Promising practices for fair recruitment in Nepal: Digitisation of labour migration processes for increased harmonization and oversight
This document highlights promising practices for fair recruitment in Nepal with a focus on the use of digital technology for increased harmonisation and oversight of migration processes.
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Recruitment fees and related costs at a glance
This brochure presents key insights on global and regional data and trends on recruitment fees and related costs, including crucial information on measuring recruitment fees and related costs.
This brochure offers key insights on global and regional data and trends on recruitment fees and related costs in a visual format. It also showcases key stakeholder initiatives, including from employers’ and workers’ organizations, state-led bilateral and multilateral initiatives aimed at reducing or eliminating recruitment fees and related costs, and regional and multi-stakeholder initiatives aimed at reducing or eliminating recruitment fees and related costs.
The Brochure also provides information on empirical evidence on the impact of recruitment fees and related costs. It includes guidance on measuring recruitment fees and costs paid by the worker as a portion of the worker’s monthly income earned in the destination country, with data from eight countries and further disaggregates the information by gender for seven of them. This document also briefly explores the links between gender and recruitment fees and related costs.
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Executive Summary - Global study on recruitment fees and related costs: Second edition
This executive summary synthesizes the key finding of the second edition of the Global Study. It presents the trends concerning recruitment fees and related costs for countries, businesses, trade unions, and other recruitment stakeholders, as well as key promising practices and considerations for the future.
The second edition of the Global Study on recruitment fees and related costs is a review of 110 countries across all five regions to document current regulatory approaches and experience on the recruitment fees and related cost. This global study further reviews international, regional, and bilateral frameworks on recruitment and labour migration and considers business-led, trade union, and multi-stakeholder initiatives regarding recruitment fees and related costs. It documents the progress made, challenges encountered, and regulatory gaps that need to be addressed in the five years since the adoption of the ILO Definition of recruitment fees and related costs.
This executive summary synthesizes the key finding of the second edition of the Global Study. It presents in a concise and easily digestible manner the regional trends concerning recruitment fees and related cost, noting important similarities in relation to prohibition or regulation of recruitment fees and costs, and sanctions regimes. It also presents the main findings regarding business-led, trade union and multistakeholder initiatives concerning recruitment fees and related costs, while noting promising practices and considerations for the future.
By examining the global landscape of recruitment practices, the study offers valuable insights into national context-specific regulatory conditions and practical realities that workers, labour recruiters, enterprises, and employers face regarding recruitment fees and costs. It specifically highlights the engagement of the ILO supervisory bodies with the topic of recruitment fees and related costs, showing the multi-faceted and cross-cutting nature of the issue.
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Global study on recruitment fees and related costs: Second Edition
The second edition of the Global Study is a review of 110 countries across all five regions to document current regulatory approaches and experience on the recruitment fees and related costs. It assesses progress, challenges, and regulatory gaps and offers insights to better understand the global recruitment landscape, the realities that workers, recruiters, and employers face, and the impact of the ILO Definition of recruitment fees and related costs on recruitment practices. Five years after the release of its first edition of the Global Study on recruitment fees and related costs, the ILO is publishing a second edition of the study that expands the geographic scope from 90 countries to 110 countries across all five ILO regions. The study reviews the global landscape of recruitment-related laws, policies, and practices to document current regulatory approaches and experience on the subject This global study further reviews international, regional, and bilateral frameworks on recruitment and labour migration and considers business-led, trade union, and multi-stakeholder initiatives regarding recruitment fees and related costs. It documents the progress made, challenges encountered, and regulatory gaps that need to be addressed in the five years since the adoption of the ILO Definition of recruitment fees and related costs. It also presents some global promising practices on recruitment fees and related costs, highlighting the different strategies that can be adopted by stakeholders eliminate workers’-paid recruitment fees and related costs. It also takes a forward-looking perspective by proffering considerations for future action to effectively combat the charging of recruitment fees and related costs to workers. By examining the global landscape of recruitment practices, the study offers valuable insights into national context-specific regulatory conditions and practical realities that workers, labour recruiters, enterprises, and employers face regarding recruitment fees and costs. It specifically highlights the engagement of the ILO supervisory bodies with the topic of recruitment fees and related costs, showing the multi-faceted and cross-cutting nature of the issue. |
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A free course on measuring migrant recruitment costs for SDG indicator 10.7.1
Posted at September 24th 2024 12:00 AM | Updated as of September 24th 2024 12:00 AM
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Identifying unfair recruitment and forced labour
|28th May 2024 Time : 10:00am - 11:30am
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Le recrutement équitable est au cœur de la foire du livre en Tunisie
Posted at May 8th 2024 12:00 AM | Updated as of May 8th 2024 12:00 AM
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Measuring SDG indicator 10.7.1 on recruitment costs of migrant workers:Results from the recruitment cost-module in Maldives, 2019
Maldives Bureau of Statistics (MBS) with financial support from World Bank (WB) and technical assistance from the International Labour Organization (ILO) has introduced the Recruitment Cost module to the Household Income and Expenditure survey labour quarter component. The recruitment survey module was integrated into the Household Income and Expenditure survey labour quarter component. Because the survey was designed to be implemented in the labour quarters, the number of female migrant workers may be insufficient in the sample to reflect the real situation of the female migrant worker. Normal households as well as those labour quarters with less than 10 people were excluded from this study as the recruitment cost data were not available.
The analysis includes 75,537 migrant workers1 information of which 74,519 migrant workers were male. The results show differential levels in the recruitment costs in terms of the Nationality, skills (occupation) and sectors (industries). The average earnings of the migrant workers during their first month of working in Maldives within the past three years was about MVR 33,487 (approximately 2,172). The overall, recruitment cost indicator is an estimated 8.2 months. This means that it takes migrant workers an average 8.2 months to earn the equivalent of what they spent to access their job in Maldives.
SDG indicator 10.7.1 or the RCI is calculated as a ratio between the total recruitment costs paid by a migrant worker and the first month of earnings in the first job within the past three years. It shows the number of months that a migrant worker must work to cover the recruitment costs.
Migrant workers spent on average more than eight months of their salary (8.2 months) to pay back the recruitment costs for a job in Maldives. Migrant workers from Bangladesh used an average 11.2 months of their salary to cover their recruitment expenses. In terms of industry or the sector of work, workers in the manufacturing sector used the greatest portion of their first-year income, at 10.3 months salary. As for skill level, migrant workers in high-skill occupations used only 2.3 months of their income on average, compared with 8.5 months of average earnings by medium-skills workers for their recruitment costs.
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Bangladesh: Labour force survey 2022
Labour statistics is the collection, analysis, and reporting of data related to labour and employment. These statistics express the performance, trends, and characteristics of the labour market. It is also beneficial to governments, policymakers, entrepreneurs, researchers and the public which helps understand and help to informed decisions about employment and workforce-related issues. It ensures the fair treatment and protection of workers' rights. Thus labour statistics play a crucial role in comprehending the challenges and opportunities within the labour market, guiding policy decisions to enhance labour conditions, create employment opportunities, and promote economic growth. The Labour Force Survey has been conducted with 4 to 5 years intervals in Bangladesh since 1980.
This survey has been conducted under the project of Improving Labour Market Information system (ILMIS) project aims to meet the data demand achieving the 8th five-year plan, SD's indicators, other data relating to employment, unemployment and overall key issues addressed to labour market in Bangladesh.
Labour Force Survey is a household-based sample survey which provides statistics on the characteristics of labour force at the national and divisional levels. The survey findings will allow to provide input for labour market analysis to monitor the progress of programs taken by the government in particular creation of employment in the country. This survey will truly work as the mirror of development by reflecting the picture of labour market development of the country.
The chapter 15 of this publication is dedicated to the measure the recruitment cost and income of migrant workers. One of the findings of the study indicates that recruitment costs are significantly higher for male labour migrants compared to female. The proportion of recruitment cost in a monthly earnings varies broadly between male and female. To recover recruitment cost, female needs 7.8 months whereas male needs long 15.1 months.
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Guidance note: Wage protection for migrant workers
Working time and wages are the working conditions that have the most direct and tangible effect on the everyday lives of workers and employers. Wages can determine job choice, the number of hours worked, and whether or not to migrate for employment. Adequate wages that ensure a fair share of the fruits of progress to all and standards for wage protection lie at the heart of the ILO’s mandate on social justice and the promotion of decent work.
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