Threats target Colombian mining union officials

Colombia has long ranked among the world’s most dangerous countries for trade unionists. International organizations report that in recent decades, dozens of union leaders have faced threats, persecution, and assassinations. While government protection programs have been introduced in recent years, significant risks remain, particularly in strategic sectors such as mining and energy.

The La Jagua branch president of Sintracarbón, Germán Aranzales, has reportedly faced threats and extortion attempts since June 8 of this year, according to union sources. The union has also denounced surveillance and intimidation directed at other members, including trade unionist Silvio Mendoza and Rocío Torres Bobadilla, a lawyer who advises the union on labor proceedings.

The threats began after Sintracarbón and Sintraminergética filed a request with the Labour Ministry calling for the suspension of the collective dismissal of some 300 employees at Prodeco and Carbones de La Jagua (CDJ), emphasising the need to declare the nine subsidiaries of the Glencore group in Colombia as a single business entity.

In the letter sent by IndustriALL to the Colombian government, concern is expressed about the recent threats and harassment and urgent measures are requested to guarantee the safety of the union leaders and advisors concerned. The letter also calls on the public prosecutor’s office to press ahead with the corresponding investigations.

IndustriALL general secretary Atle Høie says:

“We are extremely concerned and appalled by this new and blatant violation of fundamental human and trade union rights. Given the long history of violence against trade union and social leaders in Colombia, we view these threats with the utmost seriousness and concern.”

India: Over 40 killed in factory explosion

The plant has been closed for 90 days following the incident and a police complaint has been filed. A committee has also been formed to probe the causes that led to the fire. Recently, the company denied that there was a reactor explosion in the plant and stated that the cause of the fire may have been overheating. Sigachi Industries announced a compensation of US$ 116 729 to the families of the deceased. Provincial government will also provide immediate monetary relief to the victims.

IndustriALL South Asia regional secretary, Ashutosh Bhattacharya, said: 

“Ensuring occupational health and safety is not a choice but a constitutional and international obligation for the Government of India. Ratifying ILO Conventions C-155 and C-187 will reaffirm India’s commitment to safe, fair, and dignified workplaces for all. The company must take full responsibility for the incident and any lapses that resulted in the blast must be disclosed.”

According to data compiled by IndustriALL, so far this year, over 60 workplace incidents have occurred in the chemical and pharmaceutical sector in the country, which have killed over 100 workers and left more than 170 injured. As workplace incidents are underreported, the actual figures would be much higher. Last year, over 110 workplace accidents occurred in the sector which killed at least 220 workers and seriously injured over 550.

Indian’s national trade union centre, Indian National Trade Union Congress, of which some of IndustriALL Indian affiliates are part, is demanding:

  1. An independent, high level inquiry into the functioning of the factories department,
  2. Suspension and criminal prosecution of any official found complicit in negligence, and
  3. Revamping of inspection mechanism, including strict adherence to ILO Convention-   81.

Sigachi Industries is a prominent manufacturer of microcrystalline cellulose, which is used in pharmaceuticals, cosmetics and food products. The company has a global presence and more than half of its products are exported to over 50 countries.

Photo: Shutterstock
 

Alang workers, industry and global allies unite for Hong Kong Convention

IndustriALL joined key stakeholders including the International Labour Organization (ILO), India’s director general of shipping, Gujarat Maritime Board (GMB) and the Ship Recycling Industries Association (SRIA).
 
The brainstorming meeting chaired by ILO India director, Michiko Miyamoto, underlined the importance of social dialogue and the core ILO conventions. She stressed that the HKC offers an opportunity to improve safety and labour standards, ensuring decent work in ship recycling.
 
India’s director general of shipping, Shyam Jagannathan, welcomed the Convention, calling it a chance for India to strengthen its global leadership in sustainable ship recycling. He emphasized the need for an inclusive, worker-centred approach, urging greater participation of women in the industry.
 
Technical and operational perspectives were shared by Ajith Kumar Sukumaran, additional director general of shipping, who laid out the Convention’s compliance roadmap for India. GMB chief engineer Talawiya confirmed the board’s readiness to provide hands-on support at the plot level to meet HKC standards.
 
While welcoming the Convention, SRIA secretary, Haresh Parmar, cautioned against excessive regulation, advocating for balanced policies that safeguard both workers and business viability.
 
ILO India national coordinator, Pallavi Mansingh, also called for systemic changes that prioritise workers’ voices and needs throughout the process.
 
ASSRGWA general secretary, Vidyadhar Rane, demanded an inclusive approach, where workers are respected not merely as beneficiaries, but as equal partners in shaping the future of ship recycling.
 
IndustriALL assistant general secretary speaking Kan Matsuzaki reaffirmed that the transition to HKC compliance must be just and fair.

“Workers have to be placed at the centre of reforms, emphasizing their rights, livelihoods and representation.”

 
Walton Pantland, IndustriALL shipbuilding and shipbreaking director at stressed that HKC must lead to a safer and cleaner Alang with more skilled, decent jobs. He emphasized the importance of strong yard-level safety committees, collective bargaining agreements and protections for downstream workers.
 
The day concluded with a powerful workers’ Rally, drawing more than 350 workers—including many women—who stood in solidarity for safer, fairer ship recycling.
 
The day ended with a strong collective pledge to continue working together to make Alang a global model for socially responsible, safe, and environmentally sound ship recycling.


 

Union fury erupts over forced Mothae Mine layoffs

The temporary layoffs, which commenced in June this year, have slashed workers’ wages to 50 per cent of their usual earnings, a move the mine attributes to a slow diamond market in Europe. However, IDUL, an IndustriALL affiliate, has condemned the decision as a breach of labour laws and collective bargaining agreements.

Mothae mine’s layoffs come amid a period of transition for the mine’s ownership. Lucapa stated that its divestment to Lephema Executive Transport in 2024 was part of a strategic retreat to focus on assets in Angola and Australia. The sale, finalised in September 2024, raised questions about the mine’s long-term stability. 

IDUL’s objections centre around the unilateral nature of the layoffs. May Rathakane, IDUL general secretary, said:

“Mothae Diamond Mine must respect trade union rights to collective bargaining and refrain from acting unilaterally where workers’ and trade union rights are concerned.”

He argues that Mothae mine’s management flouted legal obligations by failing to consult the union, as mandated by Lesotho’s labour laws and the recognition agreement with the company. Further, he said IDUL is concerned by the erosion of labour rights in Lesotho’s mining sector, where workers often bear the brunt of market volatility. IDUL says the government of Lesotho, which had expressed interest in acquiring Lucapa’s stake and is a shareholder, must intervene to safeguard jobs and ensure compliance with labour standards.
 
IndustriALL director for mining and diamonds, Glen Mpufane, criticised the use of market downturns as a pretext for wage cuts:

“Market volatility is not an excuse to withhold full wages. Diamond mining companies must plan for booms and slumps rather than sacrificing workers’ wages.”

The Mothae mine in Mokhotlong in the Maluti Mountains, in Lesotho’s Butha-Buthe district, has been a significant economic contributor since commercial production began in 2019. Initially developed by Lucara Diamond Corporation, the mine was acquired by Australia-based Lucapa Diamond Company in 2017, which held a 70 per cent stake until its sale in 2024 to local mining and construction company, Lephema Executive Transport.

The Government of Lesotho retains a 30 per cent stake, underscoring the mine’s strategic importance to the nation’s economy, which relies heavily on diamond exports which contribute 6-10 per cent of the country's GDP. In the past, Mothae has unearthed gem quality kimberlites that included a 215-carat diamond.
 
 
 

Argentina’s manufacturing unions warn of deindustrialization and deliver harsh criticism of Milei’s government

According to CSIRA’s statement, in 2024 the manufacturing sector shrank by 9.4 per cent, construction plummeted 27 per cent and other key sectors, such as mining, also recorded declines. Since 2023, more than 1,000 companies have had to close down and nearly 100,000 formal jobs have been lost.

CSIRA says that the main reasons for this decline are the indiscriminate entry of imports, a lack of financing, the country’s uncompetitive currency and paralysis in the domestic market. It warns that, if Argentina continues on this course, SMEs will be weakened, the country’s productive capacity will be destroyed and its dependence on foreign trade will grow.

CSIRA also calls into question the deregulation of the domestic cabotage market, which will allow foreign ships to provide transport services in Argentina. The unions say this will affect employment and generate foreign exchange outflows. In terms of labour issues, it is calling for free trade unions and condemns the rising cost of living, precarious working conditions and the reforms being brought in that will weaken workers’ rights. CSIRA also condems the “outlawing” of Cristina Fernández de Kirchner, warning that “without independent justice there can be no real democracy”.

The statement includes a call for change:

“Argentina has the resources, infrastructure, human talent and scientific knowledge to bring about a new phase of industrial development. What is lacking is political will and the conviction that without industry we will not have a Nation  – and without a Nation, there is no decent future.”

IndustriALL’s regional secretary for Latin America and the Caribbean, Marino Vani, congratulated the CSIRA for its initiative and for holding the discussion and putting forward proposals to make Argentina’s industry viable. 

Desde IndustriALL, el secretario regional para América Latina y el Caribe Marino Vani felicita a la CSIRA por la iniciativa y el debate, y por construir propuestas para viabilizar la industria argentina.

“We regret that the Milei government is not taking measures to safeguard jobs in the sector, as these jobs are important for recovery and development in Latin America. We support the CSIRA’s position and will stand with our colleagues in discussions on the future of Latin America’s industry."

IndustriALL affiliates belonging to CSIRA

Fighting for fair pay: South Asian unionists trained by IndustriALL

The workshop began with a reaffirmation of IndustriALL NO EXCUSE policy on gender-based violence, misogyny and sexism. Participants engaged in interactive sessions, including a power walk activity, to explore intersectional power dynamics. The training focused on advancing equal pay for work of equal value, tackling gender pay gaps and promoting inclusive collective bargaining practices.

Key modules covered during the workshop included: 

During the workshop, participants analyzed how workplace power structures affect women and gender diverse groups, contributing to pay inequity. Definitions and concepts such as pay equity, equal pay for equal work and equal pay for work of equal value and the gender pay gap were explored through group activities and discussion. Presentations on national legislation regarding equal pay in South Asia helped participants understand their legal frameworks and gaps. Hands-on activities highlighted how traditional job assessments undervalue women’s roles and the need to promote fairer and bias-free evaluation systems. Participants learned about how pay transparency can expose as well as address gender pay gap. 

Strategies for campaigning for better wages, especially in female-dominated sectors, were also discussed. Participants developed action plans for advancing pay equity in their sectors, including conducting gender pay gap audits in workplaces where women are predominant and reporting on it, promoting women’s inclusion in decision-making processes and negotiations and ensuring equity-focused collective bargaining in their workplaces.

Armelle Seby, IndustriALL gender director, said:

“The training aimed at equipping our unions with tools and strategies to advocate for pay equity in their unions and workplaces and to push for real change at the bargaining table. It is part of IndustriALL’s commitment to advance gender equality and promote inclusion in workplaces and among affiliates.”

IndustriALL South Asia regional secretary, Ashutosh Bhattacharya, said: 

“Pay equity is not just a women’s issue, it is a trade union priority. Our strategy aims to strengthen unions’ understanding of the gender-based wage gap and equip them with practical tools to advocate effectively for pay equity in the workplace. We must take action by empowering our affiliates’ concrete strategies, we ensure they are prepared to drive real and lasting change at the bargaining table.”

Workers need binding corporate HRDD laws

The union organisations are deeply concerned about the current debates and statements in Europe on Omnibus Directive Package I and II, which risk seriously weakening key corporate sustainability laws, namely the Corporate Sustainability Reporting Directive (CSRD) and the Corporate Sustainability Due Diligence Directive (CSDDD).

These packages, framed under a ‘competitiveness’ agenda, aim to revise or roll back key elements of corporate sustainability and reporting obligations. They substantially discourage already-initiated processes in businesses and workplaces through social dialogue and other instruments developed. Many companies see the value of the CSDDD and the CSRD, and they are already actively engaged in making them concrete on the ground.

Watering down these tools would be a serious setback for these front runners.

“Weakening HRDD laws will leave workers exposed and unprotected. Strong, legally binding HRDD is key to rebuilding trust, strengthening democracy and ensuring fundamental rights are upheld in a fairer global economy,”

says IndustriALL Global Union assistant general secretary Kemal Özkan.

The UN Working Group on Business and Human Rights warns that the packages do not align with the UN Guiding Principles of Business and Human Rights (UNGPs) and risks undermining important advancements on the business and human rights agenda.

A survey of 1,350 German business decision-makers shows strong support for due diligence rules, with 69 per cent rating them as important and many reporting competitive benefits. Yet, over half of them also report that the proposed Omnibus changes introduce confusion and delay investments.

“This a wrong signal to workers and business in the current global context. we condemn the proposals since they are a direct attack on workers’ rights and corporate accountability. And send a very worrying message to workers,”

says Judith Kirton-Darling, industriAll Europe’s general secretary.

According to the 2025 ITUC Global Rights Index, workers’ rights are deteriorating worldwide, with Europe and the Americas seeing their worst scores ever.

IndustriAll Europe and industriALL Global union are standing up for the rights and dignity of millions of manufacturing, energy, and mine workers in industries that are vital to our economies and societies.

Policymakers in Europe must not to weaken the CSRD and CSDDD. These laws must be strengthened to ensure the protection of workers and communities everywhere.
 

Milestone for shipbreaking workers as global Convention comes into force

Adopted by the International Maritime Organization in 2009, the HKC sets global standards for dismantling end-of-life ships, mandating safety, environmental protection, and worker rights. Non-compliant yards will no longer be permitted to operate.

“This is a great victory! The entry into force of the HKC is the result of a long and determined campaign by IndustriALL and its affiliates. The Convention provides the framework for safe and environmentally sound ship recycling. It is up to all stakeholders – employers, unions, governments, cash buyers and shipowners – to put flesh on the bones and make it a living instrument that protects workers and the environment, while creating quality jobs and contributing to the local economy,”

says Walton Pantland, IndustriALL’s director for shipbuilding and shipbreaking.

In Karachi, Pakistan, a roundtable was held today to mark the Convention’s entry into force. Hosted by the National Trade Union Federation (NTUF), an IndustriALL affiliate, the event gathered unions, government officials, and shipbreaking industry representatives. Pakistan ratified the HKC in December 2023, becoming the 23rd country to do so. All major ship recycling nations have now ratified the Convention.

Nasir Mansoor, NTUF general secretary, says:

“The ratification of the Hong Kong Convention is a turning point for Pakistan’s shipbreaking sector. All stakeholders—government, employers, and workers—must now collaborate to implement the Convention’s standards and revive this vital industry to benefit both the economy and the workforce.”

Under HKC rules, shipyards must submit detailed recycling plans and meet strict standards before dismantling begins. Hazardous materials must be safely removed, hot work certificates granted and blocks cut on impermeable floors rather than directly on beaches. Workers must also receive proper training and personal protective equipment.

Participants raised concerns about the sector’s decline in Pakistan, driven by high taxes and unchecked smuggling. Only two or three of Gadani’s 63 shipbreaking yards are currently operating. Though upgrades are underway at about ten yards, none yet meet HKC standards. Urgent calls were made for a national policy aligned with the Convention.
IndustriALL and its affiliates pledged to monitor HKC implementation and push for stronger safety and environmental protections across the sector.

“Ship recycling can bring quality jobs and regional development. But it requires leadership from government, investment from employers, and collaboration with trade unions. The HKC is a skeleton, our collective action will give it life,”

says Walton Pantland.  

Photo: Alang shipbreaking yard, India
 

How Next abandons its workers

Last year, manufacturers, brands and trade unions in Cambodia agreed on the first supply-chain supported collective bargaining agreements (ACT for Cambodia). They have jointly developed a supply chain industrial relations framework to improve wages, strengthen industrial relations and foster a stable and competitive industry. While UK brands, such as Asos, Tesco, New Look and Primark have all signed the legally binding support agreement, ACT member Next has refused despite the call from Cambodian workers and their unions to do so.

By not signing, Next has decided to deny these workers, mostly women in the more than 50 factories that supply Next, decent wages and better benefits. Next also refuses to commit to a living wage for its 40,000 retail staff in the UK, with Next CEO Lord Simon Wolfson saying at the company’s AGM on 15 May that the “demographic” of his workforce – mostly women and young people – meant that their jobs are only "supplementary income" as they are not breadwinners.

Next’s most recent corporate responsibility report states that “protecting the safety, human rights and wellbeing of workers in our supply chain is fundamental.” However, the company’s actions in Myanmar, Cambodia and Sri Lanka show that it is severely failing the many thousands of workers in its production supply chain.

In May this year, Next shut a factory in a free trade zone in Sri Lanka, a wholly owned subsidiary, underscoring the company’s complete lack of respect for workers.  More than 1,400 workers were informed that they were made redundant via text message and locked out of their workplace. Workers, some of whom were loyal workers for over three decades, were cast aside without formal negotiations with their trade union, FTZ.   

IndustriALL filed an OECD complaint against Next in November 2024, due to its decision to continue sourcing from Myanmar despite an ILO Commission of Inquiry finding forced labour and freedom of association violations in the country, and documented violations in Next supplier factories. The case is currently being considered by the UK NCP. 
On 5 June, the International Labour Conference of the ILO voted to invoke Article 33 of the ILO Constitution. Article 33 is the highest sanction in the ILO, and has only been invoked three times in the organisation’s history.

The Article 33 resolution calls on representatives of employers, governments and workers to work together to “to disable all means that have abetted or empowered the perpetuation of the above-mentioned egregious violations” through ending financial flows, business relations, imposing sanctions and other means. There is global consensus on the seriousness of the situation in Myanmar, and the need for coordinated action to isolate the regime financially and politically.

Says IndustriALL general secretary Atle Høie:

“Next’s actions to cast aside international labour standard and due diligence obligations in Sri Lanka, Myanmar and Cambodia makes its CSR reporting a pure whitewashing exercise. Participating in the ACT negotiations for eight years only to refuse to shoulder the responsibility that comes with it is unacceptable.”

Photo: Myanmar textile and garment factory, March 2018

Canada’s federal anti-scab law marks historic victory for workers’ rights

After years of tireless organizing and political pressure, workers in federally regulated sectors are now protected by a law that prohibits employers from hiring replacement workers during legal strikes and lockouts. The new law aligns federal protections with those already in place in Quebec and British Columbia and imposes strict penalties of up to CA$100,000 (US$72,521) per day for violations.

Unifor national president Lana Payne called the law a “historic and hard-fought victory,” stating:

“Unifor and our labour allies mobilized, organized and demanded change and today, we see that the power of collective action can achieve real, lasting progress. No employer should be allowed to undermine negotiations with scab labour.”

The new protections mean that workers in industries like rail transport, telecommunications and banking can now strike without fear that their jobs will be outsourced overnight, marking a crucial shift in bargaining power.

Marty Warren, USW national director, emphasized the significance of the new protections:

“This is a major turning point for labour rights in Canada. For decades, steelworkers have fought to outlaw scab labour and restore fairness at the bargaining table. With this law, federally regulated workers finally have the protection they deserve. It’s a critical step forward for fairness and respect on the picket line.”

Both unions played a pivotal role in building grassroots support, lobbying legislators and ensuring the issue remained a national priority. The legislation, which received unanimous support in Parliament, requires that any exceptions related to essential services must be settled through negotiation, not imposed unilaterally by employers.

While celebrating the win, both Unifor and USW urged continued vigilance. Employers are already seeking ways to exploit potential loopholes in the law. Payne warns: 

“We have to stay vigilant to defend our right to strike, protect our gains and extend these protections to all workers in every jurisdiction.”

USW also noted that while the law is a step forward, its full impact will depend on strong enforcement and closing remaining gaps that could weaken its effect.

IndustriALL assistant general secretary, Kemal Özkan, praised the achievement: 

“This victory in Canada is a powerful example of what workers can achieve through unity and determination. We commend our Canadian affiliates and the entire union movement in the country on this victory and stand with them in the fight to extend these protections to all workers.”