Mining unions forge global networks to strengthen worker protections

The workshop underscored the need for MNC trade union networks to adopt unified objectives, structured plans and enhanced communication strategies, leveraging social media and artificial intelligence tools to amplify organizing efforts. Key priorities included upholding freedom of association, collective bargaining, occupational health and safety, and living wages, while embedding human rights due diligence frameworks. The Initiative for Responsible Mining Assurance (IRMA) was cited as a benchmark for responsible mining practices.
 
A particular emphasis was placed on gender equity, with unions advocating for measures to combat gender-based violence and harassment faced by women miners. Proposals included ensuring access to sanitary products and fostering greater female participation to dismantle discriminatory practices.
 
Environmental accountability also featured prominently, with delegates citing the Kafue River pollution incident in Zambia where acidic, heavy metal-laden waste from a burst tailing at Sino-Metals Leach’s copper mine contaminated a vital water source for millions as a stark reminder of the need for strict governmental oversight and adherence to global environmental standards.
 
Theodore Kamwimbi, a researcher from the University of Western Cape, presented findings from IndustriALL report, Mapping Multinational Corporations in Mining in Sub-Saharan Africa. His recommendations included extending union networks to smaller mining firms, expanding collective bargaining to contract workers, and addressing wage disparities, particularly in the DRC, where expatriate workers often earn more than locals. Kamwimbi also called for action against child labour in artisanal and small-scale mining, alongside efforts to document and support women miners in adapting to technological advancements and automation.
 
Christian Denzin, Friedrich Ebert Stiftung Tanzania resident director described the workshop as a critical platform for regional unions to exchange strategies and promote sustainable practices within multinational frameworks.
 
Drawing on successful precedents like the ArcelorMittal, TK Elevator, and Inditex networks, Patrick Correa, IndustriALL director for mechanical engineering and base metals, emphasized the importance of engaging MNC management to ensure the sustainability of global networks. He pointed to ArcelorMittal’s global health and safety agreement as a model for collaboration.
 
Glen Mpufane, IndustriALL director for mining and diamonds, stressed the necessity of international solidarity to counter the influence of well-resourced global mining corporations:

“Unions must mobilize workers and leverage MNC networks to defend rights effectively,”

citing campaigns by the Anglo-American and Glencore networks as examples of impactful engagement, including protests on worker rights violations at Glencore.
 
The workshop concluded with the establishment of global networks for Barrick Gold and AngloGold Ashanti workers, to be coordinated by the Tanzania Mines, Energy, Construction, and Allied Workers Union (TAMICO) and the Ghana Mine Workers Union (GMWU), respectively.
 
These networks aim to complement national union activities, forming part of a broader IndustriALL project to build resilient trade union power within multinational mining companies.
 

African trade unions push for HRDD in green minerals surge

The theme of the conference: “Promoting human rights and responsible business conduct in the world of work: from Global Frameworks to African realities” resonated well with other meetings that week which included the regional executive, women, youth and textile and garment network meetings and underscored the need for robust frameworks to safeguard labour amid the African Continental Free Trade Area’s transformative push.
 
The conference aimed to deepen understanding of HRDD and responsible business conduct, strengthen trade union capacity to monitor workers and human rights risks and advocate for national and sectoral HRDD frameworks. With Africa’s mineral wealth central to the energy transition, delegates stressed that HRDD is vital to prevent exploitation while advancing sustainable development, aligning with the African Union’s Agenda 2063 and the African Mining Vision.
 
The Democratic Republic of Congo’s (DRC) cobalt supply chain, which account for over 70 per cent of mined cobalt globally according to the World Bank, took centre stage. Theodore Kamwimbi of the University of Western Cape’s Centre for Transformative Regulation of Work called for stringent monitoring and remedies, particularly for youth and women in artisanal mining and to end child labour.
 
Davidzo Muchawaya, IRMA’s Africa Lead, detailed the audit of Chinese firm, Tenke Fungurume Mining in the DRC, noting concerns over transparency and health and safety. IRMA’s safeguards, including off-site interviews and the first-ever audit of a Chinese DRC site was hailed as step towards compliance and accountability.
 
Global models like the EU’s Corporate Sustainability Due Diligence Directive and Germany’s Supply Chain Act were discussed. Judith Kirton-Darling of industriAll Europe called the EU framework a “blueprint for balancing corporate duties with worker remedies,” while Alexander Nolte of Germany’s IGBCE highlighted the German law’s transparency mechanisms as a guide for African states navigating global trade.
 
Union strategies drew inspiration. For example, Grahame Kelly general secretary of Australia’s Mining and Energy Union shared tactics like leveraging pension funds, prompting the conference to explore Australia-Africa HRDD trade union collaboration. 
 
IndustriALL mining director, Glen Mpufane, warned that without HRDD, “Africa risks becoming a conduit for exploitative labour practices.” He emphasized HRDD role in organizing workers in critical minerals like cobalt and lithium, where labour abuses in Sub-Saharan Africa have drawn scrutiny. The conference highlighted HRDD’s urgency in textiles and garments industries which are facing fast fashion’s race to the bottom and emphasized that advocating for gender-sensitive protection for women workers is key.
 
Practical tools were an important focus. Kemal Özkan, IndustriALL assistant general secretary, said the HRDD Competence Centre, set for a 2026 launch, in which UNI Global and IndustriALL are in partnership, will support HRDD in mining and textiles. Miriam Neale, interim director, outlined training to bolster union capacity, though delegates raised concerns about sustainability and reaching shop-floor workers. Calls emerged to shift voluntary global frameworks to binding ones. A regional mapping tool, which enables unions to track violations, including gender-specific risks and a panel discussion on how national action plans on business and human rights were being implemented in Ghana, Kenya and Uganda discussed strategies.
 
IndustriALL general secretary, Atle Høie, said:

“Africa must forge HRDD pathways rooted in local realities and global best practices,”

urging unions to hold corporations accountable.

Strike averted: Nigerian unions vs Dangote

Brokered by Nigeria’s Federal Ministry of Labour and Employment, the agreement mandates immediate unionization at the refinery, with registered unions like NUPENG granted the right to organize workers. The process is to be completed within two weeks, with guarantees against the formation of competing employer-backed unions and protection for workers against retaliation for strike actions.
 
The agreement marks a significant victory for Nigeria’s labour movement, reinforcing the legal and moral imperative of workers’ rights to organize.
 
Two years ago, the inauguration of the US$20 billion Dangote Refinery in the Lekki free-trade zone near Lagos was heralded as a milestone for Nigeria’s industrial ambitions. As Africa’s largest refinery, it promised significant job creation and economic diversification.

However, optimism has soured due to the refinery’s initial resistance to unionization, particularly for drivers tasked with distributing petroleum products nationwide. The refinery, owned by billionaire Aliko Dangote and its distribution partner, MRS, controlled by Dangote’s relative Sayyu Ali Dantata, sought to exclude established unions like NUPENG in favour of an in-house union. This move prompted NUPENG, backed by the National Association of Road Transport Owners (NARTO), to call for a national strike.
 
The dispute intensified following Dangote’s importation of 10,000 compressed natural gas (CNG) trucks in late August, aligning with the government’s push for greener fuel alternatives. Recruitment for drivers came with a condition: applicants were required to pledge allegiance to the company’s union, raising concerns about violation of workers’ rights. The unions argued that Dangote Refinery and MRS’s actions not only violate Nigeria’s Labour Act and Constitution, which safeguards workers’ rights to organize, but also contravenes International Labour Organization (ILO) Convention 87 on freedom of association and protection of the right to organize, to which Nigeria is a signatory.

Furthermore, the companies’ apparent pursuit of a refining and distribution monopoly challenges the Petroleum Industry Act, designed to promote competition in a sector long plagued by inefficiency and corruption.
 
NUPENG’s leadership,president Williams Akporeha and general secretary Afolabi Olawale, condemned the refinery’s approach, accusing it of undermining collective bargaining and imposing exploitative contracts. “Wealth amassed through the suppression of workers’ rights is unsustainable and unjust,” they stated, emphasizing the centrality of union representation to fair labour practices.
 
Atle Høie, IndustriALL general secretary, welcomed the resolution:

“The actions of Dangote were a clear violation of fundamental trade union rights and IndustriALL intervened towards the company to push them to change their course. This agreement upholds national and international labour standards, befitting a leading African enterprise. We encourage Dangote Refinery to maintain constructive engagement with unions going forward.”

Photo: Shutterstock 

Macsteel strike ends as NUMSA secures worker reinstatement

The strike, which began on 22 August, was triggered by contentious retrenchments that NUMSA condemned as procedurally unfair and exploitative. Workers are set to resume duties on 8 September following a negotiated settlement that addresses key union demands.

The agreement marks a victory for NUMSA, with Macsteel conceding to reinstate all retrenched workers into positions within the company, preserving their wages, benefits and conditions. Further, even workers placed in lower-grade roles will retain their original salary scales, a critical safeguard for their livelihoods. Five workers who opted for severance packages over reinstatement will meet with NUMSA to confirm their decisions, ensuring informed choices.

The strike, described as a last resort by NUMSA, followed Macsteel’s refusal to consider union-proposed alternatives during Section 189 of the Labour Relations Act consultations which deals with retrenchments for operational requirements that include economic, technological or structural changes.
 
The dispute centred on Macsteel’s implementation of voluntary severance packages (VSPs) under Section 189, which NUMSA condemned as a sham. The union accused the company of coercing 253 workers into accepting VSPs valued at a mere R40 000 (US$1828), calculated at one week’s pay per year of service which is far below the industry norm of three to four weeks’ gross remuneration per year.
 
NUMSA described the process as unilateral, alleging that Macsteel issued termination letters and pressured workers without consulting the union, violating fair retrenchment protocols.
 
NUMSA’s demands included the reinstatement of the retrenched workers, improved severance packages and transparent, union-negotiated retrenchment criteria. The union argued that Macsteel’s actions reflected a broader pattern of employers exploiting workers during economic downturns, maximising profits in boom times only to discard workers with inadequate compensation during retrenchments. NUMSA called for government intervention through the Department of Employment and Labour to establish minimum standards for severance packages.
 
NUMSA general secretary, Irvin Jim, said:

“It should not be tolerated that employers can pay workers empty voluntary severance packages in the name of voluntarism. This is abuse. Greedy bosses must be stopped particularly when they have exploited workers for years.”

“Protection of workers livelihoods even during retrenchments is one of the core duties of a trade union and we commend NUMSA for going on strike to stop workers exploitation at Macsteel,”

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

Photo: Shutterstock

Unions push for safer, organized artisanal gold mining in Zimbabwe

IndustriALL Global Union affiliates in Zambia and Zimbabwe, the Mine Workers Union of Zambia (MUZ) and the Zimbabwe Diamonds and Allied Minerals Workers Union (ZDAMWU), have committed to supporting these efforts.

Artisanal miners, who often rely on basic tools and minimal mechanization, face severe risks. Many lack proper personal protective equipment, exposing them to toxic substances like mercury, which harms lungs, skin and eyes while polluting the air, water and soil.

Poorly ventilated pits increase the risk of lung diseases like silicosis and pneumonia. Deep shafts, some reaching 40 meters, are prone to collapses and flooding, often resulting in injuries or deaths. Miners also lack adequate training on safety protocols, worsening these dangers.

On 20-21 August a delegation from IndustriALL Sub-Saharan Africa regional office, MUZ and ZDAMWU, visited artisanal mines in Mazowe, at the former Mettalon-owned Jumbo Mine and in Penhalonga near Mutare. The delegation, which included Zambia’s Luapula Mineral Miners Association representing over 200 small-scale mines which has signed a memorandum of understanding with MUZ, observed hazardous practices, such as miners descending shafts using ropes and communicating through plastic pipes. Further, women miners were processing gold using mercury with bare hands.
 
At a meeting in Mutare on August 22, artisanal miners requested financial support to mechanize operations and guidance on improving safety. Government officials, including representatives from the Office of the President and Cabinet, endorsed formalizing the ASM sector, urging miners to organize and improve wages and conditions. The Ministry of Mines and Minerals said that it provides loans and information to registered miners, while the Ministry of Labour emphasized support for better working conditions, contracts and wages. The National Social Security Authority highlighted its health and safety training programmes.

Other organizations, including the Centre for National Resources and Governance and the Zimbabwe Federation of Trade Unions, also participated.

Union leaders stressed cooperation with ASM associations to improve safety and decent work.

George S. Mumba, MUZ general secretary said:

“ASM associations must work with trade unions to improve working conditions and health and safety.”

“We are calling for a national plan on responsible mining practices and standards that include ASM,”

added Justice Chinhema, ZDAMWU general secretary.
 
IndustriALL Sub-Saharan regional secretary, Paule-France Ndessomin, said:

“We continue to call for the formalization of ASM as most unemployed youth are earning a living in informal mining and for the protection of women who are exposed to hazardous chemicals and face gender-based violence and harassment.”

 
These efforts align with the International Labour Organization’s Recommendation 204 on the transition from informal to the formal economy and the African Mining Vision, which advocate for formalizing ASM. While Zambia has ratified International Labour Organization Convention 176 on safety and health in mines, Zimbabwe is yet to do so.
 
The cooperation between MUZ, ZDAMWU and ASM associations is backed by Union to Union under IndustriALL’s Union Building Project, promoting cross-border learning and stronger organization for Zimbabwe’s artisanal miners.

Zimbabwe’s more than 500 000 ASM extract gold, lithium, diamonds and platinum group metals and other minerals that include chrome, cobalt, copper, iron ore, tin, and gemstones.
 

Southern Africa: textile workers call for a Just Transition that safeguards jobs

This common vision emerged at a workshop in Durban, South Africa, on 14–15 August, where 34 union leaders, officials and shop stewards from IndustriALL affiliates, the Amalgamated Trade Unions of Swaziland (ATUSWA) and the Southern African Clothing and Textile Workers’ Union (SACTWU) came together to chart a path towards a fair and sustainable future.
 
The discussions centered on embedding a development-oriented approach within the Just Transition framework for the TGSL sector. Participants advocated shifting from the linear take-make-dispose model to a circular economy emphasizing resource efficiency, waste reduction and sustainable production. Recycling and upcycling, for instance, were highlighted as strategies to curb environmental pollution, conserve water and energy and generate employment.
 
While acknowledging the productivity gains from new technologies, unions emphasized that automation should augment rather than displace workers. To support this, they called for financing to fund upskilling and reskilling programs to equip workers for the transition.

Additionally, mandatory human rights due diligence across TGSL value chains was deemed essential to hold global brands and multinational corporations accountable and safeguard workers’ rights amid the shift to greener economies aligned with climate goals. 
 
Given the sector’s female-dominated workforce, unions stressed the need for gender-inclusive policies addressing workplace gender-based violence and harassment, the gender pay gap and access to childcare, alongside the adoption of living wages to improve livelihoods.
 
Regional integration was identified as critical to bolstering intra-African trade, particularly under the African Continental Free Trade Area (AfCFTA), in the face of external pressures such as the 30 per cent tariffs imposed by the United States on South African garment exports. Enhanced industrialization, participants argued, could expand the TGSL sector’s manufacturing capacity, creating jobs to address the region’s acute unemployment, poverty and inequality. Statistics South Africa reports an expanded unemployment rate, including discouraged job seekers, of 43.1 per cent. 
 
SACTWU has integrated sustainability into its Just Transition strategy, collaborating with the South African government’s National Cleaner Production Centre and engaging the Industrial Development Corporation (IDC) to finance solar panel installations in factories. The union also participates in the Southern African SOLTRAIN initiative, which promotes solar thermal systems across the Southern African Development Community (SADC), including solar panels and solar-powered boilermakers in South African factories.
 
ATUSWA national organizer, Bongani Ndzinisa, emphasized:

“In Eswatini’s Just Transition, we stand firm on our demands for trade union rights and freedom of association to be upheld, ensuring workers’ voices are heard and respected.”

 
SACTWU deputy general secretary, Membinkosi Vilina, added:

“As a union, we champion worker ownership of renewable energy assets, ensuring that the wealth generated by new production methods in the textile and garment industries is shared and green jobs created.”

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

“As we navigate the just transition in Sub-Saharan Africa’s textile and garment industries, we must confront the broader impact of emerging technologies like automation and artificial intelligence on the future of work, while fiercely protecting decent working conditions.”

Sub-Saharan Africa youth demand a voice in shaping the future of work

The SSA youth committee, the first regional youth structure established within IndustriALL, brings together twelve representatives from across the region.  

“Since its creation, it has been a driving force in youth work, ensuring that young voices are heard in union strategies and global debates,”

said Sarah Flores, industriALL youth officer.

This year’s International youth Dday coincided with preparations for the committee’s regional meeting to be held in Ghana on 1 September, under the theme “embracing technology and innovation at work”. The theme reflects years of engagement by young trade unionists on the impact of new technologies, from Industry 4.0 and platform work to artificial intelligence and on the future of work.

Since the pandemic, IndustriALL has facilitated discussions in most regions on the opportunities and challenges of technological change. Young workers have consistently demanded a seat at the table, recognizing that these changes will shape their working lives for decades to come. 

A concrete outcome of this demand is the inclusion of two youth representatives in IndustriALL’s Industry 4.0 expert working group, including Dorca Norupiri from IndustriALL affiliate Zimbabwe Diamond Allied Minerals Workers Union (ZDAMWU), representing the SSA region. 

The committee’s International youth day statement highlights urgent issues facing young workers in Sub-Saharan Africa:

“Despite these challenges, young trade unionists in the region are organizing, innovating and pushing for change. They are advocating for safer workplaces, digital access, gender justice, climate-responsive policies and inclusive leadership. Through campaigns for digital skills and active engagement in union decision-making, they are redefining what it means to be a worker in the 21st century,” 

said Paule Ndessomin, IndustriALL SSA regional secretary.

As the SSA youth committee prepares to gather in Ghana, their message is clear: investing in youth is essential for building strong, sustainable unions capable of advancing workers’ rights, confronting global capital, and driving sustainable industrial policy.

Kenyan oil workers win key concessions in dispute with pipeline company

The agreement follows a seven-day strike notice issued by the union on 24 July, citing long-standing disputes over workers’ rights, performance incentives, and the fate of employees from the soon-to-be-dissolved Kenya Petroleum Refineries Limited (KPRL). The deal also brings critical issues into focus regarding KPRL’s closure and the future of Kenya’s energy infrastructure.

KPOWU, representing workers from both KPC and KPRL, had raised a range of pressing demands. These included the seamless transfer of KPRL workers to KPC with retention of existing terms and conditions, the elimination of discriminatory performance incentives, protection of union officials from intimidation, and urgent attention to unresolved claims, some dating as far back as 2016, related to overtime, standby allowances, and meals.

The union also flagged concerns around corruption at KPC’s Eldoret depot and called for accountability and transparency within the company.

Negotiations, mediated by the energy and petroleum cabinet secretary Opiyo Wandayi, led to meaningful concessions from KPC. Among them:

These outcomes mark a significant victory for KPOWU in its ongoing fight for fairness and justice in Kenya’s oil and gas sector.

“The agreement is a step towards ending serious injustice to workers,”

said George Okoth, KPOWU general secretary.

IndustriALL regional secretary for Sub-Saharan Africa, Paule-France Ndessomin, welcomed the outcome, expressing solidarity with the union:


“We support KPOWU in their demands for better working conditions and defending workers’ rights,” she said, calling on KPC to continue negotiating in good faith.

KPC, a state-owned enterprise under the Ministry of Energy, plays a central role in Kenya’s petroleum logistics, transporting and storing fuel via a pipeline network that spans from the port city of Mombasa to key inland centres including Nairobi, Nakuru, Kisumu, and Eldoret.

The company’s acquisition of KPRL in 2023 was aimed at enhancing Kenya’s storage and distribution capacity. As KPRL’s operations are wound down, the integration of its workforce into KPC represents not only a labour victory but a critical step in maintaining stability in the country’s energy supply chain.


 

Senegal’s garment workers demand end to exploitation at Sartorisen

The company, which produces traditional African attire and workwear, employs around 300 workers, the majority of whom are women. Workers report systemic violations, including wage theft, gender-based discrimination, and blatant disregard for national labour laws. Some have gone without pay for up to 13 months, making it impossible to afford transport to work. Several of those affected have worked at Sartorisen for over 15 years.

The lack of written contracts, pay slips, and social protection worsens workers’ vulnerability. Many are facing severe financial hardship, with families struggling to meet basic needs.

During the recent Tabaski holiday (Eid al-Adha), gender-based discrimination became even more evident. Male workers received bonuses of 50,000 CFA (US$87), while their female colleagues, despite forming the majority of the workforce, received only 25,000 CFA (US$44). The disparity has sparked outrage among women workers, who are demanding equal pay for work of equal value.

Sartorisen has so far refused to engage with the workers or the union. The Syndicat National des Travailleurs des Industries de la Confection du Sénégal (SNTICS), an IndustriALL affiliate, has filed complaints with the labour tribunal and the labour inspectorate.

“The union has taken Sartorisen to the labour tribunal for its failure to provide written contracts and social protection. The company must implement labour laws and respect workers’ rights,”

said Doudou Sisse, general secretary of SNTICS.

IndustriALL is standing in full solidarity with the Senegalese garment workers.

“The unfair labour practices, exploitation of workers, and gender discrimination violate national labour laws and international standards. We will continue to support Senegalese unions in their fight for better working conditions and urge the government of Senegal to enforce labour laws,”

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

Sartorisen operates within Diamniadio’s SEZ, a government initiative intended to attract foreign investment through tax incentives and relaxed regulations. However, the model often leaves workers vulnerable. According to the 2025 ITUC Global Rights Index, labour law enforcement in Senegal remains inconsistent, and union activities are regularly obstructed.

Kenyan court halts Springtech’s unfair dismissals

The decision stems from the dismissal of six workers and the suspension of eleven others at the company’s Mombasa plant, actions the court deemed unlawful and in violation of Kenya’s labour laws and the national constitution which protects freedom of association.
 
The conflict began when six workers joined the Amalgamated Union of Kenya Metalworkers (AUKMW), an IndustriALL affiliate. Their dismissals followed swiftly, prompting eleven colleagues to stage a sit-in demanding an explanation from Springtech’s human resources department. Instead of engaging, management accused the protesting workers of “causing disturbance” and reported them to the police, leading to their arrests and suspensions. The AUKMW responded with an urgent court application, challenging the dismissals and suspensions as unlawful union-busting tactics.
 
The Mombasa court ruled in favour of the union, issuing an injunction that “no termination of employment will be allowed” at Springtech pending further legal review. The ruling aligns with the office of the director of public prosecutions, which declined to prosecute the eleven suspended workers. Citing precedent, the prosecutor argued that a “disturbance” must demonstrably threaten public peace to warrant charges. There was no violation during the workers’ peaceful sit-in, which did not disrupt any citizens activities.
 
IndustriALL Sub-Saharan Africa regional secretary, Paule-France Ndessomin, said: 

“The Amalgamed vs Springtech Kenya Limited case highlights broader tensions in some of Kenya’s industrial sector, where firms often resist unionisation to pay low wages and violate workers’ rights to collective bargaining, and we applaud the AUKMW for standing firm on defending workers’ rights.”

 
Rose Omamo, IndustriALL vice president and AUKMW general secretary, described the dismissals as “a clear case of intimidation and harassment” aimed at deterring unionization. “This violates workers’ rights to freedom of association under Kenyan law,” she said, vowing to pursue further legal action to protect union members.
 
The ITUC Global Rights Index (2025) listed Kenya as one of the African countries with systematic violations (rating 4) of workers’ rights which means, “The government and/or companies are engaged in serious efforts to crush the collective voice of workers, putting fundamental rights under threat.” This rating is a few steps away from the worst rating of 5+ “where there are no rights guarantees due to a breakdown in the rule of law.”

Springtech Kenya manufactures leaf springs, bolts and nuts, brake pads and linings, trailer parts and other accessories for the automotive industries.