ILO Declaration on Fundamental Principles and Rights at Work (Core Conventions)

Category 1 covers Freedom of Association (FOA) and Collective Bargaining. ILO Convention C87 Freedom of Association and Protection of the Right to Organise (1948): workers and employers shall have the right to establish and join organisations of their own choosing without previous authorisation; right to draw up constitutions and rules + elect representatives + organise administration and activities + formulate programmes; freedom from interference by public authorities + protection against acts of discrimination tending to infringe upon FOA; right to form federations and confederations + affiliate with international organisations. ILO Convention C98 Right to Organise and Collective Bargaining (1949): workers shall have adequate protection against acts of anti-union discrimination including discriminatory dismissal + transfer + denial of promotion; workers organisations protected against

• FOA policy + non-interference + employee rights communication + per facility + per country
• Trade union recognition + employer-trade union relationship + dispute resolution + protocols
• Collective bargaining agreements per site + coverage percentage + scope + renewal cycle
• Anti-union discrimination policy + investigation + remediation + records + dismissals reviewed
• Worker representation + works councils + grievance mechanism + UNGP Principle 31 + effectiveness

• FOA policy generic without operational application in non-ratifying countries
• Trade union recognition limited or contested (e.g. yellow unions)
• Collective bargaining limited coverage (e.g. only blue-collar)
• Anti-union dismissal not investigated
• Worker representation tokenistic without real influence

Category 2 covers elimination of all forms of forced or compulsory labour. ILO Convention C29 Forced Labour (1930): suppression of use of forced or compulsory labour in all its forms within shortest possible period; exceptions: compulsory military service + normal civic obligations + work as consequence of court conviction + emergency cases + minor communal services. ILO Convention C105 Abolition of Forced Labour (1957): suppression of forced labour as means of: political coercion or punishment; method of mobilising labour for economic development; means of labour discipline; punishment for participation in strikes; racial + social + national + religious discrimination. Forced Labour Protocol 2014 (P29) + Recommendation R203 (2014): updated framework addressing trafficking + bonded labour + debt bondage + employment in domestic work + modern manifestations; effective measures to prevent

• Zero forced labour policy + supply chain extension + Tier 2/3 visibility + remediation
• Supplier code of conduct + due diligence + OECD MNE + UNGPs + audit + corrective action
• Recruitment fees policy + employer-paid + worker-paid prohibition + IRIS Standard + records
• Modern Slavery Act statements (UK + Australia + Canada) + annual + signed at C-level + published
• Victim identification + reporting + remedy + compensation + cooperation with law enforcement

• Zero forced labour policy at Tier 1 only (no Tier 2/3 visibility)
• Due diligence at supplier qualification only (no ongoing monitoring)
• Worker-paid recruitment fees still occurring in foreign workforce
• Modern Slavery Act statements boilerplate (no risk-specific commitments)
• Victim remedy absent (no compensation or cooperation with law enforcement)

Category 3 covers effective abolition of child labour. ILO Convention C138 Minimum Age (1973): minimum age for admission to employment or work shall not be less than the age of completion of compulsory schooling and not less than 15 years (14 years for countries whose economy and educational facilities are insufficiently developed); minimum age for hazardous work 18 years (may be 16 with conditions); light work admissible from 13 years (12 in developing countries) under restrictions. ILO Convention C182 Worst Forms of Child Labour (1999): immediate prohibition and elimination of worst forms including: (a) all forms of slavery or practices similar to slavery (sale + trafficking of children + debt bondage + serfdom + forced or compulsory labour including forced or compulsory recruitment of children for use in armed conflict); (b) child prostitution + pornography + child sexual exploitation

• Child labour prohibition policy + supply chain extension + Tier 2/3 + procurement contracts
• Age verification procedure + national ID + birth certificate + audit + records
• Worst forms identification + hazardous work register + age 18 enforcement + remediation
• Child worker identified remediation + rehabilitation + education return + family support
• Children Rights and Business Principles adoption + UNICEF cooperation + impact tracking

• Child labour policy without operational verification in supply chain
• Age verification accepts forged documents (no biometric or cross-check)
• Worst forms not identified (hazardous chemicals + machinery in children's workplaces)
• Remediation absent (child workers fired without rehabilitation pathway)
• Children Rights and Business Principles not adopted

Category 4 covers elimination of discrimination in respect of employment and occupation. ILO Convention C100 Equal Remuneration (1951): equal remuneration for men and women workers for work of equal value; principle of equal value (not just equal work) including comparison of jobs of different content; methods of objective appraisal of jobs on basis of work performed + classification + payment structures. ILO Convention C111 Discrimination Employment and Occupation (1958): elimination of discrimination on grounds of: race + colour + sex + religion + political opinion + national extraction + social origin + other grounds determined by national consultation (commonly extended to age + disability + sexual orientation + gender identity + HIV/AIDS status + marital status + pregnancy + family responsibilities + migrant status + indigenous status). Discrimination covers: hiring + access to occu

• Equal opportunity policy + protected categories + extended grounds + national alignment
• Gender pay gap reporting + remediation + work of equal value methodology + audit
• Hiring + promotion + training anti-bias + structured interviews + diverse panels + records
• Harassment + discrimination grievance + investigation + remediation + statistics + transparency
• DEI programme + reasonable accommodations + maternity/parental return + employee resource groups

• Anti-discrimination policy only covers minimum legal categories (no extended grounds)
• Gender pay gap reporting without remediation (acknowledged but unaddressed)
• Hiring/promotion unstructured (subjective bias)
• Grievance mechanism not used (no psychological safety)
• DEI programme aspirational without measurable progress or accommodations

Category 5 - the right to a safe and healthy working environment - added to the Declaration on 10 June 2022 at the 110th International Labour Conference, recognising occupational safety and health (OSH) as a fundamental right alongside the other four categories. ILO Convention C155 Occupational Safety and Health (1981): coherent national policy on OSH + working environment; consultation with most representative organisations of employers and workers; periodic review and revision; tripartite mechanism. Areas covered: workplace + machinery + equipment + chemical + biological + physical substances and agents + physical and mental health factors + hours of work and rest periods + accident prevention + ergonomics + welfare facilities. Establishes obligations for: governments (national policy + competent authority + supervision and enforcement) + employers (workplace under their control + safe

• National OSH policy + compliance per jurisdiction + tripartite consultation + risk-based
• ISO 45001 + ISO 45003 certification + management system + audit + continuous improvement
• Risk assessment + hazard identification + JSA Job Safety Analysis + control measures
• PPE provision + training records + emergency preparedness + drills + first aid + emergency response
• Right to refuse unsafe work policy + mental health programme + EAP + WHO Healthy Workplaces

• OSH policy generic without national-specific compliance
• ISO 45001 certified but only at corporate (not extended to sites/suppliers)
• Risk assessment cursory (no JSA or hazard hierarchy)
• PPE provided without training or fit-testing
• Mental health treated as separate (not integrated into OSH)

Implementation of ILO Fundamental Principles requires integrated organisational systems. ILO Fundamental Principles Policy Commitment: senior leadership-endorsed policy aligned with UN Guiding Principles on Business and Human Rights (UNGPs) Pillar 2 Corporate Responsibility to Respect Human Rights including ILO Fundamental Principles; policy applies to operations + subsidiaries + supply chain + business partners; communicated internally and externally + reviewed periodically + updated for new contexts. Human Rights Due Diligence (HRDD): per UNGP + OECD Due Diligence Guidance for Responsible Business Conduct + EU CSDDD framework: (1) identify and assess actual and potential adverse impacts; (2) integrate findings and act upon them; (3) track effectiveness of responses; (4) communicate how impacts are addressed; (5) remediate. Salient human rights issues identification + risk-based priorit

• FPRW policy + senior leadership commitment + scope (operations + supply chain) + communication
• HRDD process + identification + integration + tracking + communication + remediation + UNGP/OECD
• OLGM + UNGP Principle 31 effectiveness + multiple channels + protection from retaliation + statistics
• Migrant worker protection + IRIS Standard + employer-pays + identity documents + freedom + decent housing
• Wage policy + minimum + living wage commitment + overtime + transparent pay slips + formal banking

• FPRW policy only at Tier 1 (no supply chain extension)
• HRDD only at supplier qualification (no ongoing assessment)
• OLGM doesn't meet UNGP Principle 31 (e.g. only HR channel)
• Migrant workers paying recruitment fees + identity documents withheld
• Living wage commitment without measurement methodology

International Labour Organization (ILO) Declaration on Fundamental Principles and Rights at Work originally adopted at the 86th Session of the International Labour Conference on 18 June 1998 in Geneva; amended at the 110th Session on 10 June 2022 to add the right to a safe and healthy working environment as fifth fundamental category. The Declaration establishes fundamental principles and rights at work that derive from membership in the ILO and apply to all 187 Member States, regardless of whether they have ratified the relevant Core Conventions. Five categories of fundamental rights: (1) freedom of association and the effective recognition of the right to collective bargaining; (2) elimination of all forms of forced or compulsory labour; (3) effective abolition of child labour; (4) elimination of discrimination in respect of employment and occupation; (5) safe and healthy working envir

• ILO Declaration applicability assessment per business operation + country of operation + ratification status
• 10 Core Conventions ratification status per country of operation + Convention text reference
• 5 fundamental categories implementation policy + procedures + KPIs + reporting
• 2022 OSH Amendment integration into existing health/safety + new safety-as-fundamental-right framing
• ILO follow-up + CEACR + CCAS engagement + supervisory mechanism awareness

• ILO Declaration referenced without operational policy or procedures
• Ratification status not tracked per country (operations in non-ratifying countries unaware)
• 5 categories siloed (no integrated framework)
• 2022 Amendment not integrated (OSH treated as standalone)
• Follow-up reporting absent (no engagement with ILO supervisory)

Supply chain + reporting + coordination cover ILO FPRW extension beyond own operations. Supply Chain Labour Standards: cascade ILO Fundamental Principles into supplier code of conduct + tier 1 + tier 2 + tier 3 + sub-tier visibility; supplier qualification + onboarding + ongoing monitoring + audit + corrective action plans + supplier development + capacity building; sector-specific schemes (ETI Ethical Trading Initiative + amfori BSCI + SA8000 + Fair Trade + Rainforest Alliance + UTZ + RSPO Roundtable on Sustainable Palm Oil + RJC Responsible Jewellery Council + RMI Responsible Minerals Initiative + Cotton Made in Africa + Better Cotton); supplier audit fatigue mitigation through mutual recognition + collaborative auditing + ELEVATE + Sedex SMETA + Worldly + Higg Index. Public Reporting and Transparency: annual sustainability report aligned with GRI Standards (especially GRI 14 Mining +

• Supplier code of conduct + Tier 1 + Tier 2/3 cascade + audit + corrective action + supplier development
• Annual sustainability report + GRI 14/401-412 + ESRS S1-S4 + IFRS S1/S2 + double materiality
• Modern Slavery Act statements (UK + Australia + Canada + France Vigilance) + C-level signed + annual
• UN Global Compact Communication on Progress + OECD MNE alignment + UNGPs reporting framework
• EU CSDDD readiness + sectoral scheme participation (ETI + amfori BSCI + SA8000 + Sedex SMETA)

• Supplier code of conduct Tier 1 only (no cascade or audit)
• Sustainability reporting GRI only (not ESRS or IFRS S1/S2 for CSRD scope)
• Modern Slavery Act statements boilerplate (no risk-specific or remediation)
• UN Global Compact COP submitted but not active engagement
• EU CSDDD readiness not assessed (in-scope but unprepared)