National Assessment of Labour Migration Policies, Legislation, Practices, and Structures in Nigeria

Nigeria, with over 140 million inhabitants, is a country of origin, transit, and destination for diverse migratory configurations, both internal and international – seasonal labour migration, undocumented or irregular migration, internal displacements, human trafficking, female migration, and migration of skilled professionals. There is a general lack of current information on demographic dynamics in the country, however, particularly concerning data on both stocks and flows of migrants within and outside the country. 

In this context, this report covers data collection and analysis, which looks at data sources on international migration and intraregional migration, with emphases on Nigerian migrants and migrant workers. There is an overview of recruitment and support services, as well as policy formulation and challenges.  International structures and inter-institutional collaboration are discussed based on an in-depth evaluation of the institutional structures in Nigeria. In addition, a background of migrants’ remittances and forms of remittances are analysed, taking into consideration remittance flows and uses, as well as the policy measures necessary to enhance the impact of remittances. 

Moreover, the report covers the current national legislation and international norms regarding labour migration and the bilateral agreements existing between Nigeria and other African countries. In conclusion, recommendations have been provided on all the relevant issues contained in the report pertaining to data collection, recruitment and support services, institutional structures and inter-institutional collaboration, migrants’ remittances, and national legislation and international norms in order to formulate a comprehensive action plan detailing the way forward for labour migration management in Nigeria.

Covid-19 and the transformation of migration and mobility globally - “Disposable” and “essential”: Changes in the global hierarchies of migrant workers after COVID-19

In this paper, Anna Triandafyllidou and Lucia Nalbandian explore how the pandemic has inverted previous hierarchies of more and less desired migrant workers. The paper considers two groups of migrant workers – previously in-demand high-skilled migrant workers and low-skilled temporary migrant workers in sectors now deemed essential – and asks two key questions: 1.) what are innovative ways to neutralize the impact of border closures for highly skilled migrants, and 2.) how can we learn from the pandemic and improve the way that migrant recruitment and employment in agriculture is governed?

This paper is part of a series of short “think pieces” by IOM’s Migration Research and Publishing High-Level Advisers on the potential changes, impacts and implications for migration and mobility arising from COVID-19. Designed to spark thinking on policy and programmatic responses to COVID-19 as its impacts continue to emerge globally, the papers draw upon existing and new evidence and offer initial exploratory analysis and recommendations.

Labour Migration in Asia: Protection of Migrant Workers, Support Services and Enhancing Development Benefits

This is the second volume of Labour Migration in Asia. The first volume (2003) looked at trends, challenges and policy responses in countries of origin. This volume describes and makes an assessment of specific initiatives in selected countries of origin to (1)protect migrant workers through the regulation of recruitment and setting of minimum standards in employment contracts, (2)provide support services to migrant workers through pre-departure orientation and a welfare fund and (3)enhance the development benefits of labour migration through training, skills development and remittances.

The articles are written by labour migration specialists and practitioners from the countries concerned and have been commissioned by IOM, the Department for International Development (UK) and the Asian Development Bank.

An Exploratory Study on Labour Recruitment and Migrant Worker Protection Mechanisms in West Africa: The Case of Côte d'Ivoire, the Gambia, Ghana, Nigeria and Senegal

The topics of ethical recruitment, defined as the recruitment of workers in a lawful, fair and transparent manner that respects their dignity and human rights, and labour migration, defined as the movement of persons from one State to another, or within their own country of residence, for the purpose of employment, go hand in hand. While labour migration can serve as a significant opportunity, it can also constitute a risk for those who partake in it. A risk may present itself if labour migration is undertaken as an end result of unethical recruitment practices, which may include practices that are non-transparent and fail to respect the dignity as well as human rights of workers. In such circumstances, workers may be at risk of exploitation during both the recruitment process and employment. Consistent adherence to ethical recruitment practices by all parties implicated in the recruitment process (including private recruitment agencies, employers and jobseekers) therefore significantly contributes to the reduction of these risks.

In West Africa, this correlation is particularly relevant as young West African migrants attracted by false promises of employment, high wages and decent working and living conditions are increasingly subjected to exploitative recruitment processes. Through this study, IOM seeks to shed light on this situation by assessing current recruitment practices and migrant worker protection mechanisms in place in the following case study countries: Côte d’Ivoire, the Gambia, Ghana, Nigeria and Senegal. This study explores and critically examines the existing evidence base on key aspects of the topic to inform potential policy and programmatic responses designed to enhance labour migration impacts for current and potential migrant workers located in as well as originating from West Africa. This publication entails both a desk-based review of the current published evidence base as well as insights derived from interviews with national stakeholders from the five case study countries.

This research publication was made possible through support provided by the Migration Resource Allocation Committee (MIRAC).

Labour Migration Process Mapping Guide: Understanding and Assessing Human and Labour Rights Risks to Migrant Workers During Recruitment, Employment and Return

The Labour Migration Process Mapping Guide aims to help business enterprises identify, mitigate, and address human and labour rights risks faced by migrant workers in global supply chains. It provides step-by-step instructions on how to retrace the steps that migrant workers take from their communities of origin to their workplaces in destinations, and determine the effectiveness of existing recruitment management systems to prevent and address forced labour risks.

Designed primarily for business enterprises with complex international supply chains where migrant workers are present, the Guide builds on the United Nations Guiding Principles on Business and Human Rights (UNGP) and relevant international human rights, labour standards and frameworks on responsible business conduct.

Notably, the Guide was a collaborative effort developed in consultation with governments, civil society, migrant workers and the private sector, as well as by the collection of good practices by employers, multinational enterprises and labour recruiters.

Three supporting tools, which include effective interview techniques and key considerations to ensure migrant worker safety and well-being, are also attached in the Guide. They are:

• Migrant Worker Interview Tool
• Employer Management Interview Tool
• Labour Recruiter Management Interview Tool

Fair and Ethical Recruitment Due Diligence Toolkit by IOM

The International Organization for Migration (IOM) Fair and Ethical Recruitment Due Diligence Toolkit was developed to support business enterprises in fulfilling their responsibility to respect human rights in the context of international recruitment. It provides practical tools that enterprises can use to conduct comprehensive due diligence in line with the UN Guiding Principles on Business and Human Rights (UNGPs), the OECD Due Diligence Guidance for Responsible Business Practice, and IOM’s Migrant Worker Guidelines (MWGs). It can be used by enterprises to develop or strengthen due diligence processes in directly recruiting and managing business relationships with labour recruiters and private employment agencies that place migrant workers.

The tools within the Toolkit contain detailed guidelines and practical recommendations on how the due diligence processes described in the UNGPs and MWGs can be operationalized. The tools include interactive features that will direct users to the next due diligence process or the corresponding actions that are recommended for them to take. Enterprises may directly use or edit the tools to adapt to the unique nature of their operations and business relationships.

Tools to operationalize fair and ethical recruitment due diligence:

1. 1. Embedding fair and ethical recruitment principles into policies and management systems
    
2. 2. Identifying and assessing adverse human and labour rights impacts on migrant workers

• Risk Assessment Tool
• Self-assessment Checklist

 

1. 3. Preventing and mitigating adverse human and labour rights impacts on migrant workers

• Corrective Action Plan Template (linked to the Self-assessment Checklist)
• Training Management Tool
• Pre-departure Orientation Checklist
• Post-arrival Orientation Template

 

1. 4. Tracking implementation and results

• Worker Interview Tool
• Fair and Ethical Recruitment Due Diligence Monitoring Tool

 

1. 5. Communicating how adverse impacts are addressed
    
2. 6. Providing access to remedy

• Grievance and Remediation Management Tool
• Grievance and Remediation Monitoring Tool

Access the full Toolkit here.

For questions, please email iom.dd.support@iom.int.

ITUC Policy Brief: a new social contract for migrant workers

Decent Work deficits, xenophobia, racism and discrimination, conflicts, insufficient mitigation and adaptation to Climate Change mean many people have no choice but to accept substandard employment or undignified working conditions.

A New Social Contract is more urgent than ever to create more inclusive societies and economies, where migrants and their families can work and live with dignity. Workers call for a rights-based governance of migration that is designed, implemented and monitored through social dialogue and with international labour standards – such as freedom of association and collective bargaining rights – at the forefront.