BUILDING POWER AND DEMOCRACY AT WORK WITH MIGRANT WORKERS
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INTRODUCTION: MIGRANT WORKERS, DEMOCRATIC RIGHTS AND THE FUTURE OF WORK
Migrant workers are indispensable to the functioning of today’s global economy. They play a critical role in keeping societies running – delivering food, providing care, constructing buildings and supporting essential services. As the world faces demographic shifts, ageing populations, labour shortages and growing inequalities, the demand for migrant labour continues to rise. According to the ILO, there are over 167 million international migrant workers worldwide, representing nearly 5% of the global workforce.1
Migrant workers are concentrated in some of the most essential yet undervalued and vulnerable sectors, including domestic work, construction, agriculture, manufacturing, care, transport and hospitality.2
Yet, while their labour sustains entire nations, their rights are often overlooked or increasingly, deliberately denied. Migrant workers face high levels of precarious employment, exploitative conditions, discrimination and exclusion from labour and social protections. Undocumented status, language barriers, employer-tied visas, racism, xenophobia, and weak legal frameworks exacerbate their vulnerability.3
Women migrant workers, especially those in in domestic or care work, face intersecting challenges. These include gender discrimination, isolation and heightened risk of violence and harassment.4
This advocacy brief makes the case for ensuring migrant workers’ rights to freedom of association and collective bargaining (FACB). These fundamental rights are enshrined in ILO conventions and international human rights law yet remain out of reach for millions of migrants.5 The ability to form and join unions and to bargain collectively is not only a tool for protection, but also a pathway to equality, integration and empowerment.
Allowing migrant workers to organise benefits everyone. It raises labour standards for all workers by preventing a race to the bottom in wages and conditions. It promotes workplace cohesion, reduces exploitation and supports fairer, more stable labour markets and democracies. For employers, this means lower turnover, better communication and more sustainable business practices.6 For society, it strengthens social cohesion, integration and democratic participation.
Guaranteeing these rights requires action from all actors. Governments must create an enabling legal environment that upholds the rights of all workers, regardless of status,
and align migration and labour policies with international standards and law. Employers must respect and fulfil migrant workers' rights to organise and collectively bargain, not just in word, but through inclusive workplace cultures, fair recruitment and responsible practices across supply chains.
As the largest democratic movement in the world, trade unions are central to building workplace democracy and defending the rights of all workers. Through the “For Democracy” campaign, the ITUC affirms that democratic rights begin at work.7 Exploitation – not
migration – is the real crisis. When trade union rights are dismantled, civic space shrinks and the rule of law weakens. In such conditions, exploitation flourishes. Upholding migrant workers’ organising rights is essential not only for their dignity and protection, but for stronger, fairer and more democratic societies.
This brief aims to equip unions, policymakers and allies with the evidence and tools needed to remove barriers to organising and ensure that migrant workers can exercise their rights freely and fully.
STRONGER TOGETHER: WHY MIGRANT WORKERS’ TRADE UNION RIGHTS MATTER
FOR MIGRANT WORKERS THEMSELVES
Guaranteeing migrant workers the right to freedom of association is essential for securing their dignity, safety and equality. Migrant workers often face greater risk of exploitation due to insecure migration status, limited knowledge of their rights, and language or cultural barriers. Trade unions are vital for workers to access accurate information, rights and protections, and to collectively demand fair wages, safe working conditions, reasonable hours, and health and safety on the job among other rights.
Moreover, through union membership, migrant workers gain access to legal assistance and the collective strength to challenge discrimination, harassment, wage theft, or unfair dismissal. Trade
unions provide crucial support when navigating complex legal systems and confronting abuse.
Importantly, the ability to organise gives migrant workers a collective voice and strengthens their relationships with non-migrant co-workers and neighbours, in their workplaces, industries, communities, and public life. It ensures they are not merely subjects of policy but active participants in shaping the conditions of their work and lives. Union membership ensures a tangible experience of democracy in action and supports their broader integration into the community and the labour market, fostering inclusion and shared purpose.
FOR THE WIDER WORKFORCE
When migrant workers are excluded from organising, it doesn’t just harm them; it harms all workers. Employers may exploit this exclusion to suppress wages and weaken
labour standards and collective bargaining agreements, triggering a “race to the bottom.” Including migrant workers in unions helps raise standards across the board by enforcing minimum wages, working conditions, and rights that benefit everyone.
Unions that include migrant workers are better equipped to build workplace solidarity, promote understanding, and defend the rights of all workers, regardless of origin. In contrast, division and competition between national and migrant workers fuel resentment, undermine collective bargaining, and weaken labour’s overall power.
Inclusive organising reduces tensions by addressing grievances transparently and equitably. It fosters unity in diversity, recognising that all workers – regardless of nationality – deserve dignity, security, and respect.
FOR EMPLOYERS
Some employers may view migrant worker organising as a threat, but the opposite is true: organised workers are empowered and engaged workers. When migrant workers allowed to organise and express concerns collectively, it fosters trust, respect, and collaboration. Union representation gives migrant workers a voice, improving morale and reducing isolation. This, in turn, lowers turnover, as workers who feel heard and protected are more likely to stay,8 reducing recruitment and training costs. A stable, experienced workforce contributes directly to higher productivity, stronger teamwork, and improved performance.9
By supporting migrant workers’ rights to organise, employers demonstrate commitment
to international labour standards. Companies that uphold these rights are less exposed to legal risks, reputational damage, and disruptions in their supply chains. A strong reputation for ethical labour practices strengthens relationships with global supply chain partners, buyers, customers, and investors who prioritise social responsibility.
Trade unions also provide a structured dialogue mechanism for workers and management to engage in. They help identify and resolve issues – such as unsafe conditions, wage disputes, and contract violations – before they escalate. With strong union engagement, employers can address concerns early, maintain operations, and build a culture of problem-solving.
Finally, organised labour can help workers gain new skills, address sector-specific challenges, and advocate for policies that benefit both employers and workers; such as better infrastructure, training, and fair and rights-based migration policies and systems.
FOR SOCIETY
Societies that protect migrant workers' rights contribute to greater social cohesion. When migrants are integrated as full members of the labour force, with equal rights and responsibilities, they are more likely to participate actively in civic life and contribute to their communities. This inclusion helps reduce xenophobia, marginalisation, and division.
Allowing migrant workers to unionise is also an effective way to address informal and exploitative labour practices.10 When migrants are excluded from formal labour protections, they are often pushed into unregulated, unsafe, and underpaid jobs that distort labour markets, tax systems and access to social protection.
Ensuring their inclusion strengthens formal employment and labour market integrity.
As unions strengthened by the inclusion of migrant workers push for equal treatment, the formalisation of work, the creation of decent jobs and access to social security for all workers, the impact benefits society as a whole. For example, when migrant workers are able to operate in the formal economy and contribute to social protection systems, this expands the financing base for such systems and enlarges the pool of contributors and beneficiaries – enabling broader risk-sharing. Migrants’ contributions to social protection systems and public services through social security
contributions and taxes 11 also help to ease the pressure on public finances and improve the long-term sustainability of social protection systems in countries with ageing populations.12
Additionally, strong protections for all workers – including migrants – support sustainable and inclusive economic growth. Fair labour practices improve productivity,13 reduce turnover,14 and contribute to stable, prosperous communities.
In these ways, ensuring freedom of association for migrant workers is not only the right thing to do for them – it also benefits society as a whole.
BARRIERS TO TRADE UNION ORGANISATION FOR MIGRANT WORKERS
Despite the lack of comprehensive data, available information shows that migrant workers have lower unionisation rates than non-migrant workers. For example, a study covering 14 European countries found that the unionisation rate among migrant workers is approximately 1.3 times lower than that of non-migrant workers.15 However, another European study found that migrant workers, on average, report more positive attitudes towards trade unions and greater confidence in them than their nonmigrant peers.16
Some of the lower rates of unionisation stem from labour market segregation
11 Tax Payments by Undocumented Immigrants – ITEP
– that is, the overrepresentation of migrant workers in sectors with traditionally low union presence, such as agriculture, domestic work, and certain service industries.17 However, there are additional challenges linked to one’s migration status.
Even though freedom of association and collective bargaining are fundamental workers’ rights and despite the growing role of migrant workers in sustaining many economies, organising them into trade unions remains a significant challenge for the labour movement. Migrant workers often face a combination of legal, institutional, and practical barriers that limit their ability to join unions, participate in
12 ITUC Economic Briefing: Ensuring Migrants’ Access to Social Protection - International Trade Union Confederation, 2021
13 Bryson, A. & Forth, J., The added value of trade unions: a review of existing evidence, 2017
14 Khan, M.T. & Khan, N.A., Role of labor unions beneficial for employer, 2011
15 Gorodzeisky, A. and Richards, A. (2013). ‘Trade unions and migrant workers in Western Europe’. European Journal of Industrial Relations, 19 (3): 239–54.For lower rate of unionisation amongst migrant workers, also see: Cools, A., Finseraas, H. and Rasmussen, M. B., The Immigrant-Native Gap in Union Membership: A Question of Time, Sorting, or Culture?, 2021
16 Gorodzeisky, A., & Richards, A. (2020). Do Immigrants Trust Trade Unions? A Study of 18 European Countries. British Journal of Industrial Relations,
collective action, and access representation.18 These challenges are systemic, overlapping, and especially acute for migrants in informal, temporary, or low-wage sectors. Women face additional obstacles due to gender norms and occupational segregation.
According to a 2022 ITUC survey of 52 trade union centres across 44 countries, legislative restrictions were the most cited barrier to organising migrant workers, followed by lack of awareness among migrant workers, fear of retaliation, language barriers, difficulties in physically reaching migrant workers, and insufficient trade union resources.19
These responses reflect a reality in which the rights of migrant workers to freedom of association and collective bargaining are often denied in practice – even when they are nominally protected by law. According to the ITUC Global Rights Index 2025, workers in three out of four countries were denied the right to freedom of association and to organise.20
Legal exclusion remains a widespread obstacle. In many countries, national laws bar certain categories of migrant workers from forming or joining trade unions. These exclusions often apply to undocumented workers, those with short-term or precarious visas, and workers in sectors such as domestic work, agriculture, or export processing zones. Even when migrant workers are allowed to join unions, they may be prohibited from holding leadership positions or participating in collective bargaining, limiting their ability to represent their own interests. Such legal barriers are often compounded by broader restrictions affecting all workers, such as burdensome union registration requirements and laws that restrict the unions’ ability to act independently or organise at different levels.
Migration policies also create structural deterrents to organising. In many contexts, a worker’s legal status is directly tied to their employer through sponsorship systems or employer-linked visas. This dependence gives employers disproportionate power over migrant workers, who may fear retaliation, job loss, detention, or deportation if they attempt to organise or engage in union activity. These fears are well founded. The 2022 ITUC survey found that 14 per cent of respondents cited fear of retaliation as one of the primary barriers to organising migrant workers. The ITUC Global Rights Index has documented rising threats to trade unionists globally, including harassment, intimidation, arbitrary arrests and killings –highlighting the growing risks faced by those advocating for workers' rights.21
Access to justice presents another major barrier. Migrant workers who experience rights violations – including union-busting – frequently lack access to effective remedies. Legal aid is rarely available, procedures are complex, and language barriers can make navigating the justice system extremely difficult. In many
cases, migrants are unaware of their rights or distrust formal institutions due to past experiences of discrimination or exclusion. This, combined with the threat of detention or deportation, further discourages workers from reporting injustices, organising, or taking collective action.
Even where legal rights exist, practical barriers often make organising difficult. Migrant workers are frequently employed in isolated or informal settings, such as private homes, rural farms, or offshore facilities, where union access is restricted or absent. Live-in domestic workers, for example, may not be permitted to leave the premises, limiting contact with other workers and union representatives. Irregular schedules, long hours, and lack of rest days also hinder participation in union meetings and organising efforts.
Communication challenges are also significant. Language barriers, limited culturally relevant information, and low awareness of labour rights all contribute to the disconnect between migrant workers and trade unions. For unions, reaching migrant workers often requires additional resources and new strategies, particularly when organising across multiple languages or nationalities. According to the 2022 ITUC survey, 12 per cent of respondents cited a lack of union resources as a core barrier, while 14 per cent highlighted language as a specific obstacle.22
Social and cultural discrimination further complicate organising efforts. Migrants may encounter racism, xenophobia, or genderbased discrimination in the workplace. Cultural isolation can reduce confidence and willingness to participate in collective efforts. Women migrant workers face additional barriers linked to care responsibilities, employer restrictions, and exposure to gender-based violence – all of which limit their ability to organise.
Finally, weak or exclusionary social dialogue frameworks often prevent migrant worker issues from being addressed at the policy level. Even in countries with tripartite institutions or national dialogues on labour issues, migrant worker representation is often lacking. Bilateral labour migration agreements and regional frameworks similarly tend to exclude provisions supporting freedom of association and collective bargaining for migrants, leaving critical gaps in protection and enforcement.
Together, these legal and practical obstacles explain the persistently low unionisation rates among migrant workers. They also highlight the need for deliberate, sustained efforts to remove these barriers and establish the enabling conditions migrant workers need to exercise their rights freely and safely.
CASE STUDIES: TRADE UNIONS ORGANISING MIGRANT WORKERS
Despite the challenges outlined in the previous section, trade unions across different countries and sectors are employing a diverse range of approaches to reach, support, and empower migrant workers. Many of these efforts start with building trust through community-based organising, partnering with migrant-led associations, civil society organisations, and religious or cultural networks. Others recruit organisers from within migrant communities who can navigate linguistic and cultural differences and act as trusted intermediaries.
Legal empowerment has also been a cornerstone of union strategy. Providing legal aid and representation – for example, in cases of wage theft – has proved to be an effective entry point for engagement. At the same time, unions have advocated for policy reforms to dismantle legal barriers that prevent migrant workers from organising or accessing justice.
Education and training remain critical. Many unions offer know-your-rights workshops, leadership training, and skills development, often adapted to the specific needs and schedules of migrant workers. In parallel, unions are taking steps to ensure structural inclusion by establishing migrant worker committees, reserving leadership roles, and adapting union services to be linguistically and culturally accessible.
New challenges have also sparked innovation. Digital tools, mobile apps, and social media campaigns are being deployed to connect with workers in hard-to-reach sectors – such as domestic work and the platform economy –where traditional organising methods often fall short.
The following case studies highlight practical examples of how unions around the world are rising to the challenge. They show that, with the right strategies, migrant worker organising is not only possible, but also powerful, transformative, and essential for a just and inclusive future of work.
SOUTH KOREA: BUILDING A MIGRANTLED UNION AGAINST ALL ODDS
In 2025, the Korean Confederation of Trade Unions (KCTU) and the Seoul-Gyeonggi Migrants Trade Union (MTU) marked 20 years of the MTU; an inspiring example of migrant workers self-organising to demand rights, recognition and dignity. This movement began in the early 2000s, as migrant workers in precarious conditions mobilised alongside the KCTU’s Equality Trade Union to resist forced deportations and push for regularisation.
At the time, South Korea’s neoliberal labour policies had intensified inequality and instability in the workforce. Temporary and precarious workers, including many migrants, began joining trade unions to demand protections. The formation of the Equality Trade Union as a local union under the KCTU brought together these
marginalised groups and provided a platform to campaign for equal rights. As government crackdowns on undocumented workers escalated in 2003, the migrant community, supported by KCTU, launched mass protests and a 380-day sit-in at Seoul’s Myeongdong Cathedral.
Although the government initially refused to recognise the MTU, arguing that undocumented workers were not entitled to freedom of association, a 2015 Supreme Court ruling overturned this decision. The ruling affirmed that all workers, regardless of immigration status, have the right to form and join unions under Korean labour law. Following the ruling, the MTU received legal recognition, marking a landmark moment in Korea’s labour rights history.
Since its recognition, MTU and KCTU have expanded their outreach to migrant workers through multilingual education materials, community events, organising at the level of industrial complexes where migrants work in micro enterprises, and leadership training. These efforts have led to stronger legal protections, increased awareness of migrant worker issues, and greater inclusion in national labour debates.
PERU: INSTITUTIONALISING MIGRANT INCLUSION IN UNION STRUCTURES
In response to Peru’s evolving migration landscape, the Autonomous Workers’ Confederation of Peru (CATP) undertook a major institutional shift in 2024 by amending its statutes to establish a National Secretariat for Migrant Workers. This move marked a turning point in the Confederation’s approach to inclusion and signalled a commitment to integrating migrant workers into all aspects of union life.
The Secretariat was established to build union capacity to address migrant workers’ needs, raise awareness among local workers about migrant rights, and advocate for structural reforms to remove legal barriers to formal employment. In partnership with the ILO, CATP developed a comprehensive Labour Migration and Human Mobility Union Plan which maps key challenges and outlines a framework for unionled advocacy and organising.
The Organización
de Conductores
Profesionales y Autónomos (OSCPA), affiliated with CATP, exemplifies grassroots migrant-led organising. Founded and led predominantly by migrant transport workers, OSCPA has mobilised workers in the informal and platform economy to demand protections against unfair contracts, lack of insurance, and administrative exclusion. By linking union membership with legal empowerment, OSCPA supports migrant workers in asserting their rights, including in the informal economy.
CATP and OSCPA continue to provide rights education, support workers through legal processes, and actively participate in national dialogue on migration and employment policy. Their experience shows that institutional change, driven by migrant leadership, can transform union strategies and ensure that all workers are represented and protected.
ITALY: REACHING WORKERS ON THE MARGINS THROUGH SINDACATO DI STRADA
In Italy, the General Confederation of Italian Workers (CGIL) has developed a targeted strategy to engage migrant workers employed in some of the country’s most precarious sectors, including agriculture, construction, logistics, and domestic work. Through its Sindacato di Strada or (Union on the Road)
initiative, CGIL brings union organising directly to workers in farms, job sites, and informal settlements, offering legal assistance, membership opportunities, and direct advocacy support.
Recognising that migrant workers are often physically isolated, poorly informed about their rights, and hesitant to approach traditional union offices, CGIL’s mobile outreach strategy has proved effective in building trust and engagement. Organisers use multilingual materials, partner with community leaders, and provide immediate legal guidance on issues such as contract violations, migration status-related concerns, and unsafe working conditions.
As of 2024, CGIL had almost 490,000 migrant members, accounting for 18 per cent of its total membership.23 Migrants from both EU and non-EU countries have joined, reflecting the success of inclusive and accessible organising strategies. CGIL’s work not only expands union reach but also strengthens its bargaining power by ensuring the inclusion of all segments of the workforce.
GHANA: TACKLING THE CHALLENGE OF INFORMALITY
In Ghana, where many migrant workers are engaged in informal work, the Trade Union Congress (TUC) has taken concrete steps to address both visibility and inclusion. Recognising the structural barriers these workers face – including legal insecurity, employer retaliation, and the difficulty of reaching them through traditional union structures – the TUC established the Union of Informal Workers Associations (UNIWA). This platform allows migrant workers to engage in union activities and raise their specific concerns.
Despite these efforts, challenges persist. Unions active in migrant-heavy sectors face serious financial constraints. Many migrants hold irregular or temporary status, discouraging participation, while others remain invisible due to isolated work environments or fear of employer retaliation.
To counter these issues, TUC Ghana has undertaken several initiatives:
• Capacity-building workshops for migrant associations, such as the 2024 joint event with ITUC-Africa, which promoted the rights of West African migrants through political mobilisation and engagement with duty bearers.
• Sector-specific needs assessments and follow-up training for unions in construction, transport, agriculture, and education, delivered under the ILO’s Integrated Programme on Fair Recruitment (FAIR III).
• Community outreach using the ITUC’s Migrant Recruitment Advisor, particularly in fishing and maritime sectors, to raise awareness and promote fair recruitment.
• Ongoing efforts to integrate and affiliate migrant associations outside the TUC framework through support and joint mobilisation activities.
By taking these steps, TUC Ghana is laying the groundwork for long-term inclusion and union renewal, particularly in sectors historically underrepresented in the labour movement.
KENYA: UNION SOLIDARITY ACROSS BORDERS AND SECTORS
In Kenya, the Central Organization of Trade Unions (COTU-K) has expanded its focus
to include both international migrants working in the country and Kenyan migrant workers abroad. Hosting more than a million international migrants,24 Kenya also has a significant diaspora of more than four million citizens,25 many working under precarious conditions in the Gulf.
Migrant workers in Kenya often work informally in sectors like agriculture, domestic work, and construction. Recognising their vulnerability, COTU-K and its affiliates are implementing targeted efforts to organise and support these workers. Activities include:
• Awareness-raising campaigns on labour rights, safe migration, and ethical recruitment, supported by ITUC and ILO.
• Community outreach and direct engagement with migrant worker groups, particularly those from Uganda and Tanzania in the hospitality and domestic work sectors.
• Establishing migrant worker networks in various counties in Kenya with high migration rates and linking them with counterparts in destination countries to amplify migrant voices and integrate them into national union structures.
A landmark initiative was the establishment of the Migrant Resource Centre (MRC) in 2023 at COTU-K headquarters in Nairobi, launched with support from the ILO and UK Aid. The MRC functions as:
• A hub for information, psycho-social support, and pre-departure/post-return services.
• A participatory space where migrants can share experiences and report abuse.
• A platform for dialogue, enabling migrants to contribute to policy reform through network structures.
COTU-K has also extended international solidarity by signing memoranda of understanding (MOU) with trade union federations in Lebanon (FENASOL) and Kuwait (KTUF) to enhance protection for Kenyan migrant domestic workers. These partnerships reflect a growing trend of crossborder trade union collaboration focused on migrant rights and reinforce the importance of shared strategies and solidarity across national boundaries.
By bridging local support structures with global advocacy, COTU-K exemplifies a dual approach to migrant worker organising – addressing exploitation at home, while defending the rights of Kenyan workers abroad.
FEMINIST, WORKER-LED, DIGITAL: HOW FILIPINO DOMESTIC WORKERS ARE TRANSFORMING TRANSNATIONAL UNIONISM
Domestic work presents some of the most entrenched barriers to unionisation, particularly for migrants. Isolated workplaces, excessive hours, and immigration-based dependency on employers mean that many migrant domestic workers (MDWs) are excluded from labour law protections and union representation. Yet, through the International Domestic Workers Federation (IDWF), MDWs have become leading organisers of a global movement.
Founded in 2013, the IDWF is the only global federation led by women domestic workers. It now represents more than 670,000 domestic workers through more than 88 affiliates in over 68 countries.26 Migrant domestic workers form a core part of this movement.
IDWF has spearheaded organising efforts in some of the world’s most restrictive environments for domestic workers. In the Gulf, where legal barriers and the kafala system severely restrict organising, the federation has facilitated the formation of grassroots MDW groups in Jordan, Kuwait, Qatar, Bahrain, and Lebanon. In Malaysia and Taiwan, it helped establish and continues to support migrantled affiliates such as PERTIMIG (Indonesian domestic workers) and AMMPO (Filipino domestic workers), building support systems, leading campaigns, and pressing for legislative reform. IDWF and affiliates campaign against recruitment fees, for regular days off, and the enforcement of minimum wage laws –influencing policy in both origin and destination countries.
In many destination countries such as Hong Kong, Malaysia, Taiwan, Macau, Jordan, Bahrain, Qatar, and Kuwait, Filipino domestic workers have established worker-led unions and associations to reach isolated workers, build community, collectively respond to abuse, and offer mutual aid and rights education. Recognising the need for coordination and representation at a transnational level, these groups – supported by the IDWF and the Philippines national trade union centre, SENTRO (Centre of United and Progressive Workers) – came together in 2022 to form PIN@Y Care Workers Transnational. Headquartered in the Philippines, PIN@Y’s current members include the United Domestic Workers of the Philippines (UNITED) Philippines, AMMPO Malaysia, Progressive Labor Union of Domestic Workers (PLU) Hong Kong, PLU Macau, Domestic Caretaker Union (DCU) Taiwan, Sandigan Kuwait Domestic Workers Association (SKDWA), Sandigan Bahrain Domestic Workers Association (SBDWA) and Federation of Filipino Association in Amman (FEFAA), Jordan.
PIN@Y provides tailored training for affiliates on labour rights, collective organising, and leadership skills. It convenes cross-border assemblies and outreach initiatives in both destination and origin countries to expand unionisation among Filipino domestic and care workers. A major component of PIN@Y’s strategy is digital mobilisation: through Facebook and WhatsApp groups, affiliates share legal information, advocacy tools, translated materials, and alerts about abusive employers. These online spaces also offer emotional support and help break the isolation of workers who live and work in private households.
In the Philippines, PIN@Y represents its members in national policy spaces, including the Department of Migrant Workers (DMW) and the Overseas Land-based Tripartite Consultative Council. It raises urgent individual cases and campaigns for broader reforms, such as minimum wage enforcement, regulation of recruitment agencies, and access to social protection. PIN@Y also monitors pilot migration initiatives, including the programme that sends Filipino care workers to South Korea under the Employment Permit System (EPS).
PIN@Y’s transnational organising model exemplifies how migrant worker-led movements can extend influence across borders, bridging gaps between origin and destination countries, amplifying worker voices, and creating pathways to justice and representation. It stands as a powerful complement to the broader organising efforts of IDWF, whose support has been crucial in enabling these networks to flourish despite restrictive conditions.
Together, IDWF and PIN@Y demonstrate the potential of feminist, worker-led, digitally connected organising models to empower some of the most marginalised workers in the global economy.
CONCLUSION: ORGANISING MIGRANT WORKERS FOR RIGHTS, JUSTICE AND DEMOCRACY
Migrant workers are essential to the functioning of economies and societies around the world. From healthcare and construction to agriculture, transport, and domestic work, migrants contribute to the productivity, well-being, and resilience of communities across borders. But despite their indispensable role, they are often treated as expendable, invisible, unprotected or even dangerous; excluded from legal protections and denied a voice at work.
This report has highlighted the structural barriers migrant workers face in organising and accessing their fundamental rights to freedom of association and collective bargaining. It has also documented the innovative strategies unions are using to overcome these obstacles through solidarity, persistence and inclusion. These efforts underscore a central truth: organising migrant workers is not only a matter of justice for them, but also a matter of building collective strength, raising standards for all workers, and advancing democratic rights at work and in society.
When migrant workers can form and join unions, they are better protected, better informed and more empowered. Their participation strengthens the labour movement, reduces exploitation and contributes to inclusive, sustainable development. By protecting migrant workers’ freedom to organise, we not only improve their lives; we also
strengthen democracy at work, reinforce human rights, and help to build a future of work that is fair for all. Upholding migrant workers’ rights is a shared responsibility – one that requires commitment and action from governments, employers, and trade unions alike.
ITUC DEMANDS TO GOVERNMENTS:
• Guarantee migrant workers’ rights to freedom of association and collective bargaining in national law – regardless of migration or employment status or sector.
• Remove legal and administrative barriers that prevent migrant workers from forming or joining unions, holding leadership roles or participating in collective bargaining.
• Align labour and migration policies with international labour standards, including ILO Conventions 87 and 98.
• End sponsorship systems and employertied visa regimes that restrict migrant workers’ freedom and increase their dependency and vulnerability.
• Ensure access to justice, legal aid, and effective remedies for all migrant workers, including those who are undocumented.
• Promote the inclusion of migrant workers in social dialogue and policymaking processes, and ensure they are represented in labour governance frameworks.
• Develop and implement rights-based migration policies through social dialogue, aligned with other related areas such as employment, industrial, and social policy to ensure equality and shared prosperity.
ITUC DEMANDS TO EMPLOYERS:
• Respect and uphold migrant workers’ rights to organise and bargain collectively as part of core human rights and due diligence responsibilities.
• Ensure inclusive workplace practices that eliminate discrimination, support multilingual communication, and enable migrant workers to participate in union activities without fear of retaliation.
• Engage in good-faith dialogue with unions to improve working conditions and resolve grievances constructively.
• Monitor and improve recruitment practices to prevent exploitation and partner only with recruitment agencies that follow fair recruitment standards.
• Use leverage in supply chains to enforce compliance with international labour standards and ensure all suppliers respect union rights for all workers, including migrants.
• Support collaborative initiatives that build the organising power of migrant workers, such as education programmes, joint training with unions, and inclusive collective agreements.
ANNEX: STRATEGIC ACTION OPTIONS FOR TRADE UNIONS
For trade unions, a worker is a worker –regardless of migration status. However, to ensure that organising efforts are inclusive of migrant workers, specific measures are often required. These are demonstrated by the diverse range of approaches trade unions employ to reach, support, and empower migrant workers (see section 4 of this report).
When trade unions adapt their structures and activities to be more inclusive of migrant workers, this in turn expands union membership and influence, strengthens collective bargaining, diversifies union leadership to reflect the workforce more accurately, and enhances the ability of unions to
respond to the contemporary challenges workers face.
Below is a list of actions trade unions can take to better include migrant workers in the labour movement:
▶ Know migrant communities: map nationalities, numbers, sectoral concentrations, gender, languages, ages, and specific needs.
• Identify and consult civil society actors providing services to migrant communities.
• Consult with trade union(s) in the countries of origin ( the ITUC can assist).
• Organise meetings or cultural activities with migrant communities
▶ Know migration laws and policies: map relevant legislation and seek information from legal experts or civil society actors working on migration.
▶ Identify potential focal points or organisers within migrant communities.
▶ Provide training and tools to migrant focal points/migrant organisers.
▶ Set up formal or informal structures within the union to enable migrant workers to discuss and raise their specific concerns with fellow workers and union leaders.
• Expand existing services to include migrant workers.
• Set up referral mechanisms to existing services (public, NGO, or IGO-provided).
• Provide information on social or care services, legal support, including referral procedures and/or accompaniment and interpretation.
• Offer interpretation and translation services.
• Provide information on labour rights and how to protect themselves.
• Provide safe spaces to meet, organise events and activities.
• Organise trainings and information sessions based on their specific needs.
• Collaborate with unions in origin countries to co-develop and deliver services.
▶ Advocate with the government, employers and recruitment agencies to adopt measures that protect and fulfil migrant workers’ rights.
▶ Organise campaigns around collective issues that directly impact migrant workers.
▶ Build cross-border union alliances to coordinate across migration corridors –sharing information, exposing abusive recruiters, and jointly campaigning for legal and policy reforms.
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International Trade Union Confederation
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Publisher responsible in law: Luc Triangle, General Secretary