Jailed Belarusian union leader wins Arthur Svensson international prize for trade union rights

Aliaksandr Yarashuk, president of the Belarusian Congress of Democratic Trade Unions (BKDP), vice-president of the International Trade Union Confederation (ITUC), and a member of the International Labour Organization (ILO) Governing Body, is being honoured for his uncompromising defence of workers’ rights and democracy in Belarus.

The prize committee highlighted the absurdity of Yarashuk’s imprisonment, with Frode Alfheim, president of the Norwegian union Styrke and head of the Svensson Committee, stating:

"It is completely absurd that a man who is a member of the ILO Governing Body is currently in prison for standing up for workers' rights. Trade unionism is not a crime."

Yarashuk’s case has become a symbol of resistance and hope for trade unionists globally, as Belarus continues to crack down on civil society. More than 40 trade union leaders and activists have been imprisoned, and all independent unions forcibly dissolved. The regime’s efforts to silence Yarashuk, including labelling him an “extremist,” reflect a dangerous global trend against freedom of expression and association.

Says IndustriALL general secretary Atle Høie:

"The attacks on trade union rights in Belarus are amongst the worst we have seen in modern history. Yarashuk represents everything trade unions stand for and he is willing to fight for it under the worst of oppression."

This is the second time the Arthur Svensson Prize has been awarded to the Belarusian trade union movement. In 2021, the BKDP and its member unions were recognized, but the situation in the country has since deteriorated further.

The Arthur Svensson Prize, awarded annually by Styrke and worth NOK500,000 (US$47,000), will be awarded in Oslo on 11 June 2025. Yarashuk will be honoured either in person or symbolically, depending on his circumstances.

Photo credit: Salidarnast

Lives saved, ships broken: the human cost and promise of ship recycling

But the past two decades has seen a transformation. Through international solidarity, persistent union organizing and targeted occupational health and safety (OHS) training, workers in India and more recently in Bangladesh, are reshaping the shipbreaking sector from the ground up.

Now, with the Hong Kong International Convention for the Safe and Environmentally Sound Recycling of Ships (HKC) entering into force on 26 June 2025, that transformation is facing its greatest test and greatest opportunity.

A landmark moment for shipbreaking

The HKC, adopted by the International Maritime Organization in 2009, sets global standards for how end-of-life ships must be dismantled: safely, sustainably and with protections for both workers and the environment. Its entry into force this year will prohibit non-compliant yards from operating, a move that is expected to exclude over 100 shipbreaking yards in Bangladesh alone.

“The shipbreaking industry performs a vital environmental function,”

says Atle Høie, general secretary of IndustriALL Global Union.

“But it must not do so at the cost of human lives. The HKC is a chance to reset the industry on fair, safe and sustainable foundations and unions are essential to that process.”

Building capacity in India

The transformation began in Alang, Gujarat, home to the world’s largest concentration of shipbreaking yards. In the early 2000s, conditions there were dire, with frequent fatalities, toxic exposure and a complete absence of formal training or workers voices. In 2003, FNV Metaal and IndustriALL launched a project to change that reality.

By 2011, the first OHS trainings had begun. These soon evolved into a “train the trainer” model, designed to create a ripple effect of safety knowledge across the yards. The Alang Sosiya Ship Recycling General Workers’ Association (ASSRGWA), which is a part of IndustriALL affiliate SMEFI, became a key partner, helping deliver sessions on fire safety, PPE use and hazard identification.

“Ten years ago, unions in Alang weren’t seen as legitimate actors,”

says Walton Pantland, IndustriALL director for shipbuilding and shipbreaking.

“Now, they’re trusted interlocutors. When there’s an issue, they don’t just escalate, they mediate. That’s the kind of influence that changes lives.”

Another other crucial driver of change in India has been government enforcement. The Gujarat Maritime Board, a state regulatory body, has been instrumental in pressuring yards to comply with HKC standards. Today, 115 of India’s 130 shipbreaking yards are HKC-compliant, with all of them located in Alang.

A different picture in Bangladesh

The story in Chittagong, Bangladesh’s shipbreaking hub, is much different. Here, change has been largely private-sector led, with one standout yard, PHP, serving as a model of best practice. PHP’s owner, who also heads the employers’ federation, has pushed for HKC implementation and invested heavily in safety protocols with little to no government pressure.

“The government in Bangladesh hasn’t taken the lead the way India has,”

says Ashutosh Bhattacharya, IndustriALL regional secretary.

“And many yard owners have resisted change, even lobbying to delay implementation of the HKC because they’re not ready.”

To make matters worse, the sector has suffered a prolonged economic drop, driven by low steel prices, a global trade boom and post-Covid uncertainty. Yard owners have little incentive to invest. And workers, once numbering 60,000, now stand at around 20,000. Post-HKC, that number could fall to as low as 3,000 or 4,000.If the yards aren’t compliant by June, they won’t be allowed to receive ships for dismantling, and the industry could take a serious hit.

It’s important to note that Bangladesh’s progress toward HKC readiness has been supported by a five-year cooperation programme between the Bangladeshi government and Norway, a critical effort without which the Convention might not be entering into force, and Bangladesh would almost certainly not be prepared

Training in Chittagong: laying new ground

Recent efforts show what’s possible. In April 2025, IndustriALL and FNV conducted two in-depth OHS training sessions in Chittagong, involving 32 participants from affiliates BMF and BMCGTWF. The sessions, held over four days, covered everything from safe lifting and PPE use to adult learning methods and training design.

A five-hour inspection of the PHP yard followed.

“It was exceptional,”

said FNV safety expert, Martijn van de Beurcht

“From the hull to the bridge, safety procedures were in place. For this yard it is the standard for many others not yet.”

The trainings also sparked conversations about how to expand union-led safety. Participants gave presentations demonstrating how they would pass on their knowledge to others, a cornerstone of the “train the trainer” model.

“This is what global union solidarity looks like,”

says Lennart Feijen, secretary of FNV Metaal.

“Dutch unionists training South Asian workers who will train others, it’s a living chain of empowerment.”

Roundtable and real talk

The visit concluded with a roundtable between unions, employers and government actors. Discussions focused on workplace representation, the role of unions and the need for a Just Transition.

One major outcome was consensus around piloting an Employment Injury Scheme (EIS) — a social protection mechanism for workers who are disabled or killed on the job. Employers expressed interest in further discussions and costing.

Still, deep structural issues remain. Unlike India, where a single national union organizes the sector, Bangladesh’s union landscape is fragmented, with yard-based unions that rise and fall with employment levels.

“That makes it almost impossible to build sustained strength,”

says Bhattacharya.

Worse, employers rarely grant unions access to the yards and existing union leadership is often disconnected from the workers they represent.

“In Bangladesh, unions aren’t taken seriously, and some of that is internal,” Bhattacharya says. “We need to invest in building leadership from the shop floor up.”

A coming storm, or opportunity?

Globally, the shipbreaking industry is bracing for a potential surge. After years of recession, shipping companies are now holding a record number of vessels, many of which are aged beyond 25 years, the typical scrapping age.

However, Trump-era tariffs, on Chinese goods and rising regional tensions have introduced uncertainty. Shipping firms are cautious. But when the boom comes and most believe it will, India is positioned to receive the bulk of the ships, due to its compliance and capacity.

“There’s a backlog of 15,000 ships waiting to be broken,” Pantland explains. “And India is ready, legally, technically and institutionally. Bangladesh risks being left behind.”

Meanwhile, in Pakistan, although the government has ratified the HKC, none of the yards are currently compliant. This means the industry will effectively have to shut down until significant upgrades are made, and the future remains uncertain.

Rallying around a common vision

To mark the entry into force of the HKC, ASSRGWA is planning a union rally in Alang, followed by a tripartite conference with employers and government representatives in June. The message is clear, for shipbreaking to succeed, all parties must collaborate.

“We need safe and strong unions,”

says Atle Høie.

“That’s the only way this industry can be truly sustainable.”

Plans are also underway for cross-border mentorship, with experienced Indian unionists like Vidyadhar Rane, ASSRGWA general secretary, traveling to Bangladesh to help build worker power. This regional solidarity is a cornerstone of IndustriALL’s approach, linking local capacity to global standards.

A Just Transition must include workers

Shipbreaking is changing, not just in volume, but in nature. Unskilled manual jobs are being replaced by semi-skilled and technical roles: gas cutters, crane operators, safety officers and compliance managers. But if workers are excluded from shaping that future, the industry will trade one form of exploitation for another.

“Just Transition isn’t just a slogan,”

says Feijen.

“It means real investment in training, union representation and social protection, or else this industry will repeat its worst mistakes.”

Twenty years ago, unions weren’t allowed into the yards. Today, they’re saving lives.

The fight for safer shipbreaking is far from over. But with every training, every policy gain and every worker empowered to say “no” to unsafe work, the industry will move closer to the future it deserves.

“The goal isn’t just compliance,”

says Pantland.

“It’s dignity, safety and a real voice for workers. That’s what we’re building, ship by ship, yard by yard.”

Anglo American commits to dialogue with trade unions during demergers

IndustriALL and Anglo American signed a memorandum of understanding (MoU) to cooperate on industrial relations, climate change, Industry 4.0 and the future of work. Through the MoU Anglo American committed to ensuring “workers’ rights to union membership and collective bargaining without fear of retaliation, repression or any other form of discrimination.”

The Anglo American global network meets annually with support from the multinational and IndustriALL. The network’s agenda includes promoting social dialogue, responsible mining standards and independent audits, and to jointly address environmental social and governance issues. Further, the MoU stresses on protecting workers interests during the energy transition and decarbonization, Just Transition plans, improved gender relations to address gender-based violence and sexual harassment (GBVSH), and better occupational health and safety. Living and social wages are prioritized. Anglo American’s sustainable mining plans and smart mining including digitalization and automation are also discussed. The meeting is also an opportunity to discuss current and emerging issues concerning the Mou.

The dialogue at this year's meeting focussed on Anglo American’s demergers. Trade union wanted assurance on the continuation of the MoU amid restructuring and demergers of several business units with only the mining copper and iron ore being retained as the core business. For example, Anglo American Platinum (Amplats), a leading global producer of platinum group metals with mines in South Africa and Zimbabwe, is going through a demerger. At the completion of the demerger scheduled for June, Amplats will be renamed Valterra Platinum Limited and be listed on the Johannesburg and London Stock Exchanges. Whilst Anglo American will retain 19.9 per cent stake post demerger, it intends to eventually exit from the company. The meeting heard that there is potential for platinum following the catalytic converters resurgence as the electric vehicle market slows down.

Restructuring is also taking place at diamond mining company, De Beers, with mines in Botswana, Namibia, and South Africa, which is facing stiff competition from lab grown diamonds. Anglo American is also selling its steel making coal assets in Australia to Peabody Energy and has already sold other assets in nickel mining.

The union concerns in current operations included concerns of effects of metals to lactation from mothers and absence of laundry facilities at operations in Botswana, and poor communications with mine managers which leads to mistrust. Other issues raised were inadequate consultations before retrenchment notices.

Davidzo Muchawaya, IRMA Regional Lead for Africa emphasized that unions must use the IRMA audit as a tool to fight for workers’ rights. She cited a recent audit at Anglo American’s Mogalakwena mine complex in Limpopo, South Africa, where 53 workers were interviewed. According to the audit report, the mine received IRMA 50 certification which means it met 40 critical requirements as well as 50 or 75 per cent on business integrity, planning for positive legacies, social responsibility, and environment responsibility. “Topics discussed included terms of employment and working conditions, with specific attention on the treatment of women and vulnerable groups, freedom of association, health, and safety, etc.”

On gender equality, diversity, and inclusion unions said gender stereotypes continued to hinder women’s promotion and that sex for promotions must end. In response, the Anglo American management reassured the meeting that all cases of GBVSH are investigated, and action taken against perpetrators including dismissals.

“The future of the MoU is critical especially with demergers but must hinge on a Just Transition plan that includes discussions on future jobs, stakeholder engagement strategies, accountability, and pathways for decarbonization,”

said Glen Mpufane, IndustriALL mining director.

Progress and challenges in Bangladesh’s shipbreaking sector

A key part of the mission was a five-hour yard visit, where union representatives and safety experts inspected a vessel being dismantled. The visit showed world-class safety procedures and a detailed waste management process, an example of what a safe and sustainable yard could look like.

But the yard stands out as an exception.

“This level of safety and attention to detail is led by the private sector, without real government pressure,”

said Walton Pantland, IndustriALL director for Shipbuilding and Shipbreaking.

“It is not representative of the rest of the industry.”

Over four days, IndustriALL held two occupational health and safety (OHS) training sessions in Chittagong. Delivered in partnership with FNV Metaal and involving 32 participants from IndustriALL’s affiliates BMF and BMCGTWF, the programme combined technical knowledge with teaching skills in a “train the trainer” model.

The technical modules included essential safety topics such as the use of personal protective equipment PPE, fire prevention, lifting operations, equipment inspection and the use of cranes and tensile cables. Workers were also introduced to international standards like marine pipe colour coding. The second module empowered participants to deliver training themselves, covering adult learning styles, how to build a training session and communication techniques.

“This is a practical example of global union solidarity: health and safety experts from our Dutch affiliate FNV Metaal providing training for our shipbreaking affiliates in India, Bangladesh and Pakistan,”

said Pantland.

The roundtable discussion that followed brought together unions, employers and government representatives. Discussions focused on the need for strong unions at the ground level. Consensus from employers was lacking, as well as the role of government in ensuring effective oversight. One breakthrough was agreement on exploring the Employment Injury Scheme (EIS) in the shipbreaking sector. All parties agreed to continue discussions on costs and implementation.

“There was real openness to the EIS, which could provide vital social security in cases of disability or death,”

said Pantland.

“It’s a step toward a fairer industry.”

With seven Bangladeshi yards currently HKC-compliant and more than 100 at risk of closure, the road ahead will be bumpy. Mechanization, declining ship volumes and a lack of safety nets are already reshaping the workforce. But these trainings and the emergence of local trainers, a sign of a growing movement to make sure that the industry transition includes decent jobs, better protections and worker voice at every level.

“The HKC cannot succeed in isolation, we need shared responsibility across borders. By investing in training, empowering unions, and setting clear safety benchmarks, we can raise the standard for shipbreaking not just in Bangladesh, but across South Asia,”

said Ashutosh Bhattacharya, IndustriALL South Asia regional secretary.

Wage theft at Rio Zimbabwe starves mine workers

Rio Zim which owns Cam & Motor Mine, Renco Mine and Murowa Diamonds says it is facing operational and financial challenges and has sent most of the workers on leave. Only a few workers in the security and engineering departments are going to work. this is not the first time that Rio Zim has defaulted on wages. According to the Business & Human Rights Resource Centre, in 2022 workers went on strike after they were not paid also for five months at Murowa Diamonds.

Rio Zim, which is listed on the Zimbabwe Stock Exchange, is a mining and metals company that owns gold mines, a nickel refinery and has stakes in coal mining and processing of copper and platinum group metals. Rio Zim became a Zimbabwean owned company when it separated from Rio Tinto plc.

According to ZDAMWU, affiliated to IndustriALL Global Union, the workers have run out of money for food and school fees for their children. ZDAMWU has 1,167 members at Rio Zim.

“This prolonged period of unpaid wages is creating a humanitarian crisis that is affecting workers, their families and surrounding communities leading to severe financial hardships and emotional distress,”

said Justice Chinhema, ZDAMWU general secretary. The union has written to the ministry of labour to intervene.

Responding to the union plea, Rio Zim gave food parcels to workers on 9 April. While ZDAMWU welcomed the food parcels, the union insisted that Rio Zim must pay the outstanding wages to improve the workers’ plight. The food parcels are worth only US$20 when a general worker for instance earns $372 per month.

ZDAMWU has taken the case to the National Employment Council(NEC) of the Mining Industry which is made up of employers and employees of mining industry as defined by Zimbabwe’s Labour Act. The NEC promotes industrial harmony through collective bargaining, dispute resolution and setting up minimum conditions of employment.

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

“Rio Zim must stop sacrificing workers’ livelihoods when faced with financial difficulties but instead they should adopt strategies that protect workers’ wages and benefits.”

Canada: Heidelberg workers locked out over job cuts

In Thompson-Okanagan, over 30 employees represented by Teamsters Local 213 have been locked out since 17 January, after contract negotiations broke down. Workers say they have been seeking a fair wage increase, improved scheduling and safer working conditions following the expiry of their collective agreement at the end of 2024.

“We showed up to bargain in good faith, but the company isn’t listening,”

said a worker on the Kelowna picket line. Pickets have been established at sites in Kelowna, West Kelowna, Penticton and Kamloops.

At Heidelberg’s cement plant in Delta, 76 members of the International Brotherhood of Boilermakers Local D-277 were locked out on 13 January, after talks stalled over management’s push to contract out unionized jobs. The union argues this move threatens long-term job stability and undermines skilled local labour.

“We’re not asking for anything outrageous. We just want to protect our work and our future,”

said a Boilermakers representative outside the Tilbury facility.

Despite mediation efforts, both disputes remain unresolved. Workers at both sites say that Heidelberg Material’s actions signal a broader shift away from respecting collective agreements.

Says IndustriALL materials director Alex Ivanou:

“Heidelberg Materials must return to the table in good faith and respect the rights of its workers. This isn’t just about one site or one country—it's about global solidarity and holding multinational companies accountable for fair treatment wherever they operate.”

Photo credit: Boilermakers Lodge 277, Teamsters Local 213

AI won’t wait — so neither should workers

Not long ago, a shipyard introduced a new assistant to improve safety. It was not a human colleague, but a robot called “Spot”, an AI-powered tool capable of patrolling work areas, detecting gas leaks invisible to the human eye and monitoring heavy equipment.

Jakarta, Indonesia, 04 09 2022 : Yellow robot dog, suitable for industrial detection and remote operation. Mini robot guard Spot. Shutterstock Hendra Yuwana

What set this deployment apart was the process behind it: the union was actively involved. Workers were consulted. Concerns were acknowledged. In this case, technology was shaped to serve people, not to replace or disempower them.

This is what we mean when we speak of a Just Transition. It is not about rejecting innovation, but about ensuring that innovation is aligned with rights, safety and human dignity.

Across our global network of affiliates, we are hearing concerns about the introduction of AI, often without dialogue, safeguards or accountability. Algorithmic management, digital surveillance and data-driven performance tracking are no longer theoretical, they are already changing work. And too often, they do so in ways that blur the line between efficiency and exploitation.

These effects carry significant consequences. Women remain underrepresented in AI-related employment and the systems themselves frequently mirror and reinforce existing inequalities. One study found that 44 per cent of AI systems showed gender bias, while a quarter exhibited both gender and racial bias. In many low-income countries, only 20 per cent of women have internet access. This is not just a digital divide; it is a structural exclusion from the economy of the future.

Unions must not only demand gender-aware AI systems, but also actively support pathways for women and gender-diverse workers to access digital and technical roles. If AI is allowed to evolve in a space where women are absent, the inequalities will be built into its code.

At its core, this is about more than technology. It is about governance, inclusion and accountability. Who will shape the rules? Who will benefit from the wealth AI generates? And who will carry the costs?

"These are fundamental trade union questions."

At IndustriALL, we are responding with care and commitment. I lead our Industry 4.0 Expert Group, which brings together affiliates, experts and youth representatives to develop a comprehensive policy framework on AI. Our approach is grounded in lived realities: we are listening to workers, gathering evidence from our affiliates and prioritizing five key areas, algorithmic transparency, skills development, occupational health and safety, redistribution of wealth and organizing power.

In 2024, our Executive Committee began its first strategic debate on AI. In June 2025, our Executive Committee will debate and adopt IndustriALL’s global AI policy. This will be a landmark moment, not just for our organization, but for every worker facing the uncertainties of algorithmic change. We are also holding youth forums, advancing gender equity in digital transformation and identifying concrete union strategies that have already delivered results. This is about ensuring that workers are not simply observers in the AI transition, but active participants and co-creators of its outcomes.

Reflecting on my own country, Japan, I sometimes wonder why the AI conversation feels so different there. After being away for over 14 years, I notice that Japan has quietly and steadily integrated AI technologies into daily life. While companies don’t adopt new tech at lightning speed, they seem to engage with society more deliberately, cultivating public trust and social consensus around these changes. Today, Japan has one of the lowest unemployment rates in the world, less than 3 per cent, and hasn’t experienced the same kind of AI disruption felt elsewhere.

This may also be shaped by Japan’s aging population and shrinking workforce, which creates both pressures to automate and societal acceptance of supportive technologies, especially in care, logistics, and service sectors.

Is this due to cultural pace, structural caution, demographic realities, or a deeper integration of social values into technological change? I don’t have the answer yet. But I believe it holds important lessons for how we approach the AI transition globally, with intention, inclusion, and a steady hand.

If you are a trade unionist wondering how to respond to AI, I want to reassure you: the labour movement has faced moments of intense transformation before. From the age of industrialization to the digital era, our strength has always been our ability to organize, to demand fairness and to place human values at the heart of industrial change.

AI should not be a new force that decides your future without your knowledge or consent. It must be negotiated. It must be transparent. And it must be implemented with human dignity as a non-negotiable principle.

We cannot afford to wait until job losses accelerate, gender gaps widen, or decisions are made beyond the reach of democratic input. The time to act is now, through collective bargaining, through social dialogue and through renewed global solidarity.

Let us bring the same clarity of purpose and collective strength to this new frontier.

Because while AI may be driven by data, its impact is deeply human. Let us ensure that in this next chapter of industrial change, no worker is left behind.

Call to protect workers' rights in Zambia’s mineral sector

The research entitled the impact of foreign direct investment on labour and trade union rights in Zambia’s critical minerals sector was conducted by Sekondi Consult.

With rich critical minerals deposits being found in the Copperbelt and other areas, trade unions fear that without compliance the minerals rush threatens gains made through collective bargaining and social dialogue. The minerals, which include copper, cobalt, lithium, tin, graphite, coltan, manganese and rare earth elements used in the manufacturing of renewable energy systems, electric vehicle batteries and energy storage solutions, have attracted investors from Canada, China, India, United Arab Emirates, the USA and other countries. Local investors and state-owned companies are also involved.

The workshop in Kitwe, 25-28 March, aimed at using the research findings to strengthen the Sub-Saharan Africa energy network (SSAEN) strategies for the energy transition. Twenty participants from Mine Workers Union of Zambia, affiliated to IndustriALL and representatives from artisanal and small scale mining (ASM) in North Western Province engaged in discussions on the report. Other participants were from IndustriALL Sub-Saharan Africa (SSA), FES Zambia and the FES Trade Union Competence Centre for SSA (FES TUCC) which commissioned the research. The workshop was also supported by the United Federation of Danish Workers 3F which has a Just Transition programme with IndustriALL affiliates.

The report stated that 27,737 workers were employed by sub-contractors under precarious working conditions and said unions should campaign against this.

The workshop mentioned that environmental, social and governance standards were being neglected by some multinational corporations (MNCs) to the detriment of communities and the environment. To reverse this, the unions recommended that the Zambia Environmental Management Agency should monitor the environmental impact of mining and enforce regulations including in ASM. The researchers added that the government of Zambia is in the process of establishing a desk or an ASM department.

An example of poor environmental standards was given from the collapse of the tailings dam at Chinese MNC Sino-Metals Leach Zambia Limited copper mine in Chambishi on 18 February. The tailings polluted and poisoned drinking water with 30 000 cubic meters of concentrated acid and heavy metals. The toxic effluent was discharged into Mwambashi River, a tributary of the Kafue River – the country’s most important source of water which supports about 12 million people with drinking water, fish and crop farming and supplies the capital Lusaka as well as the city of Kitwe.

There were discussions on the memorandum of understanding on developing an integrated value chain on electric vehicles (EV) battery industries signed by the Democratic Republic of Congo (DRC), the United States of America and Zambia in 2022. Participants mentioned that the DRC’s University of Lubumbashi is already manufacturing EV batteries.

The research recommended that the critical minerals sector should promote decent work: fundamental rights at work, occupational health and safety, job creation, job protection, social protection and maternity protection. On gender equality, there were calls to amend existing labour laws to allow women to be employed as miners using a quota system.
Thelma Nkowani, vice chairperson of the Women in Extractive Industry, Trade and Value Addition Association of Zambia dismissed stereotypes that mining was only for men:

“Women in mining are efficient, they work to the best of their ability.”

“Critical minerals underpin renewable energy and EV industries and are cornerstones of global decarbonization. Mining operations in the sector must ensure workers’ rights are protected and improve working conditions,”

says Paule-France Ndessomin, IndustriALL regional secretary for SSA.

Korean unions welcome decision to uphold impeachment of President Yoon

Accompanied by a cheering crowd including trade unionists, the Korean constitutional court has upheld the decision of the national assembly to impeach President Yoon Suk Yeol.

The eight-panel constitutional court unanimously ruled that Yoon had violated the Korean constitution and failed to comply with the procedural requirement of proclaiming martial law. The judges said the acts of Yoon had damaged democracy and people’s political rights.

On the night of 4 December 2024, Yoon proclaimed martial law, banning all political activity, accusing opposition leaders from Democratic Party of paralyzing the National Assembly. He ordered the military to expel parliamentarians from the National Assembly building, when a voting to end the martial law was going on.

On 14 December, the National Assembly successfully passed a motion to impeach Yoon with the support of more than two-third parliamentarians. After today’s constitutional court decision, which is not appealable, a new presidential election will be held within 60 days.

In the past four months, IndustriALL Global affiliates Korean Metal Workers’ Union (KMWU) and Federation of Korean Metalworkers' Trade Unions (FKMTU) have been mobilizing members to participate in demonstrations to demand immediate removal of Yoon from the presidential office. KMWU has organized four national strikes for the democratic struggle.

In the demonstrations, the unions urged the constitutional court to impeach the President and his rebel group immediately, calling for realizing a world of democracy, equality and peace. Yoon has launched a series of attacks against trade unions since he assumed office in 2022.

In 2023, the Korea's National Intelligence Service raided the office of Korean Confederation of Trade Unions (KCTU), alleging two unionists from KWMU and another KCTU affiliate of violating the National Security Act. The police violently attacked FKMTU secretary-general Kim Jun-yeong during a sit-in protest at the POSCO steel mill, imprisoning him from June to November 2023.

In the same year, the Korean police investigated 950 officials from the Korean Construction Workers’ Union, leading to self-immolation of Yang Hoe-Dong. Yoon also issued an administrative order to force protesting truckers demanding the minimum freight rate to return to work, failing to do so the unionists could be jailed or penalized.

KMWU president JANG Chang-year says:

“Ultimately, the last bulwark of defense against dictatorship and the rise of the far right is the labour movement. Only when the working class around the world stands united can we defend ourselves. Trump is launching an attack against the working class in the United States and across the globe. Workers around the world can win only by building a united front and a united struggle.
We now send our spirit of struggle from South Korea to the workers of Türkiye. We offer our international solidarity to the struggle of Turkish trade unions standing up against Erdoğan’s dictatorship.”

The FKMTU president, Kim Jun Young, says:

"For 123 days, since the beginning of martial law, it has been a time filled with anxiety and hardship for the citizens of Korea. But just like eight years ago, it was also a moment that reaffirmed the democratic resilience of Korea. It was also a time when we confirmed that forces denying the republic system of Korea have taken root throughout various parts of society.
"Although civil war was averted, new challenges have emerged for workers. FKMTU is now faced with the task of thoroughly clearing away the ruthless, lawless and irrational labour repression and labour policies of the Yoon administration. We are also tasked with pushing through laws and policies that reflect the urgent demands of workers. During the years under the Yoon administration, we have been too preoccupied with defense to achieve these goals — now, we must gather our strength again and push forward."

IndustriALL general secretary Atle Høie says:

“IndustriALL commends the verdict of the constitutional court that defends democracy and rule of law in Korea. We congratulate KMWU and FKMTU for the successful campaign to remove the anti-union president from office, the active involvement of our affiliates shows the key role of independent trade unions in defending democracy and rule of law.”

Global Union network defends O-I Glass workers' rights

European Works Council secretary Vincenzo Guzzo Menzo, representing 10 European countries, outlined key concerns. Health and safety remain central, with uneven standards across plants. For instance, one shared a video with the company showing water leaking onto workers and electrical equipment during a thunderstorm, highlighting the need for uniform safety protocols.

Heat stress is another major concern. Solar radiation, combined with furnace heat, creates dangerous conditions. While some sites have cooling booths, they are not widespread.
Workers have requested alternatives like cooling jackets, with little success.

The Brazilian glassworkers’ union Sindicato dos Vidreiros denounced fraudulent practices in the occupational health procedures at Owens Illinois SP. According to the union the company has been reported to the ministry of labour for failing to recognize occupational diseases.

Wider industry challenges were also discussed, including ongoing impacts of COVID-19, inflation, and energy price spikes linked to geopolitical conflicts like the war in Ukraine. While O-I remains a leader in container glass, demand has declined due to competition from alternative packaging and reduced alcohol consumption.

Unions strongly criticized O-I’s global ‘Fit to Win’ cost-cutting initiative, which aims to save US$300 million. It has led to around 1,500 layoffs and eight furnace closures in 2024. The Bellavista plant in Callao, Peru, closed in August 2024, with 110 workers losing jobs.

Although some were offered positions at the Lurín factory in Lima, union FETRIMAP claims legal procedures were not followed. In Spain, 168 workers were also made redundant after the Barcelona plant’s closure.

Participants resolved to pressure company management for fair solutions, challenge the impact of 'Fit to Win' and strengthen global union coordination.

Alex Ivanou, IndustriALL’s materials director, closed the meeting, affirming solidarity:

“In these difficult times, IndustriALL stands firmly with O-I workers. Your courage is the foundation of a fairer future. We will not back down in the fight for dignity, safety and security on the job.”