Ashia’s anchor as it was being beached in heavy fog and poor visibility. As the vessel veered off course, it struck the workers’ boat. Two men were thrown into the sea and never returned alive. Their bodies were recovered hours later along the shoreline—one intact, the other dismembered by the ship’s propeller.

Despite this, the yard owner initially attempted to deny responsibility, claiming the deaths resulted from a robbery attempt and an external attack. This account was contradicted by workers, union representatives and ultimately, by the owner’s own actions. Compensation was paid to the families—an implicit acknowledgement that the deaths occurred in the course of work, not as a criminal incident unrelated to yard operations.

Thanks to the swift intervention of trade unions affiliated to IndustriALL Global Union, the families did not face this injustice alone. Union leaders challenged the employer’s narrative, engaged with authorities and negotiated directly with management. As a result, both families received compensation of approximately 1.1 million BDT each (US$ 9 000). While this support is critical, no amount of money can replace a life lost and the compensation remains insufficient for families who have lost their primary breadwinners.

“This tragedy exposes what happens when safety is treated as optional and responsibility is denied. “Beaching a ship at night may be legal under current rules, but it should not be. Sending workers into the dark, in fog and poor visibility, is a recipe for disaster. Compensation after the fact does not excuse the failure to prevent these deaths. The law must be strengthened so that workers’ lives are protected at every stage of ship recycling,”

said Walton Pantland, IndustriALL director for shipbuilding and shipbreaking. 

This case also exposes a dangerous legal gap. Night work in shipbreaking yards is widely recognized as unsafe and is restricted under existing regulations. However, current law in Bangladesh governs dismantling operations—not ship beaching. As a result, beaching vessels at night remains legal, even in conditions of poor visibility and extreme risk. This tragedy, highlights the urgent need to extend legal protections to all stages of ship recycling.

Ship recycling remains one of the most hazardous industrial sectors in the world. In Sitakunda alone, dozens of serious accidents occur every year, many resulting in amputations, permanent disability or death. When employers obscure the truth and exploit regulatory gaps, workers bear the cost with their lives.

Compensation after death is not justice. Justice means preventing such incidents from happening in the first place—by banning night-time beaching, enforcing strict safety standards, holding employers accountable and establishing long-term social protection systems so that families are not left without support when tragedy strikes.

Khalek and Saiful deserved safe working conditions and honesty from their employer. Their deaths must strengthen the call for reform, enforcement and dignity for all ship recycling workers.

Union advocacy cuts mine worker fatalities in Pakistan in 2025

Pakistan’s mining sector has long been among the country’s most dangerous, marked by unsafe working conditions, weak enforcement of safety standards, low pay and limited social protection. Until recently, more than 300 mine workers were reported to die each year, with over 3,000 suffering serious injuries, according to IndustriALL affiliates in Pakistan—figures likely understated due to widespread under-reporting, particularly in remote areas like Balochistan.

Conditions improved in 2025 following several key developments. After a series of attacks, the Balochistan government deployed army troops to affected areas, curbing illegal mining operations that had accounted for a significant share of fatal accidents. In March, the enactment of the Balochistan Mines and Minerals Act 2025 introduced a new legal framework more closely aligned with international safety standards.

Severe flooding over the past year has also forced the closure of numerous mining sites, contributing to a decline in reported accidents.

A further step came in November 2024, when mining employers and the Pakistan Central Mines Labour Federation (PCMLF) signed an agreement, following a meeting supported by IndustriALL and Australia’s Mining & Energy Union (MEU), covering occupational safety and health, skills development, access to medical care, wages, protective equipment, safer transport and social protection. Regular OSH campaigns and awareness workshops were also carried out under the Save Mining campaign.

Health and safety workshop

Another mining affiliate in Pakistan, PMWF has also been actively campaigning to improve safety and health standards, urging federal and provincial authorities to ratify and implement the ILO Safety and Health in Mines Convention (C176). Its efforts include raising awareness among more than 840 miners about safe mining, promoting training and medical support, and advocating for stronger enforcement of safety regulations to prevent accidents and fatalities.

Throughout 2025, IndustriALL mining affiliates PMWF and PCMLF, with support from MEU, held monthly occupational health and safety awareness workshops across major mining clusters in Balochistan, focusing on hazard identification, workers’ rights and emergency preparedness. At the same time, IndustriALL stepped up its campaign for Pakistan to ratify C176 on safety and health in mines, pressing the government to align national legislation with international standards and strengthen accountability.

Despite these gains, illegal mines continue to operate in some areas with institutional backing, while restricted media access has contributed to the under-reporting of accidents. Although official figures point to a 50 per cent drop in accidents in 2025, unions and the National Commission for Human Rights (NCHR) estimate the decline at closer to 20–25 per cent. IndustriALL affiliates in Pakistan will continue to the fight for safety for mine workers across the country.

Atle Høie, general secretary, IndustriALL says:

“In May 2025, the government expressed its intention to ratify three key ILO conventions; C155 on occupational safety and health, C187 on the promotional framework for occupational safety and health, and C176 on safety and health in mines. The ratifications are expected to be completed by early 2026 and are an important step forward. However, these commitments must now be translated into real implementation on the ground.”

IndustriALL and ENI strengthen global labour commitments

The negotiation process lasted two years and involved active participation by trade unions across multiple countries and sectors in which ENI operates. It stands as a clear example that global bargaining and transnational cooperation continue to be effective tools for protecting workers in a rapidly changing world.

At the signing ceremony held in Milan on 13 January, representatives of ENI’s global management, Italian trade unions, and an international delegation from IndustriALL underscored the significance of the agreement as a living instrument for social dialogue and the protection of labour rights throughout the company’s global value chain.

All of the members of the global committee gave concrete examples where they had used the GFA to achieve important wins for their members.

The renewed agreement includes several key improvements over the previous version:

One of the most important aspects highlighted by the unions is the shared commitment to maintaining the agreement as a living, evolving instrument capable of responding to the major challenges of today and tomorrow: decarbonization, digitalization and increasingly complex supply chains. In a global context marked by geopolitical uncertainty and growing pressure on labour rights, this type of agreement demonstrates that ambitious and responsible cooperation remains possible.
 
The renewed GFA reinforces the monitoring tools and institutionalized dialogue mechanisms between the company and the global trade union movement. The agreement maintains and strengthens the annual review process, creating a space for joint assessment, transparency, and accountability.

“This renewed agreement is not just symbolic, it’s a real commitment to fundamental labour rights, corporate responsibility and a Just Transition. The fact that a company like ENI is reinforcing its due diligence practices in today’s global context and integrating ILO Convention 190 sends a strong signal of leadership. But beyond the text, what really matters is implementation: it’s time to work together to make these commitments a reality everywhere ENI operates,”

says Atle Høie, IndustriALL general secretary.