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Bangkok Post
6 days ago
- Politics
- Bangkok Post
Labour and the dynamics of change
The fluctuating international context compels countries in this region and beyond to recalibrate their labour laws, policies and practices. This is particularly critical at a time of great demographic changes, such as declining and ageing population in parts of the globe, compromised by a more transactional and conditional world of "quid pro quo". Thailand faces an inflection point on this front, requiring dynamic adjustments. At the forefront of the context is the relationship between the labour force and related standards to guarantee that "labour is not a commodity" and that the human face at work needs protection in the form of human rights. The International Labour Organization (ILO) is the key standard-setter, even preceding the birth of the UN, and now also a specialised UN agency. It has evolved 192 Conventions, with the latest being on biological hazards confronting the health and well-being of workers. These Conventions are complemented by the UN's own family of human rights standards, especially the International Covenant on Economic, Social and Cultural Rights (ICESCR). The latter is sometimes clearer than ILO Conventions and helps to reinforce them. The most poignant query today is the right to strike, which has proved to be a thorn in the interpretation of ILO Convention Number 87 on Freedom of Association. While some claim that the latter does not cover the right to strike, the ICESCR stipulates explicitly the right to strike and over 100 countries, including Thailand, are parties to this treaty. The issue of whether Convention Number 87 covers such right is now before the International Court of Justice for clarification. From a more political angle, non-democracies are often less comfortable with political rights, such as freedom of expression and peaceful assembly, as compared with social rights, such as access to education. A comprehensive response advocates respect for the full range of civil, political, economic, social and cultural rights, requiring astute and principled diplomacy-cum-levers. The need to avoid a UN silo approach is also important. The UN Human Rights Council has been constructive in recent years to underline that "labour rights are human rights". For this reason, the fate of thousands of seafarers stuck on the high seas and elsewhere due to the Covid-19 pandemic has led to amendments of the ILO's Maritime Labour Convention, and social security is a key concern interrelated with the world of work. Another area where labour at work interfaces with the changing international context is in relation to wars or armed conflicts. Do labour standards apply in such volatile situations? Although difficult, some labour standards, such as the treaty countering forced labour, ILO Convention Number 29, have been applied, for example, in regard to the women abused for sexual purposes during the Second World War. ILO Convention Number 182 on prohibition of the worst forms of child labour also militates against conscription of children under 18. The monitoring mechanism of these Conventions, namely the ILO Committee of Experts on the Application of Conventions and Recommendations, has called for attention to the role of non-government armed groups, which might be using children for this purpose, and the need for countermeasures. Precisely because warfare often creates a vacuum where people are not adequately protected, now all too visible in border areas with online scams and human trafficking, it has become essential for labour protection to go hand in hand with transnational cooperation on law enforcement and pressures for accountability, not only through the UN but also via those constituencies supporting the various warring factions. From another angle, the lens of sustainable development interplays closely with the labour context, and the world is now guided by the UN's Sustainable Development Goals. For instance, SDG Goal 8 calls for the elimination of child labour by 2025. While many, if not all of the SDGs, will be unfulfilled by the target year of 2030, they still act as drivers of change towards measurable standards within a given time frame. This year, the forthcoming World Social Summit will be an opportunity to reiterate those goals with more commitments on social protection, including for workers. Another pressing issue is environmental protection, climate change and global warming. This necessitates rethinking labour at work. The ILO Conventions on occupational safety and health, Numbers 155 and 187, have become more important to address working conditions impacted by environmental changes, such as increased temperatures at work and recurrent flooding. New initiatives in this regard include "green collective bargaining" so that labour contracts can be more flexible to assist workers, complemented by climate-change-related paid leave, such as to cope with floods. Interestingly, in the value chain, such as in the garment industry, due diligence on the part of the business sector is now emerging as a requisite for business and human rights, and good labour practices. This requires impact assessment, mitigation and remedies for workers and others affected especially by sub-par business practices. Finally, there is the issue of digitalisation and the advent of Artificial Intelligence at the workplace. The vast pool of gig workers or platform workers in various industries, such as in the food industry, has pressed for a new response to workers in situations of precarity. The ILO is now drafting a new treaty on digital platform workers so that they will be protected by some, if not all, of the basic range of labour rights, such as on minimum wage, rest periods and coverage of accidents. Understandably, the workforce might fear that AI will disrupt their lives and lead to dismissals and redundancies. A preferred approach is thus to plan for AI inclusion to augment the capacity of workers rather than to displace them. For instance, AI will be especially useful for the 3Ds -- "Difficult, Dirty and Demeaning" -- tasks, such as mining, pesticide spraying and various types of cleaning. Another 3Ds also open the door to AI: Delicate, Dreary and Didactic tasks, such as precise medical procedures, repetitive chores and training-cum-education, respectively. There will be a hotchpotch world where human labour will exist side by side with the presence of non-humans, requiring empathy for sentient beings, grounded on decent work for all. Vitit Muntarbhorn is a Professor Emeritus, a former member of the ILO CEACR, and a UN Special Rapporteur. This article is derived from his address at the international Labour Law Research Network Conference, held recently in Bangkok.
Euronews
19-07-2025
- Health
- Euronews
When is it too hot to work?
From Italy's farms to Germany's warehouses and beyond, soaring summer temperatures pose serious health risks to workers across Europe. Heat stress can cause heat exhaustion, heat stroke, and death, even hours or days later. The strain the body puts on itself trying to keep cool can also cause kidney problems and worsen heart disease, respiratory issues, and mental health. These risks came to the fore during brutal heatwaves earlier this summer, when a 51-year-old street cleaner in Barcelona collapsed and died hours after finishing her shift. Spanish authorities are investigating whether the heatwave caused her death. Unlike other environmental health hazards such as air pollution, there are no uniform rules on heat exposure for workers in the European Union, leaving member countries to make their own laws. But when is it actually too hot to work – and what can workers do to protect their health during heatwaves? Understand the risks High temperatures are not the only health risk during heatwaves. The Wet Bulb Globe Temperature (WBGT) is considered a better signal of heat stress for physically active workers because it takes into account heat, humidity, wind, and sunlight. The WBGT includes four threat levels: low, elevated, moderate, high, and extreme. Depending on the region, temperatures above 29 to 32 degrees Celsius are considered extreme threats to workers' wellbeing, raising the risk of heat illness significantly. Extreme heat is more dangerous for people working outside in physically demanding jobs, for example construction workers, agriculture workers, and emergency services. But indoor employees – including those who work in offices – can also face risks, particularly if they are in poorly cooled or ventilated buildings, according to EU-OSHA. Globally, extreme heat kills nearly 19,000 workers per year, according to the International Labour Organization (ILO), and the EU has seen a 42 per cent increase in heat-related workplace deaths since 2000. Pay attention and take action Many people may not realise they are at risk of heat stress, particularly if they are young and otherwise fit, warned Alessandro Marinaccio, research director of the occupational and environmental epidemiology unit at the nonprofit National Institute for Insurance against Accidents at Work (INAIL) in Italy. 'There is a lack of awareness about the risk for the health of workers due to occupational exposure to extreme temperature,' Marinaccio told Euronews Health. His team developed a tool to map daily risk levels for workers in Italy, depending on how physically strenuous their job is and whether they work in the sun or the shade. Health experts say workers should also pay attention to their physical symptoms. 'Workers should be mindful of elements such as dizziness, fatigue, headache, nausea, muscle cramps, fainting, and confusion,' said Ignacio Doreste, a senior advisor at the European Trade Union Confederation (ETUC), which represents labour groups. If you are feeling symptoms of heat stress, stop working, drink water, remove unnecessary clothing, and sit down in a cool, shaded area. If you cannot cool down within 30 minutes, seek emergency medical care. Know your rights Several EU countries have rules to protect workers from heat stress, including Germany, Slovenia, Hungary, Belgium, Cyprus, Greece, Spain, France, and Italy. In France, for example, employers must make fresh drinking water available to workers and adapt their workplaces and working hours to protect them from extreme heat. In parts of Italy, the government banned outdoor working during the hottest hours of the day during the last major heatwave in July. Generally, countries with heat-related laws set work limits of around 29 to 30 degrees Celsius for high-intensity work, 30 to 31 degrees for moderate work, and 31.5 to 32.5 degrees for light work, according to the ILO. The EU also mandates that employers protect workers' health and safety from occupational risks overall, though there is no specific legislation on heat stress. Across the EU, 'whenever a worker is facing a threat to his own physical integrity, they have the right not to work,' Doreste told Euronews Health. But 'enforcement is extremely needed,' he added, especially because 'diseases related to occupational heat are commonly underreported'. The ETUC has called for new laws to protect EU-based workers during heatwaves, including the right to medical examinations and the right to skip work without consequences if an employee believes working in extreme heat will put them at risk. If you are unsure about your rights during a heatwave, check your work contract or consult with your company representatives or trade union.
Zawya
15-07-2025
- Business
- Zawya
World Youth Skills Day: African Development Bank to introduce systems reforms to prioritize investing in Africa's youth
The African Development Bank ( in partnership with the International Labour Organization, has launched a transformative system to mainstream youth employment, skills development, and entrepreneurship across its investments. The approach, called the Youth, Jobs and Skills Marker System, is aligned with the Bank's latest Ten-Year Strategy, which places Africa's young people at the center of development efforts to maximize the impact of every dollar invested, turning demographics into a dividend. The Marker System ensures that Bank projects spanning diverse sectors, such as agriculture, transport, energy, water, and education, systematically incorporate components that enhance youth employability, foster entrepreneurship, and build market-relevant skills. 'The Youth, Jobs and Skills Marker System is about ensuring Africa's young people have a real say and active role in building sustainable economies and creating jobs - not as passive recipients of youth programs,' said Dr. Beth Dunford, the Bank's Vice President for Agriculture, Human and Social Development. 'This transformation of Bank practices and systems is a step toward making sure our investments have a positive impact on Africa's young women and men.' The integrated system has three focus areas: Youth: Supporting youth-led micro, small, and medium-sized enterprises through targeted investments and operational integration. Skills: Expanding access to practical, market-driven training and apprenticeships to enhance career prospects. Jobs: Ensuring Bank-funded projects create sustainable job opportunities, particularly by developing youth skills for employability and the promotion of youth-led businesses in priority value chains. Each year, around 10 to 12 million young Africans enter the labor market, which offers only three million formal jobs annually. The Bank will prioritize youth entrepreneurship and mobilize private sector partnerships to strengthen industry-oriented skills training as well as job creation over the coming decade. '[This initiative] is very important because it allows us to significantly contribute to the United Nations Sustainable Development Goal #8 that includes decent work for all,' said Peter van Rooij, Director of Multilateral Partnerships and Development Cooperation at the International Labour Organization. 'It also allows the International Labour Organization to influence the Bank's work, to support their lending that is more geared toward more job creation and better jobs in a sustainable way.' The Youth, Jobs and Skills Marker System is modeled on the success of the Bank's Gender Marker System and its online dashboard, which categorize Bank projects based on their contribution to gender equality and women's empowerment. Similarly, the new system will feature an online platform enabling Bank staff and consultants to access real-time data for preparing country strategy papers, mid-term reviews, annual reports, project supervision, and reporting on youth-related skills, businesses and jobs outcomes. The Bank has just launched a pilot version of the Youth, Jobs and Skills Marker System in readiness for the full implementation in 2026. This system will enhance data tracking, improve estimates of youth skills attainment and employment, strengthen labor market information systems, and support policymakers in making evidence-based decisions that drive meaningful change. The International Labour Organization provided technical support for the system's development with financial support from the Bank's Youth Entrepreneurship and Innovation Multi-Donor Trust Fund. The Youth, Jobs and Skills Marker System is the first deliberate action of its kind developed by a development finance institution worldwide. Distributed by APO Group on behalf of African Development Bank Group (AfDB). To learn more about the Youth, Jobs and Skills Marker System, watch this video: Media Contact: Alphonso Van Marsh Chief Digital Content and Events Officer media@
New Straits Times
15-07-2025
- Business
- New Straits Times
Malaysia urges stronger Asean training ties to future-proof regional workforce
KUALA LUMPUR: Malaysia has called on Asean nations to intensify collaboration in skills development to ensure the region's workforce remains competitive, adaptable and inclusive. This was the central message delivered at the Asean Training Market Conference (ATMC) 2025 in Berjaya Times Square Hotel today, where more than 600 delegates, including training providers, employers, policymakers and experts from across the region gathered to strengthen the region's training supply ecosystem. Deputy Human Resources Minister Datuk Sri Abdul Rahman Mohamad, who officiated the event, said that Asean's economic future hinges on its ability to train and retrain workers in response to disruption from automation, artificial intelligence, the digital economy and the green transition. "To transform our economies, we must first change how we train our people. We can no longer afford to teach yesterday's skills for tomorrow's jobs," he said. The ATMC, one of seven flagship events under Malaysia's Asean Chairmanship and the Asean Year of Skills (AYOS) 2025, is positioned as a key platform for aligning regional training efforts with emerging labour market needs. "We need training ecosystems that are digitally enabled, industry-led and forward-looking not just in one country, but across the region," said Rahman. HRD Corp chairman Datuk Abu Huraira Abu Yazid said there was a need to reform training systems and ensure access across all sectors, especially for women, youth, persons with disabilities and informal workers. "This is not just another conference. It is a deliberate step towards reforming how training is designed, delivered and scaled in Asean," he said. Abu Huraira added that HRD Corp, which oversaw over 50,000 trainers and a wide range of certified programmes in Malaysia, was committed to sharing its experiences while learning from counterparts in the region. "Let this be the start of concrete actions that translate into new frameworks, cross-border cooperation and a more unified Aseantraining ecosystem," he added. Themed "Empowering Asean's Training Supply: Bridging Skills Gap, Innovation and Collaboration for a Future-Ready Economy", the conference tackled issues including credential recognition, modular training design, public-private partnerships and industry co-creation. Regional experts also lent their perspectives, including Dr Markus Bernhardt, Learning and Development Strategist for the AI-Powered Workforce; Yue Yean Feng from IBM Asia-Pacific; and Mary Kent from the International Labour Organization (ILO), underscoring the need for inclusive, responsive and collaborative human capital strategies. Secretary-General of the Human Resources Ministry Datuk Azman Yusoff and HRD Corp chief strategy officer Dr Rony Ambrose Gobilee were also present. Earlier this year, the National Training Week recorded 3.7 million participants and offered over 73,000 free courses, with participation opened to Asean countries for the first time. Upcoming regional efforts under AYOS 2025 include the Asean TVET Conference, the Global Skills Forum and the Asean Forum of Manpower Ministers.
New Straits Times
15-07-2025
- Business
- New Straits Times
Asework15Malaysia urges stronger Asean training ties to future-proof regional workforce
KUALA LUMPUR: Malaysia has called on Asean nations to intensify collaboration in skills development to ensure the region's workforce remains competitive, adaptable and inclusive. This was the central message delivered at the Asean Training Market Conference (ATMC) 2025 in Berjaya Times Square Hotel today, where more than 600 delegates, including training providers, employers, policymakers and experts from across the region gathered to strengthen the region's training supply ecosystem. Deputy Human Resources Minister Datuk Sri Abdul Rahman Mohamad, who officiated the event, said that Asean's economic future hinges on its ability to train and retrain workers in response to disruption from automation, artificial intelligence, the digital economy and the green transition. "To transform our economies, we must first change how we train our people. We can no longer afford to teach yesterday's skills for tomorrow's jobs," he said. The ATMC, one of seven flagship events under Malaysia's Asean Chairmanship and the Asean Year of Skills (AYOS) 2025, is positioned as a key platform for aligning regional training efforts with emerging labour market needs. "We need training ecosystems that are digitally enabled, industry-led and forward-looking not just in one country, but across the region," said Rahman. HRD Corp chairman Datuk Abu Huraira Abu Yazid said there was a need to reform training systems and ensure access across all sectors, especially for women, youth, persons with disabilities and informal workers. "This is not just another conference. It is a deliberate step towards reforming how training is designed, delivered and scaled in Asean," he said. Abu Huraira added that HRD Corp, which oversaw over 50,000 trainers and a wide range of certified programmes in Malaysia, was committed to sharing its experiences while learning from counterparts in the region. "Let this be the start of concrete actions that translate into new frameworks, cross-border cooperation and a more unified Aseantraining ecosystem," he added. Themed "Empowering Asean's Training Supply: Bridging Skills Gap, Innovation and Collaboration for a Future-Ready Economy", the conference tackled issues including credential recognition, modular training design, public-private partnerships and industry co-creation. Regional experts also lent their perspectives, including Dr Markus Bernhardt, Learning and Development Strategist for the AI-Powered Workforce; Yue Yean Feng from IBM Asia-Pacific; and Mary Kent from the International Labour Organization (ILO), underscoring the need for inclusive, responsive and collaborative human capital strategies. Secretary-General of the Human Resources Ministry Datuk Azman Yusoff and HRD Corp chief strategy officer Dr Rony Ambrose Gobilee were also present. Earlier this year, the National Training Week recorded 3.7 million participants and offered over 73,000 free courses, with participation opened to Asean countries for the first time. Upcoming regional efforts under AYOS 2025 include the Asean TVET Conference, the Global Skills Forum and the Asean Forum of Manpower Ministers.
