NUMSA triumphs in Goodyear reinstatement battle

The battle began on 31 May 2021, when the workers—members of NUMSA, an IndustriALL affiliate—were dismissed by Goodyear after they rejected an instruction to work staggered breaks and maintain continuous production by keeping machines running without adequate rest. The workers felt the policy was unreasonable, and when they stood their ground, management responded with swift and harsh retribution.
 
The union immediately took up the workers' case, filing a grievance with the Commission for Conciliation, Mediation, and Arbitration (CCMA).

In June 2022, the CCMA ruled in favour of workers, determining that while their actions might have been seen as insubordination, they were not severe enough to justify dismissal. 

The commissioner also found that the workers had been issued final written warnings unfairly, denied union representation despite explicitly requesting it and that the warnings had been issued as part of a broader strategy by Goodyear to lay the groundwork for mass dismissals. The process was found to be fundamentally unjust, therefore the workers were entitled to reinstatement.

Undeterred by the CCMA's ruling, Goodyear's management approached the Labour Court, attempting to overturn the decision and deny workers their rightful reinstatement. 

In a landmark moment for labour rights, the Labour Court dismissed Goodyear’s application. This ruling means that the workers, who had been wrongfully dismissed for standing up for their rights, will return to their jobs. 

“NUMSA’s role in this victory extends far beyond legal victories; it is a union that truly cares for its members. As one of South Africa’s most militant unions, NUMSA has made substantial contributions to the development of labour law legislation and has a proud history of fighting for the rights of the working class. The union’s resources and efforts, tirelessly dedicated to the cause of justice, were the driving force behind this win,” NUMSA said in a statement. 

“As NUMSA stands by the workers, ready to defend them against any further challenges—including Goodyear’s likely appeal—the union's message is clear: We will never back down. This case highlights the power of collective action and the importance of joining a union that not only promises justice but delivers it. NUMSA is a union that lives up to its word, a union that fights for workers' rights at every turn,”

 said Mziyanda Twani NUMSA regional secretary-Eastern Cape

“NUMSA is commended for continuing to stand for workers’ rights to health and safety at work against multinationals that are increasingly using the courts to reverse workers' gains. Workers must not be victimised for standing for their rights at work,” 

said Paule France Ndessomin IndustriALL Sub-Saharan Africa regional secretary.

Photo: Flickr

“Smoking them out” or legalizing artisanal mining in South Africa

The police said they are waiting to arrest the artisanal miners as soon as they surface to the ground as has happened to over 1000 miners. However, some were rescued using a rope pulley system – dehydrated and emaciated while a decomposed body was retrieved from the mine. Most of the artisanal miners are from Lesotho, Mozambique, and Zimbabwe and work alongside former South African mineworkers.
 
As part of Vala umgodi – Isizulu for close the holes – which targeted illegal mining, the police sealed entrances to the shaft trapping the miners who are also known as Zama-Zamas. With police presence, water and food supplies were cut off from reaching underground.
 
In response to appeals to send help to the underground miners by communities, minister in the presidency, Khumbudzo Ntshaveni said that the government will not rescue the “criminals.” She added that: “We are going to smoke them out; they will come out.”  

The statement was met with outcries from trade unions, human rights organizations, and community groups. However, a court order ruled that the government had a responsibility to protect human rights under the constitution, and to provide water and food to the miners. 
 
Mine rescue teams are now at the mine site to assist with rescue operations.
 
In a statement the Alternative Mining Indaba (AMI) said: 
 
“It is disheartening that in a constitutional democracy like South Africa, atrocities of this nature persist despite the country’s painful history of violent land dispossession and racial economic exploitation under apartheid. The current impasse marked by the aggressive presence of law enforcement fails to address the root causes driving people to risk their lives in abandoned mines.” The AMI says there are over 6,000 abandoned mines in South Africa which can be mined to support livelihoods for communities.
 
Phillip Mankge, the National Union of Mineworkers (NUM), acting deputy general secretary said: 
 

“As NUM we would like to put it categorically clear that we don’t support the statement. In fact, it is inhumane and irresponsible of the minister to utter such words when people are trapped underground.”

According to reports, artisanal miners dig gold worth over $8 million dollars per year. This gold is sold to markets in Switzerland and the United Arab Emirates.
 
The OECD Due Diligence Guidance for Responsible Supply Chains of Minerals from Conflict Affected and High Risk Areas is applicable to South Africa considering the violence associated with ASM, as mining companies and their agents are buying gold from artisanal miners. Research and court cases have confirmed that heavily armed gangs and illegal mining bosses act as fronts for licensed buyers at national and international levels. Several Zama Zamas have been killed in turf wars between rival gangs, there have been shootouts between police and mine security, and cases of rape have been reported against them.
 
The NUM, an IndustriALL affiliate, said policy gaps on ASM have created situations in which artisanal mining is done by criminal syndicates. 
 
Kopano Konopi, the Congress of South African Trade Unions (COSATU) provincial secretary for North West, where the mine is located, said: 
 
“COSATU believes the government should relook at the country’s mining policies, because the product produced by the so-called illegal miners finds a way into the market even though it is procured from them cheaply. Government should explore issuing artisanal mining licences to small-scale miners and cooperatives.”
 

“There are models that can be adopted for ASM in South Africa including implementing existing policies by the department of mineral resources. ASM must be formalized in ways that consider the country’s socio-economic conditions of high unemployment and poverty. Mining should not be only for multinational corporations but must benefit former mineworkers and communities as well,”

said Glen Mpufane IndustriALL mining director.

He further emphasized the recommendations in the African Mining Vision which states that positive benefits can be derived from ASM including sustainable livelihoods and poverty reduction.
 
 

Union busting and layoffs at Swiss-backed e-bus manufacturer in Thailand

IndustriALL has repeatedly raised the issue of union busting both with the Swiss government and the Thai employer. Absolute Assembly has interfered in union affairs and refused to engage in collective bargaining negotiations with the union EMUT, affiliated with CILT/TEAM, in its turn affiliated to IndustriALL Global Union.

IndustriALL has urged the government to take action in accord with its stated commitment to implementing the Paris Agreement, and in agreement with the great importance Switzerland attaches to the “promotion, respect, and realization of the Fundamental Principles and Rights at Work and expects the private sector to respect human rights in Switzerland and abroad”.

But unfortunately the situation continues to deteriorate. Absolute Assembly is now planning to lay off hundreds of workers at its e-bus manufacturing plant for Bangkok’s public transport without engaging in dialogue with EMUT.

Says IndustriALL general secretary Atle Høie:

“We are deeply concerned and outraged by Absolute Assembly’s plans to lay off hundreds of workers and again call for the immediate end to the violation of fundamental workers’ rights. Workers, represented by their union, must be actively involved in discussions on any restructuring, and the company must guarantee the security of their job positions.”

In addition to calling on Absolute Assembly to engage with the union, IndustriALL has reached out to both the Swiss and Thai governments to urge their intervention.

Photo: Bangkok traffic, Flickr

Serbia: workers in Yura need fair wages and decent working conditions

Labour rights in the South Korean company Yura, operating through factories in Leskovac, Niš and Rača, have been seriously compromised due to union busting, minimal wages, denial of sick leave, poor hygiene conditions, and even physical assaults on female workers.

This struggle goes beyond local significance; it stands as an example of solidarity for workers in Yura’s factories worldwide, as well as for all employees within the KIA and HYUNDAI supply chains, and the automotive industry as a whole.

The Confederation of Autonomous Trade Unions of Serbia and the Independent Union of Metalworkers of Serbia are hosting this year’s meeting of the global union network for employees of Kia and Hyundai, coordinated by IndustriALL Global Union. It is the first time that the network has met in a country where there is no factory of the Korean vehicle manufacturer, which emphasises the importance of the entire supply chain and the need for global worker organisation, as Kia and Hyundai are Yura’s primary customers in Serbia.

During the meeting, participating unions from Serbia, Korea, the Czech Republic, Slovak Republic, Türkiye, Indonesia, India, USA and Brazil strengthened and enlarged their networks to provide practical support to one another. The organisation of production through a network of suppliers and clients often results in the deterioration of working conditions for many employees. But this is a significant step in union cooperation, moving from horizontal connections among unions within the same multinational corporation to vertical connections with unions among suppliers of that corporation.

Employers are directly linked in implementing business strategies and production projects, and indirectly in constant communication, through price negotiations for services provided to one another. Therefore, it is essential that unions across the value chain connect to collectively define what constitutes a fair distribution of wealth within these value chains.

Moreover, in the context of human rights due diligence processes, all stakeholders along global supply networks should work closely together to improve working conditions everywhere. This requires trade unions which can collectively speak for the employees and fair collective bargaining.

"IndustriAll Europe stands united with IndustriALL Global Union and all our affiliates, in solidarity with the Yura workers and their union, as they fight for recognition, collective bargaining rights, and fair wages across the supply chain.

"IndustriAll Europe and IndustriALL Global Union are closely following the issue and sending solidarity and support to the workers and trade unionists in their struggle. We are prepared to pressure management within our companies to organize their business operations in ways that ensure dignified working conditions for their suppliers’ workers,”

say Atle Høie, IndustriALL Global Union general secretary, and Isabelle Barthès, industriAll Europe's deputy general secretary.
 

South African metalworkers on strike over job losses at ArcelorMittal

The strike started with a picket at the AMSA plant in Vanderbijlpark about 70km south of Johannesburg.
 
With the retrenchments taking place just before the Christmas holidays, NUMSA an IndustriALL affiliate, says AMSA is “demonstrating inhumanity towards workers.” The union says this is evident through its refusal to engage on finding alternatives to the job losses such as giving the workers options for voluntary severance packages and early retirement. 
 

“Only a cruel and uncaring management can toss workers out into the sea of unemployment just before Christmas and this is why they must be strongly condemned! AMSA has effectively cancelled Christmas for these employees by rushing the retrenchments, thus deepening the misery for their families as well,” 

said Kabelo Ramokhathali, NUMSA regional secretary for Sedibeng.
 
According to NUMSA, during the Section 189A consultations, the union disputed AMSA’s arguments. During the engagement which began in August the union was not convinced that job cuts were the only option. Further, the union said AMSA did not fully disclose the information that could assist with saving jobs and finding alternative work for the affected workers. Section 189A of the Labour Relations Act requires the employer to give reasons for dismissals based on operational requirements that are based on the “economic, technological, structural or similar needs of the employer.”
 
As a result of its reservations, NUMSA said it is worried about future job prospects for the retrenched workers especially under the current harsh economic conditions of high unemployment whose expanded rate, which includes discouraged job seekers is 41,9 per cent.

Additionally, the economy is stagnant with an estimated growth rate of 1.1 per cent and is characterised by poverty, inequality and a decline in manufacturing according to the African Development Bank.
 
NUMSA also says it is concerned that 200 workers will lose their benefits when transferred to other departments through low wages and the outsourcing of some of the workers core functions during the ongoing reorganization of the Flat Steel Plant. The union says AMSA did not consult NUMSA and was not transparent.
 
Paule France Ndessomin, IndustriALL regional secretary for Sub-Saharan Africa said:

“AMSA must consider retrenchments as a last resort and further engage in dialogue with NUMSA to explore job preservation and further protect workers interests.”

Despite court order, justice eludes IFFCO Pakistan workers

After almost a decade since the first petition was filed, the Supreme Court of Pakistan ruled in favour of the IFFCO contract workers on 4 April 2024. The Supreme Court upheld the decision of the National Industrial Relation Commission (NIRC) Karachi, passed in 2020, in a case filed by 90 IFFCO contract workers against unfair labour practices and violation of workers’ right to freedom of association. 

NIRC had ordered that ‘workers were being deprived of statutory benefits of employments as available to the other employees who become members of the CBA union, and that they are neither permitted to join the CBA union nor are they provided facilities/ benefits at par with the CBA members, although the nature of job/duties are same and they are being treated unfairly’. 

The company was directed to pay PKR30,000 (US$ 108) as a penalty to each worker, reinstate the workers and pay back wages.

Instead of implementing the court’s decision, the IFFCO management appealed to the Supreme Court to revise the order. On 16 October, the Supreme Court dismissed the IFFCO’s petition while upholding its earlier order from 4 April 2024.

IndustriALL’s affiliate, Pakistan Federation of Chemical, Energy, Mine and General Workers’ Union (PCEM) informed that last month, on 23 October, when 45 workers reported to the IFFCO plant, they were denied entry and instead taken by armed security personnel to an inactive IFFCO facility. The workers were confined to a room at the inactive site, with no work assigned to them.

Subsequently, on 1 November, management issued a notice instructing the same workers to report to the other plant immediately, warning that failure to do so would result in being marked absent. However, when the workers returned to the specified plant, they were forcibly removed once again. Additionally, one of PCEM’s office bearers has also received threats from management.

Atle Høie, IndustriALL general secretary, says: 

“We urge IFFCO Pakistan to immediately intervene in the matter. The company must uphold the Supreme Court’s decision by reinstating these workers and issuing them formal letters of joining.”

Uzbek unions seeking wider international cooperation

The event was organized in cooperation with the International Labor Organization (ILO), Workers’ Bureau (ACTRAV), the Federation of Trade Unions of Uzbekistan (FTUU) and IndustriALL Global Union, with the participation of Uzbek unions in the chemical, pharmaceutical, mining, automotiv, energy, oil, gas, textile and garment sectors. IndustriALL affiliates from Turkey, Kazakhstan and Tadjikistan joined the seminar to share experiences.

Yusuf Ziya Odabaş, vice-president of IndustriALL affiliate Turkish metalworkers’ union stressed the importance organizing campaigns given the challenges of freedom of association.

Recent years have seen a political transformation in Uzbekistan, marked by a commitment not only to democratic elections but also to fundamental human and labour rights. Changes to the labour legislation based on international labour standards, means that the current law guarantees union’ independence and rights. Uzbek unions report active involvement in the country's transformative processes based on the principles of social dialogue.

Uzbekistan is emerging as a player in global supply chains, particularly through its mining sector, where it stands as a major producer of gold, uranium, and critical minerals, alongside textile and garment exports for global brands. Uzbekistan’s exports gold, natural gas, cotton, textiles, and agricultural products, with gold alone accounting for approximately 30-35 per cent of total exports.

Since 2023, the minimum wage in Uzbekistan is 980,000 UZS (US$85), although the average wage is reported to be significantly higher at 3.5 million to 4.5 million UZS (US$300-340).

Discussions in the seminar centred around benefits in collective agreements, social and legal protection of trade union members and creation of favourable working conditions. According to participants, unions play an important role in regulating social and labour relations between employers and employees and do important work in protecting the individual and collective, social, labor and professional rights and interests of employees.

Nigora Alimdjanova, president of IndustriALL affiliate Trade Union of the chemical and pharmaceutical industry workers union thanked participants for sharing experiences, identifying problems and finding ways to solve them.

Otabek Temirov, vice-chairman of IndustriALL affiliate Navoi Mining Smelting Workers’ Union underlined the importance of international cooperation and solidarity as Uzbek unions move forward.

Before the seminar, IndustriALL joined a mission led by the International Trade Union Confederation (ITUC) to observe the recent developments in Uzbekistan through different meetings, including one with Prime Minister Abdulla Aripov.

Kudratilla Rafikov, president of the Federation of Trade Unions of Uzbekistan (FTUU) reported on the work of Uzbek trade unions, including ensuring employment and creating decent working conditions. Rafikov underlined that unions actively participate in the renewal and changes in the country, supporting reforms and protecting workers’ interests.

“IndustriALL continues to advocate for the recognition and effective enforcement of international labour rights and standards. We aim to strengthen our affiliates by providing information, education and training, as we recently did in Uzbekistan. We are committed to being a force of global solidarity, fighting for better working conditions and trade union rights around the world, including in Uzbekistan,”

said Kemal Özkan, IndustriALL assistant general secretary.

IndustriALL Global Union file OECD complaints against fashion brands over labour rights violations in Myanmar

IndustriALL, together with banned Myanmar unions CTUM and IWFM, have filed complaints against three brands, Next, New Yorker and LPP, at OECD’s National Contact Points in four countries: the UK, Germany, the Netherlands and Poland. The complaints are over the companies’ breach of OECD Guidelines for Multinational Enterprises on Responsible Business Conduct, which call for, among other things, companies to operate ethically and responsibly regarding human and labour rights.

“Brands that stay in Myanmar are benefiting from an environment of fear, forced labour, and exploitation. There are widespread, comprehensive reports on the extensive violations of workers’ rights and there is no freedom of association in the country. Human rights due diligence requires worker involvement and independent verification, which is impossible under the military rule,”

says IndustriALL general secretary Atle Høie. 

The textile and garment industry has become an important way for the country’s military rulers to inject foreign money into a collapsing economy. Meanwhile, Myanmar’s military junta has banned unions and arrested union leaders. There is no freedom of association; unions and other workers’ organizations can’t function. There are reports of forced labour, workers’ rights violations, increased precarious work and collapsing wages. A tracker developed by the Business & Human Rights Resource Centre monitors abuse in Myanmar’s garment industry. 556 cases of alleged labour and human rights violations at 266 factories linked to international brands were documented by the end of June this year.

“We have been urging multinational companies to exit from Myanmar as their existence contributes to the severe violations of human rights and labour rights in the country. The brands pretend they comply with the OECD guidelines and human rights due diligence, which is impossible under a military dictatorship. Industrial zones are under martial law and the right to freedom of association is banned. The ILO's Commission of Inquiry investigated and confirmed the severe violations of freedom of association and forced labour in Myanmar, and yet companies continue their business and ignore international guidelines and ILO conventions,”

says IWFM president Khaing Zar Aung.

IndustriALL is campaigning for brands to safely disinvest from the country. In 2022, discussions between IndustriALL and several garment brands operating in Myanmar concluded with a Framework Principles of a Brand’s Responsible Business Disengagement from Myanmar, outlining a responsible exit from the country. Primark, New Look, Inditex, H&M, Lidl and Fast Retailing have followed this agreement.

“There is significant evidence of systemic violations of workers’ rights and brands that remain in Myanmar cannot claim ignorance of the abuses. The largest global brands have already left the country – brands that stay prioritize profits over human and workers’ rights. We are considering filing further complaints regarding other brands that remain,”

says Atle Høie.  
 

IndustriALL women tackle AI bias and GBVH

With AI’s growing influence, the Women’s Committee emphasized the need for a gender-transformative approach to its integration in the workplace. Muriel Garnier from French Equality Lab highlighted AI's gender biases and the risks of reproducing stereotypes within algorithm-driven systems. Garnier shared that

“88 per cent of AI developers are men, and when algorithms are designed by men, they often perpetuate stereotypes and gender bias.”

She stressed the importance of addressing the lack of female representation in tech, with only 15 per cent of women in France working in digital tech sectors.

Olle Brynja, from Unionen (Sweden) echoed these concerns, noting the potential for AI to either reinforce or dismantle workplace discrimination.

“If AI decisions are based on prejudiced data, the technology risks reinforcing discrimination rather than breaking it,”

Brynja stated.

Both Garnier and Brynja emphasised the importance of accountability, calling for stricter evaluations and audits of AI systems to ensure they do not perpetuate inequality. This approach aligns with IndustriALL’s commitment to developing an AI policy that champions gender equity as a foundational principle in its design and deployment.

Jane Pillinger spoke on IndustriALL’s toolkit to prevent GBVH, particularly within the battery supply chain. Pillinger introduced Convention 190 as a transformative framework for integrating GBVH prevention into human rights due diligence, an essential step in promoting safe and equitable workplaces.

“Gender-based violence and harassment aren’t just workplace issues; they are human rights abuses that must be addressed across global supply chains,”

Pillinger stated. 

She outlined a six-step process to help companies adopt responsible business practices, from defining policies to mitigating and tracking outcomes. This structured approach empowers trade unions to hold companies accountable, ensuring that GBVH prevention is embedded in every layer of the supply chain.

Pillinger also emphasized the role of trade unions in advocating for and negotiating gender-responsive risk assessments, suggesting that “trade unions can help identify risks and provide evidence where companies fall short in their duty to protect workers.” 

This gave fruit for thought when it comes to IndustriALL’s continued campaigns against GBVH, misogyny, and sexism, which will include awareness initiatives like the upcoming 16 Days of Activism and the #NoExcuse campaign.

The second day highlighted new IndustriALL’s mentorship initiative, supported by LO Norway,aimed at empowering  27 young women in Tanzania, Malawi and Ghana in Sub-Saharan Africa and in Peru and Colombia in Latin America. The project’s progress was highlighted with testimonials from mentees and mentors from both regions, showcasing the program's transformative impact on women’s leadership development.

Mildred Addo, a mentee from PUWU in Ghana, shared how mentorship has boosted her confidence

“Mentorship has empowered young women like me to step into leadership, giving us the confidence to influence both nationally and internationally. Six months ago, I wouldn’t have dared,”

she said.

Her experience highlights the mentorship program's potential to create a cycle of growth, where mentees gain skills that they can later pass on to others.

Joyce Maku Appiah, from the same union who mentors young leaders, shared the importance of mentorship in building independence and self-confidence.

“Mentorship isn’t just about guiding; it’s about pushing young leaders to stand on their own, to be innovative, and to lead confidently,”

she said.  

Co-chairs Hashmeya Muhsen Alsaadawe and Ilvana Smajlović emphasised the need for collective action to drive change. The committee reviewed IndustriALL’s ongoing campaigns against GBVH and sexism, including updates on the UGTT Garment Women Center and KTCU’s IMAGINE education programme in Korea to engage men in gender equity initiatives.

Discussions also looked ahead to the IndustriALL Congress, with a focus on mainstreaming gender in the Statutes and Action Plans. This session explored proposed amendments to incorporate a stronger gender perspective. Finally, the committee laid out priorities for 2025, including efforts to mainstream gender in occupational health and safety (OSH) and to ensure equitable wage negotiations.

“we are committed to building workplaces that are truly equitable and inclusive,” 

said Christina Olivier, IndustriALL assistant general secreatry. 

“From establishing AI policies that actively prevent bias to embedding human rights due diligence in addressing gender-based violence, our discussions have laid out a powerful roadmap for real progress on gender equity. The inspiring mentorship program is proof of how we can lift up young women, equipping them to lead and drive change. By uniting policy advocacy, mentorship, and robust due diligence, we’re paving the way for a future where women can thrive across all sectors.”

Trade unions call for public investment and fiscal policies to support steel sector recovery

The situation facing steel and industrial workers is the consequence of decades of poorly designed national policies that have supported excess capacity in the steel industry and promoted export-led competition at the expense of domestic demand, workers’ wages, and working conditions. Trade unions call for an end to these harmful practices and for the creation of quality industrial jobs that provide fair wages, decent working conditions, and job security for all workers.

While global steel demand has plummeted, global excess capacity has hit new record high. Public intervention is needed to kick-start infrastructure projects and safeguard jobs. Austerity measures, under the pretext of fiscal responsibility, will lead to severe cuts in public spending, impacting industrial production and employment. Such measures disproportionately affect the already vulnerable – the workers who manufacture the steel and build and maintain the infrastructure that drives our economies.

Trade unions call for immediate expansionary fiscal policy and urge governments to increase the current low levels of public investment to stimulate the demand for steel. Public investment is vital for key areas like infrastructure development, technological innovation, and R&D in the steel sector. Governments must put in place necessary measures to ensure demand for good quality, green steel made by workers with decent working conditions, including through public procurement systems.

Veronica Nilsson, TUAC general secretary, said:

“We need the OECD to move away from economic reforms that wind down public investment and dismantle labour market institutions. If we want a future for the steel industry, we need to speed up investment in infrastructure, defend quality jobs and strengthen working households’ purchasing power to actually consume the products we manufacture.”

Christina Olivier, IndustriALL Global Union assistant general secretary, added:

“The steelworkers who drive this industry should not be the ones paying the price for austerity measures. We demand policies that promote long-term growth, innovation, and investment in a sustainable future for steel production. Multinational companies must not focus solely on paying dividends to shareholders; they have a responsibility to contribute to the effort. Public support must come with strong social conditions, ensuring that investment in the green transition benefits workers, with good working conditions and wages, not just profits for the few."

Judith Kirton-Darling, general secretary of Industriall Europe, concluded:

“The European steel sector is in crisis with production cuts, mothballing of plants and site closures linked to record low demand and record high imports. European steel workers call for a fair level playing field and the end of a race to the bottom on lowest cost production which only puts workers against each other. We want green steel made by workers with good working conditions both in Europe and beyond, and we call on governments to invest in green steel with strong green and social conditionalities.”