COUNTRY REPORT ON MIGRANT WORKERS IN SINGAPORE
1.
NTUC Concerns for Migrant Workers
1.1
NTUC is concerned about the welfare of all workers. The labour movement has always
recognized and accepted the need for migrant workers to supplement/complement our limited
human resources (small population base; declining birth rates and aging workforce), and
appreciates their contribution to Singapore's development and growth.
2.
Union Protections/Welfare for Migrant Workers
2.1
Migrant workers can join trade unions in Singapore. They form about 18% of union
membership. In certain house unions, the migrant worker membership can be as high as 70%.
Migrant workers enjoy the same union protections, services and union benefits as local members.
In some cases, subscription fees are subsidized, and migrant workers are appointed as liaison or
representatives at the branch level.
2.2
Migrant workers in Singapore enjoy the opportunity to upgrade their skills and improve
their career prospects. Many acquire new skills and formal certification of competency in a trade.
Migrant workers who are NTUC union member are also entitled to subsidised training (NTUC
Education Trust Fund).
2.3
NTUC and unions have continued to extend recreational/social welfare activities such as
May Day outing, sporting activities, excursions and concerts to migrant workers. In 2004, about
10,000 migrant workers attended the May Day Concert Beautiful Sunday organized by NTUC in
the heart of Singapore’s city centre. In 2005, the labour movement distributed free entry passes for
migrant workers to visit the Singapore zoo, in recognizing migrant workers’ contribution. In 2006,
about 8,000 migrant workers had an enjoyable day out in the Jurong Bird Park. In 2007, the
migrant workers revisited the Singapore Zoo and have a fun-filled day reliving fond memories of
home through familiar performances, snacks and games.
2.4
The NTUC Migrant Workers Forum (MWF), set up in 2003, is actively pursuing various
means and initiatives, to further improve policies and programmes aimed at protecting the interests
and well-being of migrant workers in Singapore. We are calling on government and employers to
ensure the welfare and rights of migrant workers in Singapore, and will continue to work together
with them towards this end.
2.5
Through the MFW’s advocacy efforts, amendments to the Work Permit Conditions were
made, such as prompt salary payment and option of salary payment through bank account. The
Ministry of Manpower (MOM) also started to pay more attention to the situation of FDWs in
Singapore, introducing initiatives such as compulsory orientation course, rise in minimum age and
house interviews with randomly selected FDWs working for the first time in Singapore during their
initial months of employment. To further enhance the protection of migrant workers, MOM will be
amending the Employment of Foreign Workers Act (EFWA). The amendments will increase the
penalties for selected offences, introduce new offences, and enhance the powers of Employment
Inspectors to facilitate enforcement efforts. MOM is also intending to require employers to show
that they are able to house their foreign workers in acceptable accommodations, before approving
their applications for the foreign workers' work permits.
2.6
The MWF had partnered MOM and the Humanitarian Organization for Home Economics
(H.O.M.E.) to provide counselling and hardship grants to Tsunami affected migrant workers in
Singapore. The committee also provided inputs to the orientation videos, programmes and briefing
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materials developed by the MOM as well as advocated for the setting up of the MOM helpline and
the Foreign Domestic Worker Association for Skills Training (FAST).
2.7
A partnership has since been established with the Migrant Forum in Asia (MFA/Manila regional migrant NGO) and the ILO/Jakarta for a series of pre-departure orientation training
workshops in Indonesia with SNTUC resource persons to share on existing provisions and efforts.
2.8
Ongoing advocacy and awareness programmes are a priority of the MWF. Towards this end,
some examples include NTUC officiating the launch of migrant workers helpline by the Transient
Workers Count Too (TWC2) and street distribution of gifts to migrant workers in appreciation of
their contribution to the Singapore economy on 17 Dec 06 and the fund raising play performance
put up by H.O.M.E. on 18 Dec 06, in conjunction with the International Migrants Day. The latter
event helped raise funds toward the running of shelters and migrant workers in need. To better
understand the situation of migrant workers in Singapore, NTUC has also partnered a local NGO,
Humanitarian Organization for Home Economics (H.O.M.E.) to hold a feedback session with
FDWs in May 2007.
2.9
More projects in the areas of training (English language & IT courses), financial services
(savings, investment & remittance) and medical insurance are in the pipeline. Pilot runs of the
English language course have been offered by Singapore Chinese Teachers’ Union for teachers
from China (PRC), as well as re-packaged IT courses for the foreign members of SMEEU. A
survey on the financial services needs have also recently been concluded by the National University
of Singapore, and NTUC will be working with a local bank to develop suitable financial services
package for migrant workers in Singapore.
3.
Situation of Migrant Workers in Singapore
3.1
The situation of migrant workers in Singapore, primarily a host/receiving country, is
generally good, especially in this region where there are large numbers of illegal or nondocumented migrant workers who are without protection and most at risk of abuse.
3.2
As at 2006, there are a total of 670,000 foreigners working in Singapore. Foreigners who
wish to work in Singapore should apply for a work pass (see Annex 1). Out of the 670,000
foreigners, 65,000 are Employment Pass Holders; 25,000 are S-Pass Holders and 580,000 are Work
Permit Holders. They can either find jobs in Singapore through their own arrangements or
employment agencies, usually at a chargeable fee (imposed at country of origin).
3.3
Strict regulations/policies and statutory protections in Singapore ensure health, safety,
accommodation, and remuneration for migrant workers, with stiff penalties on errant employers.
All migrant workers are protected equally by civil and criminal laws.
Current Provisions Concerning Migrant Workers in Singapore
4.
Statutory and Regulatory Protection
4.1
Singapore’s policies on migrant workers are defined in legislations, regulations and an
administrative system to ensure effective monitoring and safeguards. The same provisions apply to
both local and migrant workers, without prejudice.
4.2
The Employment of Foreign Workers Act (EFWA) 1991 protects migrant workers' basic
terms and conditions of employment; Chapter 91A (revised 1991 edition) governs recruitment and
deployment in Singapore. The labour inspectorate in Ministry of Manpower (MOM) enforces the
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Employment of Foreign Workers Act, carrying out inspections in all types of establishments.
Workers with valid work permits are covered by the Employment Act. The same provisions apply
to both local and migrant workers.
Occupational Safety and Health (OSH)
4.3
The Workplace Safety and Health Act (former Factories Act) safeguards workers’ safety
and health at the workplace, and the Workmen’s Compensation Act provides for compensation to
workers injured at the workplace. To enhance workplace safety, the Factories (Scaffolds)
Regulations was enacted requiring the engagement of approved scaffolds contractors with the
necessary expertise and resources. With effect from 1 September 2006, the new Workplace Safety
and Health (Risk Management) Regulations came into effect. The Regulations state the
responsibility of employers, self-employed persons and principals (including contractors and subcontractors) to identify safety and health hazards at workplaces and to take appropriate actions to
eliminate or reduce the risks associated with the hazards.
4.4
The Construction Safety Orientation Course (SOC) was introduced in the mid-1980s. Since
1993, migrant construction workers must undergo a half-day Construction SOC before work
permits are issued/renewed. The Construction SOC is now a mandatory full-day course conducted
by the MOM Occupational Safety and Health Training Centre and the Building and Construction
Authority (BCA) Construction Industry Training Institute (CITI).
4.5
Migrant workers do not have Medisave accounts as they are not covered by the Central
Provident Fund (CPF) scheme. Under the Tripartite Committee on Portable Medical Benefit
Scheme (PMBS), it is recommended that employers could purchase group medical insurance for
the inpatient needs of migrant workers, equivalent to a basic medical insurance scheme. It is
suggested that this could be made a condition for the issuance of a work permit. From October
2006, medical subsidies at public hospitals for foreign workers will be removed. To help pay for
the bigger medical bills, NTUC is advocating that the foreign workers be covered by a compulsory
medical insurance scheme which the Government is now studying.
Skills Training/Upgrading
4.6
The BCA runs courses and skills testing for migrant workers, and has encouraged the
setting up of training/testing centres in sending countries. The overseas centres are mainly private
sector initiatives set up by Singapore contractors. Standards of centres are accredited by the BCA.
Construction contractors/employers applying for work permits (non-traditional sources) must
ensure that their migrant workers have Basic Skills Certificate (BSC) issued by the BCA. 20%
requirement for the BSC was introduced in August 1998, and progressively raised to 100% (wef
April 2000).
MOM Efforts/Initiative
4.7
Since September 1998, MOM has taken charge of the employment of all migrant workers.
The MOM Labour Relations Dept operates a special Foreign Workers Unit to handle employment
claims and complaints. Migrant workers who feel that they have not been treated according to the
statutory provisions can seek MOM assistance and take up with their employer. Individual dispute
settlement through conciliation and adjudication by Labour Court is also available.
4.8
Since 2003, a registration system has been put into place to sieve out unscrupulous/fly-bynight employers, to combat the rising trend of migrant construction workers being abandoned,
exploited, or deployed illegally. All construction firms must now register with either the BCA or
the SCAL, before they can hire workers on work permits from countries other than Malaysia,
requiring minimum standards in company financial resources, track record and performance.
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4.9
A new division known as the Foreign Manpower Management Division (FMMD) was
formed under the MOM in Oct 2003 to proactively and holistically manage the welfare of migrant
workers in Singapore.
5.
Foreign Workers Levy and Dependency Ratio System
5.1
The Levy scheme and dependency ratio system (see Annex 1) were introduced to
discourage employers from indiscriminate recruitment of low-skilled low wage migrant workers,
instead of job redesigning, automating and mechanising their operations. It helps prevents
exploitation of workers at depressed wages and delaying efforts to upgrade local workforce and
improve productivity.
5.2
Employers are encouraged to increase the skills level of migrants as well as local workers to
improve productivity and competitiveness of Singapore operations. To encourage employers to
upgrade migrant workers’ skills, the foreign levy is significantly lower compared to that for
unskilled workers.
6.
Undocumented Migrant Workers
6.1
Migrant workers with valid work permits are safeguarded by the Employment Act like all
local workers. Singapore imposes severe penalties on employers as well as non-documented
migrant workers under the Employment of Foreign Workers Act to safeguard against exploitation
by unscrupulous employment agencies or employers.
6.2
The problem of illegal employment led to tougher measures in 1995 to the Immigration Act
and the Employment of Foreign Workers Act (EFWA) 1991 to make the principal (main)
contractor responsible for any immigration offender found on its site.1 The Man Year Entitlements
(MYE) System allocates work permit for migrant construction workers based on the value of
projects/contracts. This measure has reduced indiscriminate/excessive employment and helped to
ensure proper documentation of migrant workers.
6.3
At the NTUC Ordinary Delegates Conference (October 1998), the labour movement called
on the government to strengthen efforts to stamp out the problem of unscrupulous employers who
use non-documented workers.
7.
Housing/Accommodation
7.1
The employer sponsoring migrant workers are required to ensure their well being in
providing adequate accommodation, bedding and sanitary facilities, including the coverage of
medical care (stated in Appendix in the standard Application Form for WP).
7.2
Under the Building Control (Temporary Building) (Amendment) Regulations 1995,
workers’ quarters, canteens and other temporary buildings must be designed and supervised by an
engineer and meet minimum standards of storey height, ventilation, staircase width and extent of
fenestration. The SCAL (Contractors’ Association) and police also audit worksites to ensure
conformance to statutory security requirements.
In Singapore, harbouring of illegal immigrants and overstayers is a serious offence under the Immigration Act. In
addition, under the Housing & Development (H & B)Act, HDB can also compulsorily acquire an HDB flat if the lesse,
his spouse, or any authorised occupier of the flat has been convicted of the offence of harbouring illegal immigrants or
overstayers in their HDB flats
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7.3
All site facilities have to be inspected by relevant authorities before they were occupied. A
multi-agencies committee including the Fire Service Bureau, HDB, MOM and PUB was set up to
formulate regulations to ensure that such quarters are structurally sound, compliance with all fire
and electrical safety rules, with proper lighting and ventilation.
7.4
Since 1979, under the Dormitory Housing Scheme, the HDB rents out housing block at
market rates in two-year tenancies to employers of migrant workers endorsed by EDB. In the early
1990s, the Singapore Contractors Association Ltd (SCAL) further proposed to build permanent
quarters in centralised locations for migrant construction workers to enhance safety and comfort
while tightening security.
7.5
In March 1994, the Government announced a scheme to provide land for big companies to
construct dormitories for migrant workers. The government recognizes and promotes greater
employer initiatives to provide better accommodation facilities for migrant workers. The
Government-linked Companies (GLCs) have taken the lead with project such as the Acacia Lodge
built by the Keppel Group.
7.6
By 2004, MOM will not grant permits for migrant workers unless their employers house
them in dormitories or other approved housing. In 2007, MOM further reiterated that employers
have to show proof of appropriate accommodation arrangement before work permit applications
will be granted. The Government is also releasing more land that companies can build dormitories
on to ease the demand.
8.
Recreation and Social Needs
8.1
NTUC and unions have continued to extend recreational/social welfare activities such as
May Day gathering, sporting activities, excursions and concerts to migrant workers. Various
agencies, religious bodies and NGOs/grassroots organizations in Singapore have also initiated
similar efforts, in recognizing the contributions of migrant workers.
8.2
The Police initiated a Sunday market project along Weld Rd for Bangladesh and Indian
workers. The objective is to provide an alternate and conducive venue for the workers to socialise
while alleviating congestion in “Little India”. The Pasar was started in Nov 1998 and is open
periodically on Sunday evening.
8.3
To complement the effort, the SCAL has been sponsoring Tamil and Bangladeshi movie
tapes for open-air screening at the nearby open field for free viewing. Its contractors also provided
free scaffold support/resources for the movie screening.
8.4
Sports activities, bazaars and festivals were held at Kallang riverside park during the Thai
New Year Sunday in 2002 for about 10,000 Thai workers who usually gather at Golden Mile
Complex. It is notable that the celebration event was organised by the Kampong Glam CCC
(Citizen’s Consultative Committee) with support and advocacy by the Thai Ambassador.
9.
Foreign Domestic Workers (FDWs)2
9.1
As part of the work permit conditions, employers must agree to ensure well being of their
FDWs. This includes personal safety, proper housing, prompt salary payment, adequate food and
rest as well as medical care coverage.
2
Please refer to summary of measures in Annex 2
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9.2
In 1997, a Foreign Worker’ Unit was set up by MOM to deal with work-related disputes
such as employment claims and complaints. A helpline for FDWs was created. There are also
individual dispute settlement channels through conciliation and adjudication by Labour Court.
Employers who defaulted on salary payments have been ordered by the courts to make payment, in
addition to the fine and/or jail sentence.
9.3
The MOM takes a serious view of employers who endanger the lives of their FDWs.
Employers who do not take the necessary measures to ensure the safety of the FDW can be charged
in court for criminal negligence. In addition, the MOM permanently bars the errant employers from
employing another FDW.
9.4
While cases of FDW abuse in Singapore have dropped significantly (from 157 cases in
1997 to about 50 cases per year over the last four years (2000-04) with ongoing measures, isolated
incidents of abuse continue to be reported.
9.5
Allegations of abuse or ill treatment are fully investigated. Employers who failed to look
after the well-being of their migrant workers, including FDWs, are liable to be charged in court for
breach of work permit conditions and can be punished with a fine up to $5,000 and a jail term of up
to 6 months. In 1998, the Penal Code was amended to increase by one-and-a-half times where
penalties for FDW abuse were raised, offering greater protection for FDWs that local Singaporeans.
9.6
It is notable that Singapore has continued to be a choice destination for workers among
sending countries and that the Straits Times survey reported that over 80% of FDWs in Singapore
are happy with the treatment from their employers (Dec 03). The number of FDWs that encounter
problems continues to remain at a very small percentage of the total.
Recent Efforts/Measures
9.7
In May 2002, a scheme to accredit FDW agencies by the CASE (Consumers Association of
Singapore) was launched. Under the scheme, agencies would have to show, among others, that they
have acceptable fair-trading practices, staff training programmes and maid induction courses. With
effect from June 2004, renewal/new licenses will only be issued to FDW agencies that are
accredited with good standards.
9.8
Singapore is concerned about FDWs falling from heights. The MOM has recently taken
additional steps to regulate recruitment agencies, such as stipulating the mandatory attendance of an
orientation course for first-time FDW employers and safety orientation programme for new FDWs
conducted in their native languages (Apr 04) and imposing stiffer fines and penalties on errant
employers. The compulsory safety/orientation course covers topics relating to hazards of working
in an urban high-rise environment and highlights the necessary safety precautions to be taken. It
also emphasizes employers’ responsibility and that negligent employers who expose their FDW to
safety hazards can face prosecution under the Penal Code.
9.9
MOM has also drawn up guidelines for employers of domestic workers to enhance their
welfare. The new MOM welfare division takes a holistic view in safeguarding/improving the
welfare of migrant workers in Singapore.
9.10 Employers now receive a comprehensive information kit on how to manage and relate to
their FDWs, including a cultural guide and training checklist to help them understand and guide
their FDWs. When FDWs collect their work permits, they are also given a booklet in their local
languages which explains their rights and lists useful telephone numbers for emergencies from the
relevant authorities and various embassies.
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9.11 MOM has indicated that it would also work with the Singapore Medical Association and the
Ministry of Health (MOH) to alert doctors to look out for maid abuse cases when the maids go for
regular health screening every six months.
Legislative Protection for FDWs
9.12 While domestic workers, both local and migrants, are not covered directly under the
Employment Act due to practical difficulty in defining/regulating a house as a workplace,
employers are required to ensure the well-being of all their migrant workers under the work permit
conditions provided by the Employment of Foreign Workers Act (EFWA).
9.13 The Government has resisted calls to impose specific terms on employers due to practical
constraint in regulating the household aspects of domestic work, including hours of work, rest day
work and work on public holidays. It is also difficult to represent 150,000 FDWs on an individual
basis. It may be more effective to ensure that the problem is tackled at source, through closer
supervision and monitoring of maids agencies by the Ministry of Manpower.
9.14 Currently, the Singapore legislation is not specific on the provision of rest day for FDWs. It
is largely left to private arrangement between the employer and FDW, hence leading to an absence
of such rest day among many FDWs. CASE’s latest initiative – a standard Employment Contract
between the employer and the foreign domestic worker – announced in July 2006 serves to fill this
gap. This contract, which will apply to all new/renewed employment arrangements with effect from
15 September 2006, is designed to help smoothen employer/employee relationships from the onset,
by minimising any ambiguities on the employment terms. For example, the contract will include
the stipulation of the minimum of one day-off entitlement for the FDWs. However, if the day-off is
not taken, the employer will have to compensate the FDW in cash.
9.15 The employment agencies in Singapore are also regulated by the Employment Agencies Act
where the agencies are bounded by regulations to ensure that the interests of workers are
safeguarded. The MOM is also pushing for the professionalisation of employment agencies to raise
service standards with better treatment and training for FDWs.
9.16 The MOM has now stipulated new entry requirements for FDWs (wef 1 Jan 2005),
including the criteria for FDWs to have at least eight years of formal education and to pass an
English entry test, to ensure better communication and adaptation of the FDWs to the different
working environment in Singapore. The minimum age of new FDWs has also been raised from 18
to 23 years old.
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ANNEX 1 - FOREIGN MANPOWER FRAMEWORK
P Pass
(P1, P2)
Q Pass
S Pass
R Pass
(R1, R2)
Global Talent
Employment Pass
P1, P2, Q
Basic Salary
> S$2,500
Mid Level Skilled Manpower
S-Pass (w.e.f. Jul 04)
Basic Salary
> S$1,800
Un/Semi-Skilled Foreign Workers
Work Permit
R1, R2
Basic Salary
< S$1,800
Criteria
 > S$7,000 basic monthly salary
 > S$3,500 basic monthly salary
 Recognised qualifications (applicable for
salaries < S$5,000)
 > S$2,500 basic monthly salary
 Recognised qualifications
 S$1,800 basic monthly salary
 Points system that considers qualifications,
work experience and job type
 Semi-skilled (R1) or Un-skilled (R2)
 No salary requirement
 Source controls, DC and levy apply
Controls
 Not subjected to levy rates and
sector dependency ratio (DR)
 Not subjected to levy rates and
DR
 Not subjected to levy rates and
DR
 Levy applies
 Subject to sector DR, company
sub-DC (quantity controls)
 Source Controls, subject to sector
DR
 Levy rates apply
 Maximum stay duration & other
administrative controls
Current Foreign Worker Dependency Ratio and Levy Rates (as of 1 Apr 2007)
Sector
Dependency Ratio
Category of Foreign
Monthly Levy
Workers (FWs)
S$
Manufacturing Up to 40% of total workforce
Skilled
150
Unskilled
240
Above 40% to 50% of total
Skilled
150
workforce
Unskilled
280
Above 50% to 60% of total
Skilled/Unskilled
450
workforce
Services
Up to 30% of total workforce
Skilled
150
Unskilled
240
Up to 35% of total workforce
Skilled/Unskilled
280
Above 35% to 45% of total
Skilled/Unskilled
450
workforce
Construction
1 local worker to 5 FWs
MYE
150
Non-MYE
300
Marine
1 local worker to 3 FWs
Skilled
150
Unskilled
295
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ANNEX 2 - SUMMARY OF MEASURES TO SAFEGUARD WELFARE OF FDWS
Measures in place before 2004
1. Protection against abuse
 Enhancing penalties for Penal Code offences against FDWs (1998)
 Coverage under Women’s Charter (Same protection as female citizens)
2. Assistance in employment disputes
 Free conciliation services provided by MOM under Foreign Worker Unit
 Hotline for FDWs on employment-related matters
3. Orientation on arrival to working life in Singapore
 Orientation video for FDWs
 Safety guidelines and materials for all new FDWs
4. Education for employers
 Employer handbook highlighting obligations and responsibilities
 Cultural guide to reduce conflicts arising from cultural differences
 Training checklist for employers to help domestic workers adjust to life in Singapore
Measures implemented in 2004 and 2005
5. Safety awareness and well-being management for FDWs
 Compulsory course for first-time FDWs (wef Apr 04)
 Interactive end-of-class quiz to reinforce safety practices in the household (wef Sep 05)
 Live demonstrations and hands-on practice on hanging laundry and cleaning windows (wef Sep 05)
 Posters on household safety and mental well-being (launched in Dec 05)
6. Education for employers
 Compulsory orientation programme for first-time employers (wef Apr 04)
 Mental well-being video for FDW employers (Jul 05)
7. Mandatory accreditation for employment agencies placing FDWs (wef Jun 04)
 Requirements include orientation of FDWs, educating employers’ on obligations towards welfare of
FDWs’ and facilitating of written employment contracts
8. Monitoring frequent change of FDWs (wef Oct 04)
 Employers who change FDWs frequently may potentially have difficulty managing FDWs
 Those who change FDWs frequently (5 or more FDWs in a one-year period) will be subjected to
additional requirements (attending the orientation programme or interview with MOM officer)
 Aim is to intervene if there are difficulties and to resolve them before they become more serious
9. Improving quality of FDWs (wef Jan 05)
 Raise minimum age from 18 to 23 years
 Minimum 8 years education
 Entry test conducted in English (wef Apr 05)
10. Revised work permit conditions (wef Feb 05)
 Employer to pay FDW her monthly salary within 7 days from the end of the salary period
 Employer to maintain a record of the monthly wages paid to the FDW
11. New subsidiary legislation under the Employment Agencies (EA) Act (wef Nov 05)
 New subsidiary legislation to provide for compound fines of up to $2,000 and to prohibit EAs that
face licence revocation proceedings from collecting further deposits from customers
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Recent Measures
12. Tightening industry regulation and enhancing transparency
 Demerit point system for employment agencies (EAs) and making demerit points of EAs publicly
available on MOM’s website (wef Feb 06)
 EAs required to make available employment history of FDWs to prospective employers (wef Nov
06)
13. Outreach and education for FDWs and employers
 Key messages on household safety and illegal deployment printed on 6-Monthly Medical
Examination envelopes for FDW employers (launched in Feb 06)
 Self-addressed FDW feedback form for new FDWs (launched in Apr 06)
 FDW helpline made toll-free (wef Jun 06)
 Pamphlet on illegal deployment/employment for employers (launched in Jul 06)
 Six-monthly newsletter for all FDWs (first issue circulated in Oct 06)
 Employment guide for all FDW employers (launched in Dec 06)
14. Revised work permit conditions (wef Nov 06)
 Employer to allow FDW the option for her salaries to be paid directly into her bank account in
Singapore
 Further clarify employer’s basic responsibilities, such as providing medical treatment and safe
working conditions
15. Random interview with first-time FDWs (wef Nov 06)
 Interviews with randomly selected FDWs working for the first time in Singapore during their initial
months of employment
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ANNEX 3 - LIST OF ILO CONVENTIONS RATIFIED BY SINGAPORE
Singapore has ratified 24 ILO Conventions, of which 5 are core conventions.
No.
Title of Convention
C5
C7
C8
C 11
C 12
Minimum Age (Industry) Convention, 1919
Minimum Age (Sea) Convention, 1920
Unemployment Indemnity (Shipwreck) Convention, 1920
Right of Association (Agriculture) Convention, 1921
Workmen’s Compensation (Agriculture) Convention, 1921
Date of
Ratification
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
C 15
C 16
C 19
C 22
*C 29
C 32
C 45
C 50
C 64
Minimum Age (Trimmers and Stokers) Convention, 1921
Medical Examination of Young Persons (Sea) Convention, 1921
Equality of Treatment (Accident Compensation) Convention, 1925
Seamen’s Articles of Agreement Convention, 1926
Forced Labour Convention, 1930
Protection against Accidents (Dockers) Convention (Revised), 1932
Underground Work (Women) Convention, 1935
Recruiting of Indigenous Workers Convention, 1936
Contracts of Employment (Indigenous Workers) Convention, 1939
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
C 65
C 81
C 86
C 88
C 94
*C 98
*C 105
Penal Sanctions (Indigenous Workers) Convention, 1939
Labour Inspection Convention, 1947
Contracts of Employment (Indigenous Workers) Convention, 1947
Employment Service Convention, 1948
Labour Clauses (Public Contracts) Convention, 1949
Right to Organise and Collective Bargaining Convention, 1949
Abolition of Forced Labour Convention, 1957 (Denounced on
19.04.1979)
Worst Forms of Child Labour Convention, 1999
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
25.10.1965
*C 182
*C 100 Equal Remuneration Convention, 1951
*C 138 Minimum Age Convention, 1973
* Core Conventions
14.06.2001
30.05.2002
07.11.2005
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