As highlighted in the ILO Declaration on Social Justice for a Fair Globalization (2008), social security and the fundamental principles and rights at work are inseparable, interrelated and mutually supportive. There are many ways in which social security interrelates with fundamental principles and rights at work.
For example, the recognition of freedom of association opened the way for worker mutual solidarity organizations to collectively share the risks related to loss of health or income. These response mechanisms ultimately paved the way for modern social security institutions and in particular the democratic participation of social partners in the management of social security systems. Today, freedom of association and collective bargaining are seen as indispensable for setting up supplementary social security benefits that are created and managed by social partners themselves. The ILO Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87) and the Right to Organise and Collective Bargaining Convention, 1949 (No. 98) are the ILO fundamental conventions with regards to freedom of association and collective bargaining. Collective bargaining is not only a means used by social partners to extend and guarantee more favourable social security benefits but it is also used to establish and regulate social security schemes at the corporate, industry-wide and national level.
Family and child benefits, facilitating access to education, are known to be effective means for the abolition of child labour (in this regard refer to ILO Minimum Age Convention, 1973 (No. 138) and Worst Forms of Child Labour Convention, 1999 (No. 182)).
Most national security systems also recognise the principle of equality of treatment and non-discrimination as general principles underpinning the design and functioning of these. In particular matters of social security, equality of treatment should be ensured between protected and unprotected persons; between men and women, in particular as regards retirement age, and between national and foreign workers. ILO Equal Remuneration Convention, 1951 (No. 100) and Discrimination (Employment and Occupation) Convention, 1958 (No. 111) are of particular relevance in this regard.
Social protection systems are also closely interrelated with other areas of labour rights. In some countries, some aspects of the right to social security are defined in labour legislation, including in the areas of compensation during sick leave and maternity leave, in case of employment injury, as well as with regard to severance pay. Increasingly there is also a move towards coordinating unemployment benefits with active labour market policies to promote full, productive and freely chosen employment (see ILO Employment Promotion and Protection against Unemployment Convention, 1988 (No. 168).
Regional Protection against HIV-Based Discrimination in the Armed Forces
The decision originated in separate employer decisions to discharge from the Mexican Army two HIV-positive servicemen who had tested for the virus in standard army-run medical examinations. In the first case, J.S.C.H. had been in the army as a driver for 19 years. The second case involved M.G.S., an infantry corporal with twelve years’ service. […]
The Rights to Work and Health in The Sudan
Nature of the Case Upon consideration of a communication submitted before it, the African Commission held that in its persecution of human rights defenders, the government of Sudan violated several provisions of the African Charter on Human and Peoples’ Rights, including the rights to work and health. Summary In 2012, the African Commission on Human […]
Access to courts and the right to work for informal traders in South Africa
Upon an urgent request, the Constitutional Court of South Africa intervened in a lower court affair to prevent the municipal government and Metropolitan Police Force from hindering what was asserted to be lawful activity by informal traders under the auspices of “Operation Clean Sweep”. Until the legality of the program that prevented trading in public […]
Promoting Decent Work Opportunities for Roma Youth in Central and Eastern Europe
With this Resource Guide, the ILO would like to enhance knowledge and understanding of all stakeholders of the situation of Roma in the labour market in terms of discrimination, marginalization, and lack of access to resources and services. The Resource Guide brings together relevant international instruments and experiences which can guide and assist European tripartite […]
Health workforce: A global supply chain approach (ESS Working Paper No. 55)
Moving towards Universal Health Coverage (UHC) in the context of the Sustainable Development Goals (SDGs) requires a sufficient number of workers producing and delivering health care such as doctors and nurses but also workers in other occupations, e.g. those concerned with administration or maintaining health facilities. However, currently there is a significant workforce shortage which […]
Gender and Labour in Saint Lucia: Brief
St Lucia’s Quarterly Labour Force Surveys of 2012 suggest that the educational achievements of women aged 15 years and above are noticeably higher than those of men in the same age group. Thus 12 percent of women record having a diploma, certificate or degree with a further 31 per cent having a General Certificate of […]
Portfolio of Policy Guidance Notes on the Promotion of Decent Work in the Rural Economy
The portfolio of policy guidance notes illustrates the ILO’s holistic approach to promoting decent work in the rural economy and brings together the broad range of instruments and tools developed over the past years. The goal of the policy guidance notes is to offer guidance to policy makers, the social partners and development practitioners on […]
The Indian Labour Market: A gender perspective
This paper provides an in-depth analysis of trends in labour market outcomes of women in India based on unit level data sets of employment and unemployment surveys undertaken in 1999-2000, 2004-2005, and 2011-2012. The paper analyzes the gender differentials that exist in the employment status of women and men despite the existence of legal and […]