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Worker Treatment - Harassment and Abuse

  • Updated

Each question below includes its SLCP/FSLM key and the related recommendation. In some cases, the same guidance applies to multiple IDs.

Table of Contents

 

Have there been any cases of physical, verbal, psychological harassment, violence or abuse?

hb-4

Recommendations

  • The facility must have clear, written policies prohibiting all forms of harassment, violence, and abuse. Policies should define unacceptable behaviors, outline disciplinary measures, and ensure accountability at all levels. 
  • Workers must have access to anonymous, secure reporting channels to report harassment without fear of retaliation. 
  • All complaints should be investigated immediately and handled confidentially by trained professionals.
  •  All workers, supervisors, and managers should undergo mandatory training on workplace harassment prevention. 
  • The facility should conduct regular independent audits and worker surveys to assess the work environment. Third-party organizations, unions, or worker committees should be involved in monitoring compliance with anti-harassment policies.

 

Have there been any cases of harassment based upon race, ethnic group, skin color, religion, political opinion, national extraction, social origin, disability, HIV/AIDS status, sexual orientation, gender identity, pregnancy/maternity status, marital status, family responsibilities, age, nationality/foreign migrant worker status?

Hb-5

Nationality / Foreign Migrant Worker Status

Hb-5--1-10x

Race / Ethnic Group / Skin Color

hb-5--1-1x

Religion

Hb-5--1-2x

Political Opinion

Hb-5--1-3x

HIV / AIDS Status (real or perceived)

Hb-5--1-6x

Sexual Orientation

Hb-5--1-7x

Disability

Hb-5--1-5x

Pregnancy / Maternity Status

Hb-5--1-8x

Age

Hb-5--1-9x

Gender Identity

Wt-har-10x

Marital Status

wt-har-11x

Family responsibilities

wt-har-12x

Other

hb-5--1-11x

National Extraction

Wt-har-8x 

Social Origin

Wt-har-9x

Recommendations

  • Employers must have a written, zero-tolerance policy against discrimination and harassment based on race, ethnicity, nationality, gender identity, sexual orientation, disability, or other protected statuses. 
  • The policy should outline clear definitions, disciplinary actions, and employer commitments to a fair workplace. 
  • Workers must have anonymous and secure reporting channels to report harassment or discrimination without fear of retaliation. 
  • Employers must ensure immediate and unbiased investigations of complaints and take appropriate corrective action. 
  • Employers should conduct regular internal audits and worker surveys to assess compliance with anti-discrimination policies. 
  • External third-party audits can help ensure that workplace practices align with ILO standards and Better Work guidelines. 
  • Anyone found guilty of discrimination or harassment should face disciplinary action, including potential termination. Supervisors and managers should be held accountable for ensuring their teams comply with anti-discrimination policies.

 

Does the facility have effective remediation processes in place to address cases of harassment or abuse?

Hb-6

Are there written records of these cases?

Wt-har-2

Is the facility failing to comply with any legal requirements not covered elsewhere regarding Harassment and Abuse?

wt-har-21

Recommendations

  • Employers must create a structured and transparent process for reporting, investigating, and resolving harassment and abuse complaints. 
  • All cases should be documented confidentially, and outcomes should be clearly communicated to the affected workers. 
  • Workers should be able to report harassment without fear of retaliation, through anonymous reporting options such as hotlines, email, or worker committees. 
  • HR personnel and managers should be trained to handle complaints professionally and ensure swift corrective action. 
  • Employers must conduct periodic audits of harassment cases to assess the effectiveness of their remediation processes. 
  • Worker surveys and independent reviews should be used to identify gaps and improve reporting mechanisms 
  • All workers, supervisors, and HR personnel should receive mandatory training on workplace harassment laws, reporting procedures, and remediation mechanisms.
  • Special training should be given to managers and security personnel on appropriate workplace behavior and handling complaints.

 

Vietnam: Has the facility communicated with workers or trained them on laws and regulations on prevention and control of sexual harassment, as legally required?

wt-har-22

Recommendations

  • The facility should conduct legally required training sessions for all workers, supervisors, and HR personnel. Training must cover definitions of sexual harassment, legal protections, company policies, and proper complaint procedures. 
  • Sessions should be scheduled regularly to reach all employees, including new hires, migrant workers, and shift workers. Training materials should be available in languages spoken by workers to ensure full comprehension. 
  • Employers should create a written policy outlining zero tolerance for harassment, reporting mechanisms, and disciplinary measures.

 

Pakistan: Has the employer adopted a Code of Conduct to protect against harassment at the workplace?

wt-har-23

Recommendations

  • Employers in Pakistan must immediately adopt and implement a formal Code of Conduct that prohibits all forms of harassment in the workplace. 
  • The Code should clearly define acceptable and unacceptable behavior, complaint procedures, and disciplinary measures. 
  • The Code of Conduct should align with Pakistan’s Protection Against Harassment of Women at the Workplace Act (2010) and ILO Convention No. 190. 
  • Employers should conduct legal compliance checks to ensure full alignment with national and international labor laws. 
  • The Code of Conduct should be visibly displayed in common workplace areas and be included in employee handbooks. Workers should be trained on workplace harassment policies and their rights under the law. A
  • ll employees, including HR personnel, security staff, and supervisors, must receive regular training on anti-harassment policies.
  • Training should focus on identifying, preventing, and reporting workplace harassment, emphasizing zero tolerance for retaliation against complainants.
  • Conduct periodic workplace audits to evaluate the effectiveness of the harassment prevention policy. Collect worker feedback through anonymous surveys to assess the impact of the Code of Conduct.

 

Is the facility failing to comply with any legal requirements for Discipline, Harassment and Abuse pertaining to non-production workers and/or onsite sub-contracted workers?

Wt-wor-1

Court orders not implemented

Wt-wor-4x

Arbitration awards not implemented

Wt-wor-5x

Conciliated/mediated agreements not implemented

Wt-wor-6x

Settlements not implemented

wt-wor-7x

Recommendations

  • Employers must track all court rulings, arbitration decisions, and settlements to ensure full and timely implementation. 
  • A dedicated compliance officer or HR representative should oversee the execution of all legal agreements related to worker rights. 
  • Employers must ensure that subcontracted and non-production workers are covered under workplace protections, including anti-harassment policies and fair disciplinary procedures. 
  • Third-party labor agencies should be audited to confirm that they comply with labor laws and ethical employment practices. 
  • Employers should allow workers to report concerns related to unpaid settlements or unfair treatment through confidential grievance channels. Trade unions or worker representatives should be included in monitoring compliance with legal agreements.

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