HRDD laws – a game changer for workers’ rights

HRDD laws are innovative additions to the instruments that grant workers the possibility to access justice in their work place. In the last century, companies presented their values in unilaterally decided codes of conduct aiming to show customers that they cared, all the while continuing to exploit their workforce. Most of these codes of conduct did not even reference the most fundamental trade union rights; the right to organize and the right to bargain collectively.

Once exposed the pressure from society at large forced governments and companies to look for more convincing ways of showing respect for fundamental workers’ rights. We got the OECD guidelines for Multinational Companies, the UN Global Compact, the ILO MNE Guidelines and the UN Guiding Principles.

All of these put more scrutiny on the ways companies operate, but they were still mostly voluntary. They were also difficult and time consuming to use; you had to be resourceful, and you had to be connected. Unions in the developing world who represent the exploited workers were neither, despite their affiliation to global trade union federations (GUFs). The GUFs themselves developed tools like global framework agreements. These were more effective, but still limited in scope.

From empty promises to real accountability

HRDD has the potential to be a game changer. We are talking about legislation with the possibility of punishing companies that do not live up to the standards they say they respect.

However, there is a big question mark. We've been misled for years by auditing firms conducting superficial checks on code of conduct implementation, international obligations and compliance with established standards. The same risk exists with HRDD legislation. Many laws allow for this type of validation, but if trade unions accept it, we risk ending up with yet another ineffective instrument—no stronger than what already exists.

What makes HRDD a revolutionary concept is its shift toward active trade union participation. No outsourced audits that can be bought, no self-regulation—just genuine validation from those directly affected by workplace violations. By involving unions both in the company’s home country and at production sites, we can achieve a more accurate and unfiltered view of on-the-ground realities, the risks at hand, and the necessary steps for real improvement.

For HRDD to drive real change on the ground, unions must be actively involved. However, many lack the education, experience and confidence needed to navigate this process effectively. The HRDD Competence Centre can help bridge this gap, making its role crucial. But it’s not enough. As a global union, we must push unions in home countries to take responsibility for their supply chains while also convincing affiliates in production countries that HRDD can be a game changer. Given past disappointments with other instruments, we must acknowledge and respect their scepticism while demonstrating why this time can be different.

But imagine that a company does its due diligence in a big factory in a production country with full involvement of the local union and workers. The result will be a true representation of the reality in that factory, a truth from which the company cannot hide. We know that most factories have challenges that the parent company might not even be aware of. With strong legislation in place, companies will be compelled to take action, turning accountability into a legal obligation rather than a choice.

If implemented effectively, I am convinced that HRDD legislation will benefit the big European corporations. These companies face high expectations regarding their commitment to human rights, and many already invest in ethical practices—yet they are undercut by competitors that ignore these responsibilities without consequence. Binding legislation will create a level playing field and as such also create supply chain resilience which will benefit the whole supply chain.

HRDD legislation will also enhance the credibility of global union-led initiatives. The Accord on Fire and Building Safety, which began in Bangladesh and has expanded to Pakistan—with a third country soon to follow—gives affiliated brands a head start in meeting their HRDD obligations. Similarly, the complaint mechanisms established through our ACT cooperation with various brands reinforce accountability. This approach benefits both workers and responsible companies, making it a win-win—one that we must actively promote to more brands.

Building union power through the HRDD Competence Centre

The HRDD Competence Centre will be crucial in advising unions on the new legislation, how it can be used and how to protect workers’ rights. It will be key in developing training materials and building capacity in our unions, and the Centre might even become important for companies who want to do the right thing.

It is important that the new German government stays committed and does not backtrack on what is arguably the most promising legislation in this area. Likewise, the European Union must uphold its ambition with the Due Diligence Directive. For the first time, due diligence is becoming compulsory, offering real hope to millions of workers.

We will do our part. The HRDD Competence Centre will do its part. And if governments finally step up to their responsibilities, we can hold companies accountable. This could mark the beginning of a new era for trade union rights.

Honouring Praveen Rao: a legacy of kindness, commitment and solidarity

For decades, Praveen devoted his career to fighting for the rights of working people, always striving to create a fairer, more just world. His journey in the labour movement was one of commitment and impact. Before joining IndustriALL, he worked extensively in labour research and education, playing a key role in training trade union leaders, mapping industry trends and advocating for vulnerable workers. From his early days at the Maniben Kara Institute, where he conducted extensive research on wages, precarious work and the rights of informal workers, to his impact in major international projects, Praveen’s contributions to the labour movement were deep and far-reaching.

Praveen played an important role in IndustriALL’s work in South Asia. He started in 2014 as a project coordinator, focusing on precarious work, an issue he took on with passion and determination. He believed that every worker deserved dignity, stability and fair treatment, and he worked hard to make that a reality. His commitment continued as he led projects on union building, multinational supply chains and shipbreaking, always with a sense of purpose and justice.

But Praveen’s legacy goes far beyond the work he did, it is the way he did it that people will remember most. He had a quiet strength, a calming presence that reassured those around him. Even in high-pressure situations, he carried himself with grace, showing that stress would not solve problems, but collective action and solidarity could.

Colleagues remember his ever-present smile, his generosity and his willingness to help others. He made a point of expressing gratitude, appreciating those who assisted him just as much as he was always ready to assist others. He embodied the very essence of trade unionism, not just fighting for workers’ rights, but fostering a spirit of mutual support and humanity.

Based in Mumbai, Praveen was genuinely connected to the realities of workers in India and beyond. His work was rooted in a profound understanding of the struggles faced by those in precarious employment in supply chains and in the shipbreaking industry. 

This sudden loss is a heavy one for IndustriALL and for the broader labour movement, but more than anything, it is a personal loss for all who had the honour of knowing him. We will remember Praveen not only for his work but for the warmth, kindness and integrity he brought into every interaction.

Praveen leaves behind his beloved wife and sons, who were his greatest pride. Our thoughts and deepest condolences go out to them during this difficult time. May they find comfort in knowing how much he was respected, admired and loved by all who had the privilege of working alongside him.

In the spirit of solidarity that, we will continue the fight for the values he stood for. And as we mourn, we also celebrate a life well lived, a life dedicated to justice, equality and kindness.

Rest in power, Praveen. Your impact will not be forgotten.

Women’s Day actions prove: the fight for equality is every day

It was not just another International Women’s Day. This was a global call to action.

As part of the global actions marking International Women's Day, Christiane Benner, vice president of IndustriALL and president of German union IG Metall, delivered a powerful video message emphasizing the ongoing struggle for gender equality. She highlighted key achievements, including increased representation of women in union leadership, collective bargaining wins for work-life balance, and structural changes within IG Metall to support women in traditionally male-dominated industries. Benner’s message reinforced the importance of collective action in shaping a more inclusive and equitable future for all.

At the United Nations Commission on the Status of Women (CSW69/Beijing+30), global unions made one thing clear: the time for promises is over. They are pushing for a gender-transformative social contract, one that does not simply pay lip service to equality but delivers real, structural change.

Women workers in Indonesia took bold steps, demanding justice in the garment industry, where cases of gender-based violence and discrimination persist. In South Africa, NUM’s national women’s conference vowed to fight patriarchy and gender-based violence at work, reaffirming that the struggle is not just about policy but about the daily reality of workers.

Together, global unions are demanding:

Women in leadership: From presence to power

This year, IndustriALL’s theme, "women in leadership", celebrates the women who are breaking barriers. They are leading unions, negotiating fairer workplaces, and proving that gender equality is not just about being at the table, but having a voice that shapes the future.

From Brazil to Türkiye, from manufacturing plants to the highest levels of union leadership, women are rewriting history. Their message is clear:

The push for women in leadership is not just IndustriALL's priority but a global movement. The ITUC’s Women in Leadership initiative amplifies this fight by recognizing that representation is not enough, real power means women leading negotiations, shaping policies and driving systemic change. Women trade unionists worldwide are taking this vision forward, ensuring that leadership structures reflect the workforce they represent. The demand is clear: women’s leadership must be the norm, not the exception.

Women are no longer waiting for a seat at the table. They are taking it. And on International Women’s Day, and every single day, the fight is for a world where women in leadership is not an exception, but the norm.

Breaking barriers, lifting others

“For women trade unionists, this fight is not about a single day. It is about the daily reality of demanding equal pay, safe workplaces, and the right to lead. It is about breaking barriers, lifting others as we rise, and ensuring that the next generation does not have to fight the same battles over and over again.

"Our struggle does not last 24 hours. It lasts a lifetime. I know this because I have lived it,” said Christina Olivier, IndustriALL assistant general secretary.

Workers’ solidarity, the key in organizing white-collar workers

Women organizers in Southeast Asia reinforced this message, holding a virtual follow-up session to strategize on organizing white-collar workers despite challenges like funding cuts and workplace fragmentation. The discussion emphasized the power of solidarity, job security, and addressing workers' concerns through direct engagement.

In Europe, trade unionists reaffirmed their commitment to gender equality and women's leadership. IndustriALL Europe emphasized the importance of ensuring that equality policies are not just words on paper but result in real change for women in the workplace. The message is clear: gender equality is a fundamental trade union issue, and achieving it requires collective action and continuous pressure. 

Turning words into action

IndustriALL is not just talking about equality, it is making it happen. This year, the union launched a new pay equity training module to equip affiliates with concrete tools to fight for fair wages and full recognition of women’s work. Developed with support from the Friedrich Ebert Stiftung (FES), these modules are more than just training materials. They are blueprints for change.

The fight for women’s equality is not over. It is not a trend, nor a moment. It is a revolution.

Women in every factory, every union, every country have the rights, dignity and power they deserve.

We reached out to women in IndustriALL's networks throughout many of our sectors, asking questions to women in leadership and women who have been mentored by IndustriALL's women leaders. The responses came pouring in, so many that we couldn’t showcase them all on Women’s Day. So be sure to stay tuned to hear from the many voices of women of IndustriALL, because, in the words of Christina Olivier, this is a movement, not a moment. We don’t need a specific day to share this—we will just keep it coming.

From law to action: New centre to strengthen workers’ rights through human rights due diligence laws

UNI Global Union (UNI) and IndustriALL Global Union are working together with project partners in Germany, the Friedrich Ebert Stiftung and German union confederation the DGB. Initial funding has been provided by the Initiative for Global Solidarity, a GIZ programme supported by the German Federal Ministry for Economic Cooperation and Development (BMZ).

“The transition from voluntary guidelines to mandatory human rights due diligence in Germany and in Europe is a landmark moment for workers’ rights worldwide. We now have a legal framework to hold multinational corporations truly accountable for respecting human rights across their value chains and across their operations. This shift isn’t just a huge boost for the global trade union movement’s ability to support workers advocating for their rights; it also helps businesses by levelling the competitive playing field. It puts the brakes on the destructive race to the bottom that leaves workers vulnerable around the world,” 

says Alke Boessiger, UNI deputy general secretary.

At the 20 March event, union leaders, policymakers and employers will discuss the Centre’s role in ensuring due diligence laws make global supply chains more resilient, fair, and accountable.

"The global trade union movement has a strong interest in leveraging human rights due diligence laws to strengthen workers’ rights worldwide. By collaborating with other global unions, we can bridge the gap between unions in countries where these laws originate, like Germany, and those in supply chains where human rights violations are most prevalent. The new Competence Centre will serve as a crucial resource, providing capacity-building and legal expertise to ensure that human rights due diligence obligations translate into tangible improvements in working conditions across global value chains,"

says Atle Høie, IndustriALL general secretary.

"Strong laws need strong cooperation to make a real difference for workers. The creation of the Human Rights Due Diligence Competence Centre is a testament to the power of collaboration between trade unions, the Federal Ministry for Economic Cooperation and Development and Friedrich Ebert Foundation in turning legal frameworks into concrete action. By bringing together expertise and resources, this Centre will ensure that human rights due diligence laws are not just words on paper but a powerful tool to strengthen workers’ rights and corporate accountability in global supply chains," 

says Yasmin Fahimi, chair of the DGB.

The Centre’s steering committee, comprised of UNI, IndustriALL and DGB, will focus on three key objectives:

1.    Build capacity for trade unions in countries with human rights due diligence laws – starting with Germany – and across global supply chains, enabling them to use corporate due diligence obligations more effectively in defending workers’ rights.

2.    Support strategic interventions using HRDD to safeguard workers’ rights and prevent violations in high priority value chains.

3.    Advocate for effective human rights due diligence implementation by companies and policy makers.
To ensure broad representation and collaboration, additional trade unions and subject matter experts will be invited to join an advisory group, which will help shape the Centre’s strategy and coordinate action where necessary.

The Competence Centre will be registered as a non-profit foundation in the Netherlands and will operate virtually without a physical office location. It will be officially launched in the fourth quarter of 2025.

Background

The German Supply Chain Due Diligence Act has been in effect since January 2023 and will be a key focus of the Centre’s activities. The Supply Chain Act requires large companies (over 1,000 employees) to conduct human rights due diligence to identify, mitigate and prevent risks of abuse of human rights and environmental harm in their global operations and supply chains.

The EU Corporate Sustainability Due Diligence Directive (CSDDD) was adopted in June 2024 and must be implemented by all EU member states from 2026 onwards. The Centre’s mandate will be expanded once the CSDDD is in force. In February 2025, the European Commission introduced an “Omnibus proposal” to amend multiple sustainability-related laws, including the CSDDD. Whilst the stated aim of the Omnibus proposal is to reduce bureaucracy, the proposed amendments would weaken key provisions of the Directive and there is significant opposition from trade unions and civil society groups to the Omnibus proposal.

Photo: Saijoinx factory workers. Electronic components manufacturing company. Kyoto, Japan. Copyright: Marcel Crozet, ILO

IndustriALL calls for stronger protections for women garment workers at UNCSW69

According to the ILO,  the textile, garment, leather and shoe sector employs over 60 million workers, the a significant portion of those being women. The sector is the largest employer of women workers among all industrial sectors.

A panel featuring Nazma Akter, president of Bangladeshi union Sommilito Garment Sramik Federation, Christina Hajagos-Clausen, IndustriALL sector director and Pinar Özcan, international relations secretary at Turkish union Öz İplik İş, emphasized how voluntary corporate commitments have failed to address systemic human rights abuses, leaving millions of workers vulnerable to unsafe conditions, poverty wages and gender-based violence.

"Women in the garment industry continue to face exploitation and dangerous working conditions. The only way to ensure real change is through binding agreements that hold brands accountable,"

said Christina Hajagos-Clausen. 

"Agreements like the International Accord, the Agreement to Support Collectively Bargained Wages in the Garment, Textile,  Footwear and Travel goods Industry in Cambodia (negotiated under the ACT initiative), and global framework agreements are examples of binding agreements that have impact on women garment workers." 

Call for greater corporate accountability

The event highlighted the International Accord, a legally binding framework that has already demonstrated measurable impact in improving workplace safety and rights. Key achievements under the Accord include:

In Bangladesh, where the workforce is about 60 per cent female, around 6,046 women are members of factory safety committees, and nearly 1,600 000 women workers have been trained on workplace safety. Under the Pakistan programme, where the workforce is estimated to be around 11 per cent female workers, 223 women are members of safety committees and close to 2,000 women workers have been trained.

Discussions stressed the critical role of unions in negotiating and enforcing worker protections. Pinar Özcan stressed the importance of global framework agreements in ensuring safer workplaces for women workers. She highlighted the recently co-developed H&M GBVH guidelines and their roll out in H&M supplier factories

IndustriALL is calling for more brands to sign legally binding agreements and for governments to mandate corporate accountability in supply chains.

“Garment workers, the majority of whom are women, deserve better. We need stronger unions, binding commitments, and enforcement mechanisms that ensure their rights and safety,” 

said Nazma Akter.

The event concluded with a call for greater collaboration between trade unions, governments, and global brands to implement solutions that promote gender equality, fair wages, and safe working conditions.

Photo: garment factory, Vietnam © Better Work Programme

IndustriALL auto world conference: focus on transformation and organizing

Transformation and Just Transition: workers must not be left behind

The rapid transformation of the automotive industry, driven by electrification, automation and digitalization, was a central theme throughout the conference. The transition to electric vehicles (EVs) is disrupting production models, supply chains and employment and trade unions are fighting to ensure that workers are not casualties of this shift.

Dr. Lorenza Monaco, research expert, explained that the transformation of the global auto industry is characterized by uncertainties, particularly regarding new players entering the industry (and the mobility sector), environmental pressure and supply chain disruptions. Despite these challenges, many countries, particularly in the Global South, continue to invest in automotive industrialization and technology to secure a future in the sector.

“The key question remains: How can workers and unions influence this transition to ensure fair wages, job security and sustainable industrial policies?”

said Monaco.

In a world where companies are investing billions in electrification without clear political guidelines and afluctuating customer demand, the risks to workers are significant. Trade unions must push for reskilling, upskilling and proactive transition measures. Unions also demand access to critical industry and company data to develop evidence-based strategies for securing the future of their members.

A key takeaway from the discussions is that just transition cannot be achieved by unions alone. Governments, industry and social partners must engage to ensure job security, fair wages and strong labour protections. 

Fighting against union-busting and precarious work

Participants from across the globe shared first-hand accounts of the relentless attacks on trade union rights. From union-busting at Mercedes in USA to union repression in India, Mexico and beyond, the auto industry remains a hostile sector for organizing.

Christine Olivier, IndustriALL assistant general secretary, underlined the need for a strategic response to anti-union attacks:


"Companies are moving jobs to low-cost regions, using precarious contracts and doing everything they can to weaken workers' power. This is a global trend and the only way to fight back is through organizing. If we are not organized, we will lose."

Tesla workers in Sweden have been on a historic strike for 16 months, facing one of the most aggressive anti-union corporations in the world. In the US, Volkswagen workers in Chattanooga finally secured union representation in their third attempt, while Mercedes workers in Alabama faced extreme union-busting, intimidation and a crushingly close vote loss. Despite setbacks, workers remain determined to organize and win.

A key lesson from these struggles is that ground campaigns are the foundation of successful union organizing. Workers must be at the centre of every campaign and unions must stay flexible, continuously assessing conditions and adjusting strategies as needed to maximize impact.

The role of international solidarity

One of the strongest messages from the conference was that international trade union networks are more important than ever. IndustriALL has played a key role in building trade union networks in global auto companies, but funding remains a challenge. Participants discussed whether more networks are needed and how they can be sustained, particularly in sub-sectors such as motorcycles and commercial vehicles, as well as across global supply chains.

The conference emphasized that solidarity cannot be limited to individual cases; it must also tackle systemic supply chain challenges, especially by leveraging human rights due diligence policies and legislation, as well as country-specific issues. Many unions called for more strategic global campaigns to address industry-wide concerns effectively.

India: a model for union strength

India is one of the fastest-growing automotive markets in the world, but precarious work, low wages and weak labour laws remain major challenges. IndustriALL has been supporting union-building in India since 2012.

India serves as a model for how long-term union engagement can strengthen workers' power, but the fight is far from over. Many workers still face extreme exploitation and companies continue to use contract work to avoid responsibility.

A gender-responsive approach to industrial transformation

The conference also tackled the gender gap in the auto sector, recognizing that industrial transformation risks deepening existing inequalities.

A key concern is that women workers face greater risks of job losses in the transition to new technologies. Without proactive policies, automation and restructuring could worsen the pay gap and job insecurity for women.

Unions shared strategies to recruit and retain more women in the labour movement:

Indonesia: Unions engage women through team-building activities, leadership training and education on bargaining.

A key takeaway from the gender discussions was that power-sharing in unions must be a priority. 

"If we want women to feel included in unions, we must change how we communicate and engage with them," 

said one participant.

Unions must also challenge societal norms that limit women’s participation and push for flexible work schedules, better occupational safety measures and gender-responsive policies in the transition to EVs and digitalization.

Next steps: organizing, just transition and global solidarity

As the conference came to a close, participants agreed that the work ahead requires concrete action. Among the priorities:

"Despite geopolitical tensions and right-wing attacks on labour rights, we must continue to fight together,"

said Olivier.

"Through global solidarity, organizing and strategic action, we can ensure that workers are not left behind in this transformation."

The conference concluded with a clear message: the road ahead is challenging, but with solidarity and determination, trade unions will continue to strengthen worker power across borders and play a decisive role in shaping the future of the auto industry.

Click below for acess to the photos of the conference:

IndustriALL world automotive conference

Women workers from across Latin America push for an action plan to achieve equity in the paper sector

The main aims of the meeting were to let the voices of women workers in the paper sector be heard, find out about their concerns and the challenges they face, and begin developing a trade union action plan to promote gender equity in the industry. The proposals put forward were geared towards creating a more inclusive and fairer future for all women workers in the sector. They include:

IndustriALL's vice president for Latin America and the Caribbean, Lucineide Varjão, underscored the importance of ensuring that women workers themselves lead discussions about the problems they face:

"It’s no help if men discuss women's issues. Only we know what we go through. We’ve already organized women in the mining sector, and now it’s the paper industry’s turn. We support trade unions in which women play an active role."

IndustriALL's director for the pulp and paper sector, Tom Grinter, highlighted the industry’s potential for growth in Latin America, and the importance of ensuring that women play a leading role:

"Pulp and paper is a key sector in the region, and it has a promising future. But to make it sustainable, we need to strengthen women's leadership – both in factories and within unions. It’s essential that women pulp and paper workers have stable jobs, that their rights are protected and that their voices are heard when important decisions are made."

Grinter also said that it was necessary to promote the creation of strong women's committees in factories, both nationally and internationally. He stressed that IndustriALL wants to do away with the idea that some jobs can only be done by men.

At the same time, IndustriALL’s global gender director Armelle Seby highlighted the importance of understanding the realities women workers face, to ensure they have the right tools to address them:

"Listening to the concerns of women paper workers is essential if we are to improve the support we provide. Mainstreaming gender in our work is crucial to ensure that we respond more effectively to the needs of our members."

Delegates from various countries shared their experiences and discussed the specific challenges they face. Those from Argentina highlighted the difficulties they encounter in striking the right balance with family responsibilities, which fall mainly on women, which, in turn, can make it difficult for them to be fully involved in union work. They also talked about the tough political situation in Argentina, where the government is constantly cutting benefits earned through years of struggle.

Workers from Brazil spoke about the challenges of getting more women to join unions and talked about gender-based violence and harassment, as well as the pay gap. Those from Peru explained that they are working to incorporate gender issues into their lists of demands in the collective bargaining process. They are calling for improvements such as flexible working hours and breastfeeding support.

Representatives from Colombia said that they did not enjoy the same rights as their male colleagues, while those from Uruguay spoke about the job losses caused by increased automation in factories, which has led to a decrease in the number of female workers. The Uruguayan delegates nevertheless said that they were determined to get training and become more involved in trade unions.

The meeting was brought to an end with a message of unity from IndustriALL's deputy regional secretary and head of the paper sector in the region, Cristian Alejandro Valerio, who reaffirmed IndustriALL's commitment to fighting for gender equality at all levels of the union movement:

“This regional action plan for women in the pulp and paper sector is a crucial step towards building a more equitable industry, one in which women are leaders and have the same rights as men and, most importantly, one in which their work and their voices are recognized and respected."


 

UWUA secures groundbreaking union victory

Michigan-based wind technicians who operate and maintain Vestas wind turbines have voted overwhelmingly to unionize, joining the Utility Workers Union of America (UWUA), This groundbreaking decision marks the first time Vestas wind technicians in North America have unionized.

“This victory is a big win for this group,” says Deirdre Brill, UWUA organizing director. “More and more renewable energy workers are recognizing how unions can help secure better, safer working conditions.”

Fed up with unsafe conditions, grueling 16-hour shifts and working holidays without proper pay, the technicians turned to UWUA for support. Safety and training will be top priorities as the union prepares to negotiate their first contract, ensuring that those who keep the turbines running are protected on the job.
 

“These workers took a remarkable step forward to take back their power,”

says UWUA president James Slevin. “They were up against a strong anti-union campaign. The company pulled all the usual stunts to try to get them to vote against this union campaign. We welcome these Vestas wind techs to our membership and we look forward to addressing their key concerns when we sit down to negotiate their first contract.”
 
The Vestas wind techs manage operations and maintenance for 128 turbines, including major component replacements.
 

“We stood united with the Vestas wind technicians who have bravely organized to secure their rights and improve their working conditions. We celebrate their determination and welcome them with open arms to the union family. We will continue to stand shoulder by shoulder as they negotiate their first contract,”

says IndustriALL general secretary, Atle Høie.
 

Last year IndustriALL affiliates from across the globe met in Vienna to discuss an organizing campaign in the wind power sector. The main objectives of the conference were to discuss the latest trends in the wind power sector and strategies to organize the workforce and organizing in companies like Vestas is a step in the right direction. 

Photo: Shutterstock

IndustriALL calls on the interim government of Bangladesh to uphold the spirit of the Roadmap

The Roadmap prioritises four areas for intervention namely: (i) labour law reforms, (ii) trade union registration, (iii) labour inspection and enforcement, (iv) addressing acts of anti-union discrimination/unfair labour practices and violence against workers. The Government of Bangladesh (GoB) is required to report to ILO twice every year on the progress of the work undertaken regarding the four pillars. 

The latest GoB report, dated 17 February 2025, mentions that the amendments to the Bangladesh Labour Act would be finalised by March 2025, however this seems unlikely.

IndustriALL affiliates have consistently pointed out that many of their recommendations, have not been considered so far. The GoB report also mentions the 18-point tripartite agreement which was signed in September last year to address workers’ concerns, heralding it as a major achievement; however, affiliates are concerned that the implementation of the agreement have not been uniform across different industrial areas.

Regarding the government’s commitment to make the trade union registration process easier, IndustriALL affiliates indicate that contrary to the claims in the GoB report, the process of offline application system is not parallel to the online system. After submitting the online application, it is mandatory to submit the hard copy of the application within three days, failing which the online application needs to be resubmitted. 

Furthermore, often the applications take longer to process than the legally mandated 55 days. The GoB report also claims that from July 2020 to December 2024- 46,000 individuals including workers have received training on the registration process but IndustriALL affiliates which represent more than 80 per cent of the readymade garment workers in the country remain largely unaware of such trainings. 

The GoB report mentions that a total of 15,576 inspections were carried out from July to December 2024. This indicates that about 85 inspections were carried out every day during the period. The number of inspections is highly questionable especially considering the number of labour inspectors available, which is 441 according to the report and the kind of work that needs to be done before and after an inspection. Regarding the action point on elimination of case backlogs at labour courts,

IndustriALL affiliates state that labour courts continue to operate without adequate number of judges and prosecutors and that it was pointless to establish new courts in areas with fewer factories compared to other industrial areas in the country.

Regarding the action point on addressing anti-union discrimination, unfair labour practices and violence against workers the government’s entire focus appears to be on training programmes, the outcomes of which are not mentioned anywhere in the report. Moreover, while designing the curriculum of these training programmes, no consultation was done with trade unions.

Atle Høie, general secretary of IndustriALL, says:

“IndustriALL urges the interim government of Bangladesh to implement all aspects of the Roadmap in consultation with IndustriALL affiliates.”

Photo: Shutterstock 

IndustriALL 4th Congress in Sydney, 2025

The Congress will serve as a platform to discuss and adopt IndustriALL's Action Plan for 2025–2029, which outlines strategic objectives and actions to combat growing inequalities, promote workers' rights and strengthen trade union power through organizing in global supply chains. The plan also focuses on leveraging capital through campaigns and shaping the future with a Just Transition, advocating for sustainable industrial policies, energy transition and gender equality in industrial sectors.

Key areas of focus include fighting precarious work, ensuring equitable economic growth, and promoting fair benefit sharing. 

“Organizing is central to everything we do and key for a sustainable trade union movement. Our 4th Congress will reflect our commitment to empowering workers through strong unionization. Congress will address critical challenges such as the impact of automation on employment, the necessity for comprehensive skills training, and the enforcement of fair labour standards across all industries,”

says Atle Høie, IndustriALL general secretary. 

“Sydney being the host city of IndustriALL’s Congress highlights our recognition of the dynamic role that Australian unions play in championing workers' rights. This event is made possible through the generous support of our affiliates from Australia and New Zealand. We also want to extend our gratitude to the New South Wales Government for their invaluable assistance.” 

Hosting affiliates include:

Delegates will engage in a series of sessions designed to promote collaborative strategies and share best practices. The Congress aims to equip participants with the tools and knowledge required to navigate the complexities of the modern labour landscape effectively. 

Additionally, the Congress will provide an opportunity to celebrate the achievements of the IndustriALL and the global labour movement and to honour the resilience and solidarity of workers worldwide. 

“As we prepare to come together in Sydney, we are committed to building a future where the rights and dignity of workers are upheld, and where economic progress is shared equitably through strong trade unions,”

says Atle Høie.

For more information about the IndustriALL 4th  Congress and to register your participation, please visit our official website

Congress Website

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