MUZ wins wage deal from Lumwana, demands more for Zambian communities

The Mine Workers’ Union of Zambia (MUZ), an IndustriALL Global Union affiliate, has secured a victory in its latest round of collective bargaining with Lumwana Copper Mines, a key subsidiary of Barrick Gold Corporation. The parties finalized an agreement in Lusaka granting unionized workers a 13 per cent wage increase, effective for the year.
 
Speaking at the signing ceremony on 31 January, George Mumba, MUZ general secretary, pressed the company to go beyond wage adjustments. He advocated for the implementation of living wages to levels sufficient to support a decent standard of living for workers and their families alongside firmer commitments to environmental, social and governance (ESG) initiatives that deliver tangible benefits to mining affected communities.
 

“This agreement reflects the strength of collective bargaining and the unity of our members. We need robust provisions for occupational health and safety, comprehensive social protection, greater job security and wages that reflect the true cost of living.”

Mumba emphasized. MUZ has over 1,100 members at Lumwana. Further, he argued that sustainable mining practices, which prioritise community welfare and environmental stewardship, are essential if the industry is to contribute meaningfully to national development in Zambia rather than only extracting resources for export.
 
The agreement arrives at a pivotal moment for Lumwana. Barrick Gold has committed to a substantial capital outlay of US$2 billion to fund the Super Pit Expansion Project, a major initiative designed to transform the operation into a Tier One copper mine. This ambitious programme, already under way, aims to double annual copper output to approximately 240,000 tonnes through the construction of a significantly enlarged processing plant with a capacity of 50 million tonnes per annum. Such investments are being boosted by favourable global copper demand which is driven by the energy transition and electrification trends.
 
However, the wage deal also highlights broader challenges facing workers on the Zambian copper belt. While the 13 per cent rise represents a meaningful gain for workers translating, in some cases, to increases of between K1,100 ($56) for lower-paid workers and K2,500 ($127) for higher earners it occurs against a backdrop of inflationary pressures and rising living costs that have eroded purchasing power across the economy.
 
Glen Mpufane, IndustriALL director for mining, said:

“In a mining industry where commodity price volatility and geopolitical uncertainties loom large, Zambia’s copper sector must pay living wages. Sustainable mining depends not only on production volumes and capital inflows, but also on fostering industrial relations that support job security and community development.”

Image: Shutterstock 

Chinese-owned Zimbabwe mine dismisses women after forced HIV tests

At Xiao Honguqiu’s Famona gold mine, three women workers were compelled to undergo HIV tests and subsequently dismissed on 22 December 2025, regardless of the results, while more than 60 male colleagues faced no such requirement. The Zimbabwe Diamond and Allied Minerals Workers Union (ZDAMWU), an IndustriALL Global Union affiliate, condemned the practice as a form of sexual harassment and gender-based discrimination.
 
Zimbabwe’s Constitution and labour legislation safeguard workers’ dignity, equality before the law and protection from gender discrimination. The right to privacy, including the confidentiality of health information such as HIV status, is similarly enshrined. Employers are expressly barred from forcing disclosure of HIV status. The 2021 Cyber and Data Protection Act further criminalises unauthorised disclosure of personal health data by third parties, including online.
 
The dismissals reportedly followed information obtained from an online platform that exposed one worker’s HIV status. The affected worker has filed a police report at Nyathi Police Station near Bulawayo against the individual responsible for the posting. ZDAMWU has lodged a formal complaint with the Zimbabwe Gender Commission, which is now investigating the matter and weighing potential legal action against the company.
 
Justice Chinhema, ZDAMWU general secretary, asserted that the union is pressing for the reinstatement of the three women.

“It is unacceptable for employers to subject women to sexual harassment and flout the law with impunity,”

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

“We back ZDAMWU in seeking justice for these workers. Chinese multinational companies operating in Zimbabwe and the region must adhere to national labour laws and international standards.”

 
IndustriALL’s research under the project: Towards an inclusive and sustainable future for workers in Eastern and Southern Africa with the University of the Witwatersrand’s Southern Centre for Inequality Studies titled Fighting back: Labour fragmentation in and the face of capital vis-à-vis the Just Transition and eco-socialism has confirmed rampant sexual harassment and exploitation on Chinese-owned mines in Zimbabwe with supervisors preferring to hire “small Maria” instead of “big Maria.”
 
“Chinese management in both Zambia and Zimbabwe wanted a “small Maria” – a black female worker who was small built. The management used their positions and fear of job insecurity to exert pressure and solicit sexual favours or rape women workers. Black women workers in Zimbabwe who were employed in the mining sector, barely faced victimization and harassment,” exposes the research in its findings which will be published in April.
 

Safety and labour rights under threat at Armenia’s Akhtala mining plant

Workers at the plant report the absence of safe and healthy workplaces, alongside repeated breaches of technical safety rules that expose them to high risks to life and health. According to employees, these conditions fall short of Armenian labour legislation and prevent workers from fully exercising their constitutional rights.
 
Article 82 of the Constitution of the Republic of Armenia guarantees every worker the right to healthy, safe and dignified working conditions, limits on working hours and access to rest and paid leave. Miners say these standards are not being respected at Akhtala Mining and Processing Plant CJSC, where social guarantees are also reportedly lacking.
 
Concerns over unsafe working conditions have been compounded by a wage dispute. On 10 January 2026, miners submitted a request for a salary increase. After the employer failed to address the request, mining operations were suspended from 15 January, reflecting workers’ growing frustration over both pay and safety.
 
On 22 January, 52 miners sought support from the Branch Union of Trade Union Organizations of Miners, Metallurgists and Jewellers of the Republic of Armenia (TUMMJRA an IndustriALL affiliate), requesting representation and protection of their social, economic and professional rights. 
 
Despite a written request from the union to engage in dialogue, management at Akhtala Mining and Processing Plant CJSC has reportedly failed to respond.
 
IndustriALL assistant general secretary, Kemal Özkan, said:  

“This case highlights a worrying disregard for workers’ safety, dignity and fundamental rights. Workers have the right to safe workplaces and decent wages and when employers ignore these obligations, the authorities must act decisively to uphold the law and protect workers’ lives.”

 
IndustriALL is urging the Armenian authorities to carry out a comprehensive inspection of the plant to assess compliance with national labour and occupational safety legislation and to require the employer to immediately remedy any violations identified.
 
Without swift and effective action, IndustriALL warns, miners at Akhtala continue to face unacceptable risks to their health, safety and livelihoods.

Photo: Shutterstock
 

Mentorship programme empowers young African women to transform trade unions

The initiative, run by IndustriALL Global Union, with support from LO-Norway, seeks to promote young female leaders within affiliated unions. These women are positioned to drive reforms that promote gender equality, combat gender-based violence and harassment (GBVH) and elevate the participation, visibility, and influence of young women in union structures, collective bargaining, sectoral networks and international forums. Mentees receive targeted training in leadership, organising, advocacy, feminism ideology and technical competencies essential for reshaping unions’ gender priorities and fortifying worker representation.
 
The seven mentors, drawn from backgrounds in union revitalisation, feminism, gender equality, and skills development, brought considerable expertise to the programme and offered sustained guidance throughout.
 
Among its specific objectives the mentorship project aims to empower participants to emerge as future women union leaders, build their confidence and support their pursuit of elected roles at workplace, branch, sectoral, or national levels. The project also aims to deepen young women’s involvement in union activities by integrating them into collective bargaining teams, organizing drives and advocacy efforts; to establish study circles that mobilise and educate broader cohorts of young women; and to expand female engagement in sectoral, regional and IndustriALL initiatives.
 
On the policy front, it advances gender equality and the eradication of GBVH in unions and workplaces by aiding mentees in crafting equality policies, response mechanisms and awareness campaigns. All participants undergo training in gender equality, GBVH prevention, and mainstreaming, aligned with ILO Convention 190 and Recommendation 206 on ending violence and harassment in the world of work. Mentees are further encouraged to contribute actively to women’s structures and gender committees in their respective unions.
 
Agnes Ama Agamasu, a human-resources professional at the Ghana Gold Board and member of the Ghana Mine Workers’ Union, reflected on her experience:

“The mentorship programme allowed me to reset and become a more effective leader. It built my confidence to engage with senior government officials and offered invaluable learning and cross-learning opportunities.”

 
Priscilla Aboagye, an accountant at PUMA Energy and member of the Ghana Transport, Petroleum and Chemicals Workers Union (GTPCWU), added:

“I joined the programme when my baby was just four months old and learnt to balance family life with working in a male-dominated industry. It was a genuine opportunity to step into leadership. I came to realise that skills and talent alone are insufficient; guidance is essential.”

 
IndustriALL Sub-Saharan Africa regional secretary, Paule-France Ndessomin,  described the programme’s broader significance:

“The LO Norway mentorship initiative is more than mere capacity-building, it serves as a potent catalyst for gender transformation within Africa’s trade unions. By arming young women workers with the tools to champion inclusivity and spearhead resolute campaigns against GBVH, it not only fortifies unions in the present but also lays the foundation for a future in which every worker, irrespective of gender, enjoys equality, safety and empowerment.”

 
 

Myanmar coup anniversary exposes sham elections and ongoing repression

Since the junta seized power on 1 February 2021, independent unions have been banned, union leaders arrested and fundamental freedoms obliterated. Under military rule, more than 7,000 civilians have been killed, and millions have been displaced and forced to flee from their homes.

At the end of last year, the military launched an election silencing the democratic opposition. The elections have been widely dismissed as a sham designed to legitimize continued military control rather than reflect the will of the people. No credible international observers have been allowed to monitor the vote, and many political parties have been barred or dissolved ahead of polling.

IndustriALL has renewed its call for brands and companies to withdraw from Myanmar, pointing out that enhanced due diligence cannot mitigate the inherent risks of operating under a dictatorship that outlaws independent unions, imprisons workers and systematically violates labour rights.

The textile and garment industry is a major source of foreign exchange for the regime, helping to fund weapons, ammunition and fuel. Workers producing garments and footwear in Myanmar labour in industrial zones under martial law. A 2023 ILO Commission of Inquiry found widespread violations of freedom of association and forced labour Conventions. In July there were new reports of union leaders and labour activists arrested on unknown charges.

In 2024 IndustriALL Global Union filed complaints with the OECD National Contact Points against major garment brands, including Next, New Yorker, LPP and Sioen, for breaching the OECD Guidelines for Responsible Business Conduct by continuing to source from Myanmar. The complaints are backed by Myanmar unions CTUM and IWFM, now operating in exile. According to the complaints, these companies benefit from widespread violations of workers’ rights under military rule, where freedom of association is impossible and forced labour is reported.

In June 2025 the International Labour Conference took a historic step by invoking Article 33 of the ILO Constitution against Myanmar’s military junta, with the resolution calling for an end to financial flows to the regime. This rare move holds the regime accountable for grave and persistent violations of workers’ and human rights. The decision sends a powerful message underscoring the ongoing breaches of core labour standards, including freedom of association and the use of forced labour.

Says Atle Høie, IndustriALL general secretary:

“As Myanmar marks another year since the coup, the union movement stands in solidarity with workers who continue to fight for basic rights, democratic freedoms and decent work. The military’s sham elections cannot conceal the reality of repression, forced labour and the systematic denial of workers’ rights. Governments, brands and international institutions must stop doing business as usual and take concrete action to end financial support to the junta.”

Organized workers prevail over corporate evasion: A major win for labour rights

The ruling ensures that 54 workers will each receive Rs. 864,000 (US$3,111), an amount that includes triple compensation for the prolonged denial of their lawful dues. Failure to comply with the order will result in the attachment of property and recovery of the amount as arrears of land revenue.

An excerpt from the order, by the commissioner, reads:
“The conduct of the respondents in denying lawful dues for several years, despite clear judicial pronouncements, warrants imposition of triple compensation to meet the ends of justice.”

In 2018, 54 workers of IFFCO Pakistan Pvt. Ltd. had filed a case under Section 16 of the Sindh Payment of Wages Act, 2015, stating they were denied their lawful 5 per cent profit bonus for the years 2011 to 2016. The workers argued that non-payment of the bonus was discriminatory and a clear violation of labour rights. The company repeatedly asserted that as employees of contractors, the workers were not entitled to the benefits being sought.

Contract workers employed by IFFCO Pakistan have previously challenged unfair labour practices and denial of union rights by the company. In 2024, the Supreme Court of Pakistan ruled that employees of third-party contractors are employees of the principal employer (IFFCO). The Court further declared that workers performing permanent and integral functions are entitled to all statutory benefits, regardless of the nature of employment.

The persistence of the workers and the efforts of IndustriALL affiliate Pakistan Federation of Chemical, Energy, Mines and General Workers Union (PCEM) demonstrated that organized struggle can overcome long delays in justice, setting a powerful legal precedent for wage recovery, profit bonus claims and contract workers’ rights.
 
Ashutosh Bhattacharya, IndustriALL’s south Asia regional secretary, says:  

“This decision reaffirms a fundamental principle of labour justice: companies cannot use outsourcing as a shield to evade their obligations. The ruling strengthens protections for contract workers and sends a clear warning that denial of lawful dues will not go unpunished.”

The workers were represented by Ghulam Murtaza Tanoli, deputy general secretary of PCEM, and an applicant in the case.

Union busting at Apple supplier Lumileds Malaysia

After winning the secret ballot for union recognition on 7 November 2025 with nearly 70 percent support at Lumileds, the company dismissed a worksite union leader Sukhairul Bin Khalid and began disciplinary proceedings against the worksite union chairperson Syahnorizal Bin Abdul Hamid.
 
The union victory received strong support from migrant workers in the factory. Lumidleds has terminated the contracts of a few migrant workers and deported them back to their country of origin. Many migrant workers  now fear non-renewal of their contracts. 
 
EIEU-NR general secretary Divid Arulappen condemned Lumileds’ actions as blatant union busting and called on the company to immediately:

In a letter to Lumileds Holding B.V. CEO Steve Barlow, IndustriALL Global Union general secretary Atle Høie warns that the company’s actions may violate both Malaysian law and international labour standards.

“Such acts of union busting raise serious concerns under Malaysian law and international labour standards. IndustriALL expects Lumileds to take immediate corrective action and to confirm the steps taken to remedy these violations and to ensure that workers in Malaysia can exercise their trade union rights without fear of retaliation,”

Atle Høie wrote.

As a supplier to Apple, Lumileds has a responsibility to uphold workers’ rights throughout its operations. Respect for freedom of association and collective bargaining must be non-negotiable in global supply chains.

Sign the LabourStart campaign and stand with Lumileds workers.

Employment injury insurance in Bangladesh: the vital role of social protection

Providing social protection is a state duty, but because it is an internationally recognized right, it is also part of the corporate responsibility to respect, according to the UN Guiding Principles on Business & Human Rights.

It is also in companies’ interests to ensure workers producing their goods and services have adequate social protection. This is because, as the ILO notes, social protection or social security is “defined as the set of policies and programmes designed to reduce and prevent poverty and vulnerability throughout the life cycle.” In other words, it is essential not only in human rights terms but also in terms of resilient societies and stable supply chains.

The Employment Insurance Scheme (EIS) pilot in Bangladesh is the first national employment injury insurance programme for the country’s four million ready-made garment (RMG) workers, providing payouts for life to injured workers and the families of deceased workers. The fund is administered by the government, but it receives voluntary top-up payments from over 90 global brands and retailers representing about 50 per cent of the total value of RMG export orders from the country. The EIS is a successful example of multistakeholder participation in a public programme.

On 27 January, IndustriALL co-hosted, along with the Committee on Workers’ Capital, the Interfaith Center on Corporate Responsibility and the Labour Rights Investor Network, with the technical assistance of the ILO, a virtual investor meeting on the EIS. The event was part of a series of webinars and meetings IndustriALL has organized since 2022 to increase investor awareness of the importance of social protection and investors’ role in strengthening initiatives such as the EIS.

The audience included pension funds, faith-based investors and large asset managers, and speakers included the ILO, global brands and a Swiss investor. Via video, a senior official of the Bangladesh Ministry of Labour and Employment spoke of the government’s commitment to putting in place a national scheme to institutionalise the EIS.

Representatives of H&M, Primark and PVH spoke about why they were signatories to the EIS, noting that the pilot has proven its value, with proper governance, a reliable claims process and a predictable financial flow. A lively exchange with the audience rounded out the meeting.

“Without the EIS, we’d be back to square one, with individual systems for each brand to address injuries one by one.” 

H&M

“The EIS is a perfect example of what ‘good’ looks like.”

Primark

At a time when regulations meant to strengthen corporate human rights due diligence in supply chains are being attacked or weakened, investors are an increasingly important guardrail in holding companies to account for their impacts on human rights. Many large investors are “universal owners”, meaning they hold assets across the entire economy and are therefore affected by systemic risks.

Poor social protection not only affects individual workers; it creates societal risk that carries implications for productivity and supply chain stability. Making these connections clear to investors is one way to build support for crucial initiatives such as the EIS, which is showing the way towards responsible sourcing and effective social protection for workers.  

Said Christina Hajagos-Clausen, IndustriALL textile and garment director: 

"The EIS pilot successfully demonstrates shared responsibility – across the government, brands, employers, trade unions and investors. And it’s in investors’ interests for workers in their companies’ supply chains to receive fair remedy for injuries they incur while producing for those companies."

Photo: Bangladeshi garment employees leaving a clothing plant at the end of their working day. Credit: Crozet M. / ILO

IndustriALL Global Union is looking for a national consultant in Bangladesh

Responsibilities

• Create and uphold unity amongst the IndustriALL affiliates in Bangladesh
• Maintain regular communication with affiliates in Bangladesh on sectoral and cross-
sectoral issues, and ensure consistent coordination with the IndustriALL South Asia Office
• Coordinate responses to urgent affiliate needs, such as disputes, violations of workers’
rights, and organising drives
• Organise and coordinate the IndustriALL’s sectoral as well as cross-sectoral work in
Bangladesh,
• Support on developing strategies and actions in line with IndustriALL’s Global Action Plan, regional as well as national priorities and strategic planning and sectoral as well as cross-sectoral matters
• Monitor national labour policies, laws, and developments relevant to workers and unions;
• Development, conceptualization, coordination and effective implementation of organizing, campaign strategies and plans
• Participate in, as well as organising and preparing national / regional trade union activities, as required
• Produce background documents, reports and news articles in cooperation with the
regional office team
• Document union actions, case studies, and legal developments relevant to IndustriALL’s
priorities
• Maintain records of meetings, workshops, and consultations, and provide necessary
follow-up support
• Assist in the development, coordination, and management of both internally and
externally funded projects, in collaboration with project teams, as required

Other tasks:

• Ensure practical organisation of meetings, developing agendas, and communicating with
affiliates
• Assist in conducting workshops and seminars, as required

• Assist with financial documentation related to project and regional office activities, in
compliance with IndustriALL’s reporting and financial guidelines
• Any other work as assigned by the regional secretary

Requirements:

Professional experience
• Minimum five years of relevant professional experience in labour rights, trade unions,
development organisations, or related fields
• Proven experience working with trade unions, workers’ organizations, or grassroots
movements
• Prior experience in project coordination, training facilitation, campaigning, or advocacy is
an advantage

Knowledge & subject-matter expertise
• Strong understanding of labour rights, trade union structures, and industrial relations,
particularly in Bangladesh and also in South Asia
• Knowledge of political and socio-economic contexts affecting workers and unions; regional or international exposure is an asset
• Familiarity with organizing, campaigning, and trade union strategies.

Technical skills
• Strong research skills, including field and desk research, data collection, and analysis
• Ability to produce clear, well-structured reports, background papers, and advocacy
materials
• IT proficiency, including the use of standard office software and digital communication
tools
• Ability to support project coordination, monitoring, documentation, and reporting

Interpersonal skills
• Strong communication and facilitation skills, with the ability to engage effectively with
diverse stakeholders
• Ability to work collaboratively with union leaders, workers and civil society actors
• Strong organisational and time-management skills, with the ability to manage multiple
priorities
• Adaptability and resilience, with the ability to respond effectively to fast-changing
situations and campaign needs

Values
• High level of integrity, professionalism and accountability
• Strong commitment to social justice, workers’ rights, and gender equality

Language requirements
• Fluency in Bangla (spoken and written) – mandatory
• Good working knowledge of English – mandatory
• Knowledge of additional South Asian languages is an advantage

Remuneration

A competitive monthly remuneration will be offered to the successful candidate.

IndustriALL promotes gender equality and encourages equal opportunities for men and women to apply.

Applicants who fulfil the above requirements can send their application to regional secretary Ashutosh Bhattacharya. Applications must include a CV and a letter of motivation.

The closing date for applications is 15 February 2026.

IndustriALL will interview the shortlisted candidates and finalize the application process swiftly, so that the new consultant can start work by March 2026.

Win for Turkish metal workers

The group collective bargaining agreement process was kicked off between three IndustriALL affiliates, Türk Metal, Birleşik Metal-İş, Özçelik-İş and the Turkish Metal Industries Employers' Association (MESS) on 13 October 2025. Following multiple sessions, without a positive outcome, a statement of disagreement was drawn up in December and the three unions decided to go on strike on 20 January this year.
 
Immediately after the strike decision, the three unions received an invitation from MESS, which started 21 January and ended up on 22 January 2026 with a victory for metal workers. The agreement has been signed by all the three unions.
 
The agreement covers:
 
For the first six-month period, hourly wages below 140 TL/hour (US$ 3) will be topped up by 10 TL/hour(US$0.23), not exceeding 140 TL/hour(US$3). Afterwards, a flat rate of 17.61 TL/hour(US$0.41) will be added after a 20 per cent increase to all wages. This increase corresponds to an average of 28.10 per cent of the basic wage.
 
After 1 March (for the second six-month period of our agreement), a 13 per cent increase will be applied. However, if the six-month inflation rate exceeds 13 per cent, the resulting inflation rate will be applied.
 
In the third six-month period of our agreement, the increase will be inflation plus 1.5 percentage points.In the final six-month period, the increase will be based on the inflation rate.
 
On 1 September 2025, the increase rate, including social allowances, was 31.15 per cent.
 
This wage will increase to a net 79,500 TL (US$ 1,850)on 1 March 2026. As of 1 March 2026, there will have been a cumulative increase of 44.76 per cent in wages alone.
 
Social benefits have been increased by 75 per cent for Eid al-Adha and 50 per cent for other social benefits in the first year of the agreement. In the second year , they will increase in line with the annual inflation rate. Together with social benefits, a cumulative annual increase of 47.81 per cent has been achieved.
 
In the meantime, all the concession proposals made by MESS have been withdrawn.
 
Industriall Europe, general secretary, Judith Kirton-Darling said:

“At a time when workers suffer from lack of purchasing power due to the economic difficulties, this win demonstrates how union struggle brings achievements to workers. Congratulations to the three Turkish metal affiliates.”

 
IndustriALL Global Union, assistant general secretary, Kemal Özkan, said:

“This is a huge win thanks to the unity, determination and struggle by metalworkers and their unions. Our Turkish metal affiliates have shown an excellent example by working together, supporting each other and fighting back together. Bravo.”