Tunisia’s Parliament approves disputed labour law

According to the government, the law aims to prevent fixed-term employment contracts, eliminate labour subcontracting and guarantee the right to permanent and stable employment. The government says that the objectives of the law are in line with the Tunisian state's vision based on the social role of the state.

These amendments, which affect workers, come amid tense relations between UGTT and the Tunisian government and the suspension of dialogue.
Before the amendments were presented to the parliament, UGTT issued a document containing its observations. According to the UGTT, the amendments have been made without consultation, which is a legal flaw. The law requires the government to consult within the National Council for Social Dialogue, which did not happen. 

UGTT state that, despite its importance, the proposed revision represents a partial and limited response to the phenomenon of precarious employment, which does not guarantee decent work, social justice and human dignity, objectives that can only be achieved through a comprehensive review of labour legislation. UGTT called for a review of many of the concepts and details contained in the draft law that could open the door to numerous interpretations that could affect the right to strike or pave the way for new forms of exploitation. UGTT called for the adoption of a model/standard employment contract that includes all details and provides guarantees for workers.

Unions discuss the impact on workers

The administrative body of Fédération Générale du Textile, de l'Habillement, Chaussure et Cuir – FGTHCC-UGTT, which met on 17 May 2025, criticized the lack of clarity in several chapters and called on the Parliemant to consult before approving the amendments. The administrative body for Fédération Générale de la Métallurgie et de l'Electronique – FGME-UGTT, which met on 19 May 2025, warned of the repercussions of the amendments on workers and the general social climate in the sector. According to the administrative body, the law will encourage employers to terminate many contracts to avoid workers becoming permanent in their jobs.

Fédération Générale de la Pétrochimie – FGP-UGTT organzsed a seminar on the amendments from 15 to 17 May 2025. Experts attending the seminar said that the law contains many vague details that could cause tension in labour relations and called for further clarification of the concepts. They said that the new feature of the law is the recognition by Tunisian law that employment contracts are of indefinite duration.

Said Habib Hazemi, IndustriALL vice president and general secretary of Tunisia’s FGTHCC-UGTT:

“The new law is vague. The ambiguity in the definition of subcontracting may be an obstacle to foreign investment and the work of international companies in Tunisia. It's therefore necessary to clarify matters by distinguishing between subcontracting, which means the exploitation of workers, and subcontracting, which means a Tunisian company obtaining a share of the market.”

Abdelaziz Arfaoui, general secretary of FGME-UGTT, said:

“The law has profound implications for workers, and we witnessed a major layoff campaign before the law was debated. Companies are seeking to avoid the effects of the new law. Workers and unions in the metal and electronics sectors will pay the price for the amendments.”

Salouan Smiri, general secretary of FGP-UGTT, stated that:

“The opinion of UGTT is important, and it would have been more appropriate for Parliament to listen to workers' representatives. This did not happen, which is a major shortcoming. We fear that the lack of clarity in the law will lead to an increase in litigation and injustice for workers.”
 

From Belarus to biohazards: unions demand action at ILC

Every ILO member state can send a delegation to the ILC consisting of two government delegates, one worker delegate and one employer delegate. Each delegate has one vote in the Conference plenary. Delegations also include advisers but they do not have voting rights. International organizations, like IndustriALL Global Union, attend as observers.

Why is the ILC important for trade unions?

The International Labour Conference brings together workers, governments and employer representatives on an equal platform. Through the workers group, national and global trade unions can influence government and employers’ policies, for example in the drafting of Conventions, and also in the monitoring of their implementation in member states.

The Conference is also important to trade unions because:

IndustriALL is participating in this year’s discussion on possible international standards on the protection of workers against biological hazards, as well as the discussions on promoting the transition to formality for decent work. IndustriALL will also be part of the workers’ group led by the ITUC at the Standard-Setting Committee on Decent Work in the Platform Economy.

ILO urged to enforce Article 33 on Myanmar

Earlier this year, the ILO Governing Body drafted a decision on the restoration of democracy and respect for fundamental rights in Myanmar, recommending the ILC consider measures under article 33 of the ILO Constitution to secure compliance by Myanmar with the commission report. The grounds are the military junta’s failure to carry out the recommendations given after an ILO Commission of Inquiry found serious violations of Forced Labour and Freedom of Association protocols.

Invoking Article 33 has only happened twice before in the history of the ILO, the last time was over Belarus in 2023, underscoring the severity of Belarus's violations of workers' rights. Belarus has become one of the worst countries in the world for workers, where independent trade unions have been dismantled, labour rights criminalized and freedom of association completely suppressed, prompting urgent calls for international action and ILO intervention.

What is the Conference Committee on the Application of Standards (CAS)?

The CAS is an essential part of the ILO’s supervisory system in that it checks how ILO standards are being applied by member states. There is preliminary list of 40 cases, out of those cases, 24 will be selected for the CAS discussion. In addition there will be a special sitting by the CAS on Belarus on 7 June.

Together with affiliated unions present in Geneva during ILC, as well as other activists, the global unions are planning a number of demonstrations at the Broken Chair in front of the Palais des Nations. The Broken Chair symbolizes resistance to violence and serves as a meeting point for demonstrations in support of human and labour rights.

IndustriALL engages investors to hold Glencore accountable for ESG impacts

This year, IndustriALL delegates will travel to the AGM from Colombia, Canada and South Africa to share their testimony and perspectives about working for Glencore. Their stories involve common themes, such as a lack of corporate transparency and a failure to engage stakeholders meaningfully; failure to adequately address environmental damage at its assets; abandonment of social commitments to workers and local communities and refusal to enter into social dialogue with trade unions. 

The delegates’ accounts, some of which have been captured in an investor brief published today by IndustriALL, stand in jarring contrast with Glencore’s own glossy sustainability reporting, which provides a highly selective look at its operations.

IndustriALL plans to continue engaging investors beyond the AGM, for example at an invitation-only, virtual round table in June, where investors will have a chance to interact directly with workers from multiple Glencore assets.

To make reasonable investment decisions, asset owners and asset managers need substantive information about how the company manages its environmental, social and governance (ESG) risks – such as how Glencore treats its workforce and the communities surrounding its assets, and how it is approaching the looming question of energy transition. Prudent investors seek this information from sources beyond the company itself, including those whose lived experience differs substantially from corporate reporting. 

And as multiple international frameworks, such as the OECD’s Responsible Business Conduct for Institutional Investors, have confirmed, investors are increasingly expected to use their “leverage” to engage companies to prevent or mitigate negative impacts on human rights and the environment.

Says Glen Mpufane, IndustriALL mining director:  

“We welcome the opportunity to speak with investors who share our concerns about Glencore’s poor ESG record. Together, we intend to hold the company to account for its impact on workers, local communities and the environment.”

South Africa: Women miners stripped naked at Kopanang gold mine

Kopanang Mine was sold to Hong Kong based Heaven-Sent SA Sunshine Investment company by AngloGold Ashanti in 2018.
 
Over 12 women miners have reported violations of the degrading body searches including being stripped naked by the mine security under the pretext of looking for stolen gold. The number could be higher as some workers have been intimidated and are afraid to speak out. Those who have challenged the humiliating searches which happen at the end of miners’ shifts have been suspended. For example, one worker was suspended after she refused to take off her underwear and open her legs during the searches. 
 
Further, the workers say that they are working for long hours and not allowed to take food underground. The NUM is considering taking legal action against Kopanang Mine and calling upon the department of mineral resources to investigate. The union is also meeting with Kopanang mine management and demanding that they desist from the violations. Additionally, the union says there are technologies that can be used in body searches that are designed in ways that respect workers’ rights to privacy and dignity instead of security guards stripping women miners naked. The ministry of women, youth and persons with disabilities, mine affected communities, and civil society organizations have also condemned the horrific violations.
 
At the NUM women’s conference in March, Magrett Gabanele, chairperson of women’s structure, said the union remains committed “to fighting against gender-based violence and harassment for women miners.”
 

“This is not only about labour violations and or privacy breaches, but also about gender-based violence at its most invasive and brutal. It is about the commodification of women’s bodies in the name of security. It is about the silent consent of those who benefit from systems that allow such dehumanization. When women’s bodies are sites of surveillance, suspicion and violence, it is not just an issue of poor management; it is a manifestation of entrenched patriarchy at the workplace,”

wrote Tania Bowers and Lebo Mncayi-Poloko former NUM women’s structure members in the Sowetan.

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

“The reprehensible actions of security guards at Kopanang Mine, which gravely violate the dignity of women, must be unequivocally condemned. The mine must urgently enact robust policies to stop this humiliation and gender-based violence.”

What good is due diligence without the people it’s meant to protect?

By Kemal Özkan, IndustriALL Assistant general secretary 

As authoritarian practices rise and democratic rights erode, Human Rights Due Diligence (HRDD) is emerging as a vital tool, perhaps the most powerful we have, to reverse that trend.

At IndustriALL, we believe HRDD along with the UN Guiding Principles on Business and Human Rights has the potential to transform corporate accountability. But for that to happen, workers and unions must be fully at the table, not watching through the window.

Why HRDD, why now?

The growing wave of national and international legislation on HRDD, from individual countries like Germany and France to the European Union (EU), reflects an important shift although there are unfortunately some indications of regression. It signals that voluntary codes of conduct have failed. They have lost credibility because they have been used as cover for business-as-usual practices that continue to exploit workers with impunity.

HRDD offers something different: a legally binding framework that holds companies accountable for the entire lifecycle of their operations, from sourcing to delivery, upstream and downstream.

But HRDD is more than a regulatory development. For us, it is a concrete opportunity to defend and advance workers’ rights where they are most under threat.

In many countries, especially in the Global South, domestic laws fall short from protecting workers from abuse. HRDD legislation gives us leverage to demand compliance with international labour standards and to push back against repression. In this way, it helps defend not just individual workers, but the very principles of democracy and social justice.

The risks we face

In Europe, the legislative momentum that gave rise to HRDD is now facing backlash. The European Commission’s Omnibus proposal is a case in point, a rollback disguised as “simplification,” prioritizing profit over human rights and environmental protection. Trade unions were excluded from the consultation process, and no impact assessment was conducted. This is unacceptable.

Companies, too, are pushing back. With the global economy facing rising costs and uncertainty—amplified by tariffs and shifting trade policies, businesses are seeking ways to reduce risk. But rather than doubling down on ethical practices, many are responding by rerouting supply chains to jurisdictions with weaker labour laws. Some are even questioning their ability to meet transparency requirements, arguing that economic pressure makes full due diligence “unrealistic.”

These are not excuses we can accept. HRDD is not a luxury for when times are good, it is a requirement precisely for when times are tough.

The tariff effect

New tariffs on goods like steel, electric vehicles, and green technology are already disrupting global trade. As companies scramble to maintain margins and adjust sourcing strategies, we fear they will cut corners on rights protections. In their rush to diversify, many may move production to locations with weaker regulatory frameworks, ignoring basic checks on labour conditions and environmental impact.

This is a direct threat to the credibility of HRDD. The more opaque the supply chain becomes, the harder it will be to monitor and enforce human rights standards. We must not allow economic or geopolitical pressures to become the loopholes that unravel HRDD commitments.

What needs to happen

For HRDD to be truly effective, one condition is non-negotiable: the full involvement of trade unions.

Workers are the ones who face rights violations. They are also the ones who know best where risks lie and how to fix them. HRDD must be grounded in social dialogue and industrial relations. Anything less is window dressing.

At IndustriALL, our HRDD strategy rests on three pillars:

  1. Advocacy and campaigning – for a strong legal environment that mandates due diligence and enforces consequences for non-compliance.
  2. Implementation tools and mechanisms – including Global Framework Agreements and innovative sectoral models like the ACT initiative and the Accord on Fire and Building Safety.
  3. Awareness-raising and capacity-building – to educate and empower workers and unions across all sectors and regions to engage actively in HRDD processes.

We are not starting from zero. From the International Accord’s expansion to Pakistan, to ACT’s role in improving wages in the garment industry, to the sector-wide progress made in Cambodia, our movement is already shaping what good due diligence looks like. The next step is ensuring that these successes become the norm, not the exception.

A message to our movement

No HRDD approach can be credible without unions. We must be involved in the phases of legislation, the enforcement, and the day-to-day monitoring of compliance.

We cannot let this moment pass. If done right, HRDD will not just improve conditions for workers in supply chains. It will help rebuild trust, strengthen democracy, and lay the foundation for a more just global economy.

International production through supply chains presents enormous challenges. But HRDD is the key to managing those challenges, and to ensuring that fundamental rights are respected. It is not just part of our strategy at IndustriALL. It is the future.

South East Asia: Building youth power and more youth structures

Participants were exposed to new topics such as the pattern of global supply chain against the background of neoliberal economic theory, how unions respond to supply chain changes and collaborate with unions in global north, how to use human rights due diligence and other remediation tools to protect workers’ rights. The youth from manufacturing sectors appreciated the mine workers’ hard work after they did an exercise on dissecting the supply chain of a smart phone and a car.

Through role plays on the shift of production between the global north and south and vice versa, youth participants explored the trade offs in job opportunities and the importance of solidarity and collective action. 

To strength youth organizing, participants agreed on several key actions: forming more youth committees at federation and plant levels, establishing study circles, increasing social media activity on young workers’ issues, creating WhatsApp groups for company level communication, continuing training on gender-based violence and organizing, holding federation level youth leadership camps and collaborating with the other youth organizations for meeting and activities. 
   
FES Philippines resident representative Marie Schröter said: 

“Knowing global supply chain is crucial because it makes you understand where power centres are, how to improve workers’ rights and how to organize workers more effectively. The youth should practice different tools and leverages, also moving beyond unions' comfort zone and build a team around you with honest feedback.”

 
IndustriALL youth officer, Sarah Flores, said:
 

“You are now a strong network of young union activists across the region. Last year you have also activated the network to campaign against a union busting case against our brother in this network. Please continue to be active, communicate and exchange with each other. Don't forget where you want to go, your vision and utopia, together we will build a strong collective movement.”

Textile and garment unions in Asia-Pacific advance Just Transition agenda

In his opening remarks, VGCL vice president Huynh Thanh Xuan emphasized the need for trade unions to support workers through the green transition.

The workshop addressed the challenges and opportunities for protecting workers amid the shift to more sustainable industrial practices in the sector. IndustriALL sector director Christina Hajagos-Clausen, highlighted the importance of a comprehensive approach:

“Just Transition is the path to a sustainable future, a prerequisite for progress. This must include a sustainable industrial policy, with strong social protections and creative labour adjustment programmes.”

Ingrid Christensen, ILO country director in Vietnam, delivered a technical presentation on Just Transition, outlining the ILO’s commitment to promoting decent work and advancing social justice.

Participants reviewed the outcomes of the ILO experts meeting on decent work opportunities and challenges in recycling, held in Geneva from 5 to 9 May. Christina Hajagos-Clausen shared draft policy guidelines on TGSL sector engagement in recycling. Jenny Kruschel from Australian union CFMEU  contributed insights as a participant in the ILO meeting. The guideline outlines policy measures and actions that governments, employers, workers and other stakeholders can take to promote decent work and address related challenges in recycling and associated sectors.

Further discussions explored the Paris Agreement’s relevance to the TGSL sector, with UA Zensen sharing examples from Japan’s circular economy and recycling practices.

Presentations from Bangladesh focused on developments such as the employment injury scheme and the International Accord’s impact on creating a safer and fairer industry. The Philippines highlighted the role of a tripartite sectoral structure in facilitating social dialogue and worker-centred climate policies.

Kan Matsuzaki, IndustriALL assistant general secretary, addressed the implications of artificial intelligence (AI) for the sector.

“The TGSL sector is one of the most impacted by AI. For example, in Bangladesh, about 60 per cent of apparel workers face the risk of losing their jobs due to automation, including AI. If guided by solidarity and strong worker participation, AI can indeed become a catalyst for an inclusive, fair, and sustainable industrial economy—one that respects human dignity and leaves no worker behind.”

As part of the effort to ensure no one is left behind in the green transition, IndustriALL affiliates are drafting a Just Transition manifesto. The manifesto will outline key demands and will be accompanied by a strategic action plan.

Participants agreed on the importance of awareness-raising at the shop steward level and committed to building a sustainable and just industrial policy, factory by factory. These efforts will continue in the lead-up to IndustriALL’s 4th Congress in Sydney in November, under the theme Organizing for a Just Future.

Workers at the heart of the energy transition: IndustriALL at IEA skills workshop

IndustriALL actively participated, alongside unions from Denmark and Indonesia, bringing a strong labour voice to the two-day discussions. The workshop focused on advancing a people-centred approach to the energy transition one that ensures the creation of decent jobs, invests in skills development and delivers on the promise of Just Transition for all workers.

“Workers must not be seen as passive recipients of change but as active agents and essential enablers of the transition. Their role, skills, wellbeing and inclusion are fundamental pillars for achieving a sustainable, equitable and effective energy transformation,” 

said Diana Junquera Curiel, IndustriALL director for energy and Just Transition.
 
The workshop addressed critical challenges including skills mismatches, the need for better data to inform workforce planning and the fragmentation of education and training systems. Speakers from Brazil, the Philippines and Denmark shared examples of local initiatives that link vocational training to real employment opportunities. Trade unions stressed that training systems must be co-designed with workers, responsive to labour market realities and backed by strong public investment.

In dedicated sessions on Just Transition, participants acknowledged that many fossil fuel-reliant regions are experiencing job losses without adequate support for reskilling or community revitalization. IndustriALL emphasized that transitions must be negotiated, not imposed and must guarantee the protection of labour rights and decent work throughout the supply chain.

The final session of the workshop brought forward multi-stakeholder perspectives from Chile’s goverment, Indonesia’s trade union, the energy company Electricidade de Portugal (EdP) and the European Skills Alliance. These case studies demonstrated both the progress made and the gaps that remain. Indonesia’s union representative highlighted the urgent need to protect the 6 million workers at risk of displacement due to the energy shift, while the representative from the Chile’s government shared lessons from its legally anchored Just Transition strategy.

Casper Edmonds, head of unit: mining, manufacturing and energy at ILO, highlighted that the energy transition must be rooted in each country’s broader societal vision, combining investment in people and resilient systems and ensuring that those who powered our societies for decades are not left behind—reminding us that Just Transition remains the right strategy, but one we still need to get right.

The IEA concluded the workshop with a commitment to integrate its outcomes into the upcoming World Energy Employment Report and to continue building a global community of practice around inclusive energy workforce development.

“Clean energy transitions are meant to make people’s lives better—by creating decent jobs, career paths, skills and development opportunities for all, everywhere. That’s not a side issue; it’s a central one. We need better data, earlier action and a truly multi-stakeholder approach to ensure that decent work doesn’t just happen by accident, but by design,”

said Brian Motherway, head of energy efficiency and inclusive transitions at the IEA.

Vaal reefs mineworkers remembered

The event is part of the commemorations for the International Day for Health and Safety at work which is celebrated internationally on 28 April. 
 
According to reports, the workers who had finished their shift and were surfacing were hit by a locomotive causing their cage to plunge 460 meters into the shaft. Investigations attributed the cause of the accident to multiple failures caused by negligence to adhere to safety measures. An inquiry by the Leon Commission recommended prosecution for culpable homicide of Vaal Reefs Exploration and Mining Company, a subsidiarity of AngloAmerican which later became AngloGold and AngloGold Ashanti. Although this did not happen, the NUM said a class lawsuit can still be made.
 
However, the commission led to the passing of the Mine Health and Safety Act and stricter regulations in the industry. Since then, fatalities in the mining industry have reduced with the South African mining industry recording its lowest fatality in 2024 when 42 workers were killed in mine accidents according to mine occupational health and safety statistics. The NUM says these statistics “starkly illustrate that the occupational death chambers within the mining industry still persist.”
 
David Msiza, chief inspector of mines in the department of mineral and petroleum resources said: “South Africa must continue to promote accident prevention as lives are still being lost to accidents and occupational diseases.”

The Vaal Reefs Disaster Trust was established to support the miners’ 431 dependants from Botswana, Eswatini, Mozambique, Lesotho and South Africa and provided financial assistance for education up to tertiary level. The NUM, an affiliate of IndustriALL Global Union, said the trust which was set up at the insistence of trade unions has since been wound up.
 
Nomthandazo Joni, one of the trust’s beneficiaries studied commerce and later trained as a health and safety officer, expressed how devastated the families were by the accident:

“Our mothers suffered the trauma of losing their husbands and most did not survive for long. Some families collapsed. Worse still, even beneficiaries who completed their studies are unemployed.” 
 
Daniel Balepile, NUM president said:

“The trust’s main mandate was education and this was achieved as most of the beneficiaries completed tertiary education.”

“The Vaal Reef disaster reminds us of the dangers of neglecting safety in the mines and the greatest lesson from this tragedy is to remain vigilant on health and safety. We always stress on the workers’ right to refusal of dangerous work especially when their lives are at risk,” 

said Glen Mpufane, IndustriALL director for mining and health and safety lead.

When local struggles go global: how GFAs win real change for workers

What is a Global Framework Agreement?

A GFA is a negotiated agreement between a multinational company and a global union federation like IndustriALL. It aims to ensure that wherever the company operates, from a factory in India to a paper mill in Poland, workers have the same fundamental rights: to organize, to bargain collectively, to be safe and to be treated with dignity.

“Think of it as a cross-border contract that gives workers and unions real leverage when local systems fall short,”

says Atle Høie, IndustriALL general secretary.

In a world where companies operate globally but laws remain national, GFAs level the playing field. They offer unions a clear escalation path when national dialogue breaks down, turning a local fight into a global one.

But GFAs aren’t just statements of principle. They are tools in action. When backed by organized unions and persistent coordination, they’ve helped solve disputes, prevent conflicts and build lasting dialogue between workers and management.

Why do GFAs matter?

Multinational companies operate across continents, but workers’ rights are still too often limited by national borders. GFAs help level the playing field. They are set to ensure that a worker in Pakistan or Poland is entitled to the same basic dignity as one in Sweden or Germany. This includes the right to organize, bargain collectively, work in a safe workplace and be treated with respect.

For IndustriALL and its affiliates, GFAs are a strategic tool.

“We fight for them, monitor them and use them to build power from the ground up. And while some critics argue that GFAs don’t always deliver, the evidence shows they often do, when unions actively engage in implementation and companies are held accountable,” says Høie

Siemens: a GFA that resolves conflict in India

The Siemens GFA, signed with IndustriALL, proved its worth when local unions in India faced serious challenges. In one case, the Siemens Workers’ Union (SWU) was struggling with a dispute that had stalled for years. Thanks to the global agreement, IndustriALL and IG Metall in Germany were able to intervene, engage Siemens’ global management and help push for a solution. This direct channel, from the shop floor in India to headquarters in Germany, would not have existed without the GFA.

In another case, the same framework allowed for a negotiated settlement between local union leaders and company representatives, ending a damaging stalemate. As reported by IG Metall and IndustriALL, these cases show how the GFA worked exactly as it was intended: not as a magic fix, but as a tool for real, persistent, cross-border union collaboration.

Essity: long-term dialogue and tangible results

The GFA with Swedish paper hygiene and health giant, Essity, has created a culture of proactive problem-solving. A regular coordination committee, including Swedish unions, IndustriALL and company management, meets frequently, both online and at headquarters. Thanks to this structure, the GFA has helped resolve cases in New Zealand, Poland, Turkey, Pakistan and more. These include organizing victories, lockout resolutions and improved union-management relations.

This is a benchmark case. The company knows that its global reputation depends on how it treats workers, not just at home, but worldwide.

H&M: supplier accountability, union training, and local monitoring

The GFA between H&M and IndustriALL has led to real improvements for workers in supplier factories — especially through the creation of National Monitoring Committees (NMCs) in key countries like India, Bangladesh, Türkiye, and others.

These committees bring together local unions and H&M representatives to resolve disputes, monitor implementation of the agreement, and tackle issues like gender-based violence in the workplace. In India, joint trainings on peaceful conflict resolution have already helped prevent serious escalations.

Read more about how these committees work: Improving the H&M Global Framework Agreement together

Inditex: breaking deadlocks in the supply chain

Inditex, the owner of brands like Zara and Bershka, created a global union committee with IndustriALL under its GFA. This platform was key in resolving a long-standing issue at the Tanex factory in Romania, where the relationship between unions and management had broken down. Through open dialogue and union pressure, the GFA helped restart negotiations and improve social dialogue.

Read more on the case in Romania here.

Solvay / Syensqo and Anglo American: monitoring and commitment

In the chemical and mining sectors, companies like Solvay/Syensqo and Anglo American have signed strong GFAs and participated in monitoring missions led by IndustriALL and affiliates. These missions hold management accountable and keep the agreements alive — not just on paper, but in practice.

Enel: Union victory through GFA support in Italy

In 2024, workers at the Italian energy giant Enel secured a major win on issues related to remote work and corporate welfare. Italian unions were able to push for change by referencing the company's Global Framework Agreement. With support from IndustriALL and Public Services International (PSI), the unions emphasized Enel's global commitments and called for accountability. The result was a renewed agreement that improved worker consultation and participation in decision-making processes, especially around new technologies and flexible work policies.

Read the full story here.

PSA/Stellantis: union gains in Morocco and Brazil

In Morocco, an IndustriALL affiliate at PSA used the GFA to strengthen union power at the Kenitra plant and receive the official recognition as social partner by the company.

Read the full story here.

Meanwhile, in Brazil, the local union at Stellantis’ Jeep plant in Pernambuco raised concerns about union sidestepping and lack of dialogue. Thanks to coordinated action involving IndustriALL and both local and corporate management, the conflict was resolved and a new collective agreement was signed, significantly improving union access and social dialogue across the site, including in the supplier park.

Airbus: health and safety win in Tunisia

At an Airbus facility in Tunisia, a local union raised concerns about ergonomics and occupational safety. Supported by the GFA and the European Works Council, the issue was escalated and resolved, leading to a major investment in safer equipment, new installations, and better overall workplace conditions.

The struggles are real, but so are the victories

It’s true: not all companies fully uphold their commitments under Global Framework Agreements. In some cases, local management may ignore or undermine the principles agreed to at the global level. When that happens, and workers are denied their rights to organize, bargain collectively or work without fear of retaliation, frustration is completely justified.

These struggles remind us that even the strongest agreements need consistent pressure, coordination and vigilance to be effective. But it’s important to remember that these are the exceptions not the norm.

Too often, isolated failures drown out the many quiet, successful outcomes. That’s why sharing GFA success stories matters. GFAs work when unions work them, and when affiliates collaborate across borders with persistence and solidarity. They require active use, mobilization and ongoing follow-up to deliver the protections they’re meant to provide.

Moving forward: what affiliates can do

GFAs are not just for head offices or union leaders. They are tools for every local union. Here’s how affiliates can make the most of them:

“IndustriALL will continue to negotiate, defend and expand GFAs. We believe in their potential because we’ve seen the results. But GFAs don’t enforce themselves, they live through the daily work of our affiliates and the solidarity that unites us.

When used with power and persistence, a GFA can turn a local fight into a global victory. Let’s keep building that power, together,”

says Høie.

Photo credit: Shutterstock 2460677957