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Huw Thomas

Management

How a UN Decision on Safety and Health Will Actually Affect Employees

A long-awaited expansion of workers’ rights

Published: Thursday, August 4, 2022 - 12:03

In what has been called the “biggest moment for workers’ rights in a quarter of a century,” the International Labour Organization (ILO) adopted a safe and healthy work environment as one of its five fundamental principles and rights at work for all at its June 2022 international conference. This is the first extension of workers’ human rights in almost 25 years, and it means governments must now commit to respecting and promoting the right to a safe and healthy working environment.

Almost 3 million people die every year due to accidents and illnesses while trying to make a living. An additional 374 million workers are injured or made ill by their work. Overwork on its own kills more than 745,000 people a year through increased risk of stroke and heart attack. If occupational safety and health (OSH) had been given more attention during the Covid-19 pandemic, thousands of lives could have been saved.

The ILO decision could make a huge difference in preventing mine collapses, factory fires in the textile industry, or by ensuring that hundreds of workers’ lives aren’t lost building the stadiums to host the next men’s World Cup. Making OSH a human right also recognizes the workplace psychosocial risks many workers experience—stress, burnout, and isolation—which have been made worse by the pandemic.

The ILO, established in 1919 as part of the Treaty of Versailles, became a specialized agency of the United Nations in 1946, tasked with the adopting and supervising international labor standards, and promoting decent work. Its 187-countries membership includes 186 of the UN’s 193 members, plus the Cook Islands.

During the 1990s, as many sought a social dimension to the new economic world order following the fall of the Berlin Wall, a clarion call was raised for a global charter of workers’ rights. The demise of the social clause—an effort to link labor standards and trade liberalization—at the World Trade Organization (WTO) during the 1990s placed the ball firmly in the ILO’s court. Its unique tripartite structure of governments, trade unions, and employers took up the challenge of devising a response to globalization and its victims.

Fueled by its founding mandate that “Poverty anywhere constitutes a danger to prosperity everywhere,” the ILO adopted the 1998 Declaration on Fundamental Principles and Rights at Work. This obligates the ILO’s 187 member states, regardless of their level of economic development, to respect and promote principles and rights in four categories: child labor, forced labor, discrimination, freedom of association, and collective bargaining.

Such protections remain vital. Although illegal in most countries, forced labor is still widespread in many parts of the world. Similarly, child labor is not yet illegal in all countries and remains a concern for governments, regulators, and watchdogs in many countries.

The fifth pillar of human rights

Recognizing OSH as the fifth pillar of human rights will have major implications for businesses, international trade agreements, and governments. The 1998 declaration is the point of reference for many private and multi-stakeholder forms of labor regulation. This includes the UN’s Global Compact (a nonbinding instrument with more than 16,000 company signatories), the Guiding Principles on Business and Human Rights (which outlines the corporate responsibility to respect human rights), transnational company agreements, and many codes of conduct by multinationals along global supply chains.

Most trade agreements also take the ILO 1998 Declaration as the foundation of their labor rights provisions. The ILO has said the declaration should not unintentionally affect the rights and obligations of one of its members in relation to existing trade and investment agreements between states. But many new trade agreements may include a legally binding labor provision of a safe and healthy working environment.

For governments, therefore, the pressure is on. Although the 1998 declaration only asked member states to “respect, promote and realize” the fundamental principles, a huge wave of ratifications followed. For example, the Minimum Age Convention had been ratified only by 58 countries by 1997. Today that number has risen to 175. Other labor standards identified as fundamental, such as the Forced Labour Convention, have now been ratified by 179 member states, and the Worst Forms of Child Labour Convention has universal ratification by the 187 member nations of the ILO. We are likely to see the same response now that OSH is a fundamental principle, especially since even in the European Union, many countries have not ratified key OSH labor standards.

A vital first step

Recognizing a safe and healthy work environment as a human right is a first step, but not an end in itself. In an era of governments promoting the use of cheap labor to compete for investment, states could implement these labor standards as a form of “social camouflage” to reduce criticism from the international community, while failing to actually enforce their provisions. Similarly, while OSH might become a pillar of the private regulation of labor standards, using this model alone to ensure a minimum level for labor standards has proved to be woefully inadequate in the past.

Concerted action by the international community is therefore needed. The decision taken by the ILO speaks volumes for its continued relevance. This move stands as a strong commitment by workers, employers, and governments to recognize that they can do much more to ensure safety and health at work, and help prevent the deaths and injuries of millions across the globe.The Conversation

This article is republished from The Conversation under a Creative Commons license. Read the original article.

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About The Author

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Huw Thomas

Huw Thomas is an assistant professor of employment relations in the College of Business at University College Dublin.