October Newsletter

Notifications

Draft Rules prescribed under Sections 23 & 24 of the Occupational Safety, Health and Working Conditions (OSH&WC) Code, 2020, related to motor transport workers

The Ministry of Labour & Employment has released draft rules under Sections 23 and 24 of the Occupational Safety, Health and Working Conditions (OSH&WC) Code, 2020. These rules apply uniformly across India and lay down comprehensive standards for health, safety, and welfare of motor transport workers. Stakeholders, including employers, employees, and industry bodies, have been invited to submit their objections or suggestions within 45 days of publication.

Worker Welfare and Safety Provisions

The draft introduces a comprehensive set of measures to ensure safe, hygienic, and inclusive workplaces. It covers essentials like sanitation, ventilation, clean drinking water, lighting, and waste management to maintain healthy working conditions. Separate facilities are mandated for men, women, transgender, and PwD employees, including toilets, washing areas, bathing and locker rooms, and rest spaces.

Welfare amenities such as canteens, first-aid and medical rooms, restrooms, and crèches are made compulsory based on workforce size. The rules also focus on preventive safety through dust and fume control, quarterly mock drills, and first-aid training for at least one-third of workers.

Key Takeaway

This draft introduces progressive worker welfare measures, such as:

• Gender-inclusive facilities (separate amenities for men, women, transgender, PwD).

• Enhanced health & hygiene standards (canteens, restrooms, medical rooms, crèches).

• Focus on safety (dust/fume control, first-aid training, mock drills).

Draft Rules under Sections 23 & 24 of the Occupational Safety, Health and Working Conditions (OSH&WC) Code, 2020, related to the factory workers

The draft rules issued by the Ministry of Labour and Employment aim to strengthen workplace safety, hygiene, and welfare standards under the Occupational Safety, Health and Working Conditions Code, 2020 (OSH Code).

Issued under Sections 23 and 24, the rules detail the minimum standards employers (especially factory occupiers) must maintain regarding:

• Cleanliness and hygiene,

• Ventilation and temperature control,

• Prevention of dust and humidity hazards,

• Provision of drinking water, canteens, rest areas, first aid, and ambulance rooms, and

• General welfare and safety of workers, including persons with disabilities and transgender persons.

The draft is open for public objections/suggestions for 45 days from publication in the Official Gazette.

Key Provisions

The draft establishes a comprehensive framework to ensure that every workplace is safe, hygienic, and worker-friendly. It encompasses everything from basic cleanliness and ventilation to more advanced welfare measures, such as medical facilities and canteens.

Workplaces must be clean, well-ventilated, and designed to prevent dust, overcrowding, and unsafe conditions. Floors should be dry and non-slippery, with proper waste disposal and drainage. Adequate lighting, both regular and emergency, is mandatory, along with safe drinking water and clear markings for potable and unsafe sources.

Separate toilets, washing, bathing, and locker facilities are required for men, women, transgender, and PwD employees, ensuring privacy and sanitation. Factories with 100 or more workers must run canteens on a non-profit basis, while those with 500+ workers must maintain an ambulance room staffed with qualified medical professionals.

Implication

The draft rules under Sections 23 and 24 of the OSH&WC Code, 2020, enhance compliance requirements for employers by mandating improved hygiene, safety, welfare infrastructure, and inclusivity for all genders and PwDs, along with training in first aid and heat stress management. For employees, they ensure safer, cleaner, and more inclusive workplaces with better welfare and medical facilities. For the government, the rules promote uniform national standards and align India’s framework with international occupational safety norms.

Draft rules prescribed under Section 23 & 24 of the OSH&WC Code, 2020 for building and other Construction workers

The Ministry of Labour and Employment has issued the Draft Building and Other Construction Workers Rules, 2025 under the legal authority of Sections 23 and 24 of the Occupational Safety, Health and Working Conditions Code, 2020. The Ministry has invited public comments, suggestions, and objections on the draft within 45 days from its publication in the Official Gazette.

Key Provisions

The draft sets strong standards to ensure safe, healthy, and humane working conditions at construction and project sites. It focuses on hygiene, air quality, medical care, and inclusive welfare facilities for all workers.

Worksites must stay clean, well-drained, and free from waste buildup. Proper ventilation and dust control systems are essential to maintain air quality, especially in confined or tunneling areas. Safe, potable drinking water and clear separation of unsafe sources are mandatory. Adequate lighting, both natural and portable, should ensure visibility without glare or shadow.

Separate toilets, washing, bathing, and locker facilities must be provided for men, women, transgender, and PwD workers, maintaining privacy and hygiene. Sites with 100 or more workers must have canteens offering hygienic food on a no-profit basis, while those with 500 or more must maintain an ambulance room with medical staff and emergency equipment. Other provisions include proper waste and effluent disposal, locker and drying areas for clothes, and living accommodation at remote sites. A crèche facility is compulsory where 50 or more workers are employed, ensuring safety and comfort for children.

Implication

The draft rules modernize India’s construction labour framework under the OSH&WC Code, 2020, enhancing employer accountability through stricter hygiene, welfare, and safety standards. They ensure safer and more inclusive workplaces for workers while simplifying enforcement for regulators through a uniform national framework aligned with global (ILO) norms. In the long run, the rules are expected to formalize informal labour, promote gender diversity, and attract ESG-focused investment in the construction sector.

Draft rule under section 23 and 24 of OSH & WC Code 2020 related to Beedi and Cigar Workers

The Ministry of Labour and Employment, through notification G.S.R. 710(E) dated 24th September 2025, has released the Draft Beedi and Cigar Workers Rules, 2025 under Sections 23 and 24 of the Occupational Safety, Health and Working Conditions (OSH&WC) Code, 2020. These draft rules aim to strengthen occupational safety, hygiene, and welfare standards in the beedi and cigar manufacturing sector across India. Public comments and suggestions on the draft are invited within 45 days from its publication in the Official Gazette, to be addressed to the Under Secretary, Ministry of Labour and Employment.

Key Provisions

Workplaces must be clean, hygienic, and well-drained, with proper waste disposal. Adequate ventilation and temperature control are required to maintain safe air quality and protect against extreme weather.

Employers must provide safe drinking water and separate, sanitary toilets for men, women, transgender persons, and persons with disabilities. Establishments with 100+ workers must have washing, bathing, locker, and canteen facilities. Those with 50+ workers must provide a crèche with trained caretakers.

At least one-third of workers should be trained in first aid, with proper medical and evacuation arrangements in place. Quarterly mock drills are mandatory to ensure safety preparedness.

Implications

The draft rules will significantly enhance workplace safety, hygiene, and inclusivity in the beedi and cigar industry, ensuring better welfare standards and accountability for employers. Over time, they will help formalize this largely unorganized sector, reduce occupational health risks, and align India’s labour practices with global (ILO) safety and welfare standards, contributing to improved worker dignity and productivity.

Draft rule under section 23 and 24 of OSH & WC Code 2020 related to Plantation Workers

The Ministry of Labour and Employment released the Plantation Workers Draft Rules, 2025 under Sections 23 & 24 of the Occupational Safety, Health and Working Conditions (OSH&WC) Code, 2020, applicable across India. Public comments are invited within 45 days.

Key Provisions

Workplaces must be clean, dry, and hygienic with proper waste disposal. Workers handling chemicals must be given PPE and protective clothing.

Safe, labelled drinking water and adequate lighting are mandatory. Separate, sanitary toilets for men, women, transgender persons, and PwDs must include napkin facilities and covered bins.

Chemical waste must be treated safely, and handlers trained. Separate washing, bathing, and locker rooms are required for all genders.

Plantations with 100+ workers need a canteen; those with 250+ must appoint welfare officers, including one-woman officer where women workers exceed 100. A crèche is required for 50+ workers. First-aid boxes, trained staff, ambulance access, and quarterly mock drills are compulsory.

Implications

These draft rules strengthen worker safety, hygiene, and welfare in the plantation sector. Over time, they will:

• Improve compliance and working conditions,

• Enhance worker morale and productivity,

• Promote gender inclusivity and social welfare, and

• Align India’s labour standards with global (ILO) benchmarks, boosting sustainable and ethical plantation operations.

Draft rule under section 23 and 24 of OSH & WC Code 2020 related to Mines

The Draft Mines Worker Rules, 2025, issued by the Ministry of Labour and Employment under Sections 23 and 24 of the Occupational Safety, Health and Working Conditions (OSH&WC) Code, 2020, aim to strengthen health, safety, and welfare standards for mine workers across India. The draft, open for public comments within 45 days of publication, seeks to modernize mining operations by mandating measures on hygiene, ventilation, medical care, inclusivity, and welfare facilities such as canteens, crèches, and rest areas.

Key Provisions

Mines must be clean, dry, dust-free, and well-ventilated, with proper drainage, anti-skid flooring, and monitored air quality. Dust, gas, and fume exposure must stay within safe limits.

Safe drinking water, separate washing, bathing, and locker facilities for all genders and PwDs are mandatory. Seating, rest areas, and dry clothing for wet or exposed workers must be provided.

Canteens are required for 100+ workers; medical check-ups, first-aid, and ambulance facilities are mandatory, with an ambulance room for 500+ workers. Welfare officers are required for 250+ workers.

Crèches must be provided for 50+ workers, and safe residential quarters must be at least 500m from mining areas.

Implication

In the long run, these rules are expected to significantly enhance worker welfare, ensure safer and more inclusive workplaces, and reduce occupational hazards. They will also increase accountability and compliance costs for employers while simplifying oversight for regulators through uniform national standards. By aligning India’s mining labour framework with international safety norms, the rules are poised to improve productivity, promote social welfare, and attract responsible and sustainable investment in the mining sector.

Draft rule under section 23 and 24 of OSH & WC Code 2020 related to Dock Workers

The Ministry of Labour and Employment, through Notification G.S.R. 707(E) dated 24th September 2025, has released the Draft Dock Workers Rules, 2025 under Sections 23 and 24 of the Occupational Safety, Health and Working Conditions (OSH&WC) Code, 2020. The draft aims to ensure occupational safety, health, and welfare of dock workers across India. It focuses on maintaining hygienic working conditions, safety from hazardous substances, and welfare amenities such as canteens, first aid, and crèche facilities. Public comments and objections have been invited within 45 days from publication in the Official Gazette.

Key Provisions

Workplaces must be clean, hazard-free, and provide anti-skid footwear. Adequate ventilation, temperature control, and emergency lighting are required.

Workers must be protected from dust, fumes, gases, and confined space risks with PPE and supervision. Safe drinking water, latrines, urinals, and washing facilities must be provided, ensuring gender inclusivity.

Canteens are mandatory for 100+ workers, and crèches for 50+ workers. First-aid boxes, trained personnel, and ambulance facilities must be available. Quarterly mock drills are required to maintain emergency preparedness.

Implications:

The implementation of these draft rules will elevate workplace safety standards in India’s dock sector, fostering a culture of compliance and care. By setting uniform national norms for hygiene, welfare, and emergency response, the rules will reduce occupational risks, improve worker morale, and align Indian labour practices with global maritime safety standards. In the long run, this will enhance productivity, ensure accountability of employers, and promote India’s image as a safe and responsible logistics hub.

Judgments

The General Manager (P), Canara Bank v. Ganganarasimhaiah

In The General Manager (P), Canara Bank v. Ganganarasimhaiah, the Hon’ble Supreme Court examined the extent of judicial review in disciplinary proceedings under the Industrial Disputes Act, 1947.

The case involved a sub-staff employee of Canara Bank who was compulsorily retired after being found guilty of serious misconduct, including making unauthorised account entries, sanctioning loans to relatives without approval, and tampering with records. Although a domestic enquiry found the charges proved, both the Central Government Industrial Tribunal (2019) and the Karnataka High Court (2022) set aside the punishment, ordering his reinstatement without back wages.

The Hon’ble Supreme Court overturned these decisions, holding that the Tribunal and the High Court had overstepped their jurisdiction under Section 11A of the Act by re-evaluating evidence and applying a criminal law standard of “proof beyond reasonable doubt.” The Court clarified that disciplinary proceedings are based on the principle of preponderance of probabilities, not strict evidentiary rules. It further held that once an enquiry is found fair, judicial bodies cannot act as appellate authorities to reassess facts or substitute their own conclusions.

This ruling reaffirms the narrow scope of judicial intervention in employer disciplinary matters and emphasizes that punishment must be judged in light of the seriousness of the misconduct. It provides employers assurance that as long as proceedings adhere to natural justice and proper evidentiary standards, judicial forums should not interfere lightly with disciplinary decisions.

Vaneeta Patnaik v. Nirmal Kanti Chakrabarti & Ors

In Vaneeta Patnaik v. Nirmal Kanti Chakrabarti & Ors. the Hon’ble Supreme Court held that a faculty member’s sexual harassment complaint against the Vice-Chancellor of the National University of Juridical Sciences (NUJS) was barred by limitation under the POSH Act, 2013. The Court affirmed that under Section 9, a complaint must be filed within three months of the last alleged incident, extendable by another three months if justified. It further clarified that subsequent administrative actions against the complainant could not be treated as continuations of the original harassment to extend the limitation period.

The case arose from a complaint filed in December 2023, alleging unwelcome conduct by the Vice-Chancellor starting in 2019, with the last incident occurring in April 2023. The Local Complaints Committee had dismissed the complaint as time-barred, but a Single Judge of the Calcutta High Court reinstated it. This decision was later overturned by the Division Bench, whose ruling the Supreme Court upheld. The Court distinguished between a continuing wrong and a recurring wrong, finding that the alleged harassment ended in April 2023 and that later administrative steps, such as removal from a directorship or internal inquiries, were unrelated to the harassment allegations.

The judgment highlights the strict enforcement of limitation provisions under the POSH Act, signalling that delayed complaints, even in sensitive cases of sexual harassment, cannot be legally entertained once the limitation period has lapsed. However, the Court made an exceptional observation that while the allegations could not be acted upon legally, they “must not be forgotten.” It directed that references to the incidents be reflected in the Vice-Chancellor’s résumé, underscoring that reputational accountability can exist beyond formal legal remedies.

The Court Receiver High Court, Bombay v Mumbai Labour Union and Ors.

The Hon’ble Bombay High Court in the case of The Court Receiver High Court, Bombay v Mumbai Labour Union and Ors. quashed the Industrial Court’s order directing the Court Receiver to pay wages from January 2002 with interest and to reopen the factory. The Court held that dissolution of a partnership at will under Section 43 of the Partnership Act results in closure by operation of law, and separate permission under Section 25-O of the Industrial Disputes Act is not required. The Court clarified that a Court Receiver cannot be burdened with running the business merely to pay wages.

M/s Ahmed Oomarbhoy, a partnership manufacturing edible oil under the brand “Postman,” employed over 500 workers. Disputes among partners led to a dissolution suit, and a Court Receiver was appointed to manage and sell assets. The Union representing 230 permanent workers claimed unfair labour practices and non-payment of wages, arguing Section 25-O compliance was necessary. The Industrial Court ordered wages and reopening of the factory. The High Court relied on precedents including Bombay Metropolitan Transport Corporation v. Employees (1990), Ramchand Daulatram Chhabria (2007), and Banarsi Das v. Kanshi Ram (1963), distinguishing voluntary closure from closure by operation of law and clarifying that dissolution terminates services without further Section 25-O compliance.

The ruling confirms that partnerships at will, once dissolved under Section 43, automatically close, and Court Receivers are not employers responsible for running the business or paying ongoing wages. Workers’ remedies are limited to statutory compensation under the Industrial Disputes Act, not claims for continuation of operations.

Surendra S/o Sauklal Dasariya v Agrofab Machineries (I) Pvt. Ltd.

The Hon’ble Bombay High Court (Nagpur Bench) in the case of Surendra S/o Sauklal Dasariya v Agrofab Machineries (I) Pvt. Ltd has set aside the Industrial Court’s direction requiring employees to deposit retrenchment compensation as a precondition for contesting their retrenchment. The Court held that under Section 25F of the Industrial Disputes Act, payment of retrenchment compensation is a condition precedent for a valid retrenchment. Therefore, an employee cannot be compelled to deposit that amount merely to challenge the termination. The Court observed that such a condition would be inequitable, as it could prevent workers from pursuing legitimate claims due to financial hardship.

The petitioners, Surendra Dasariya and Ashish Gaikwad, were retrenched by Agrofab Machineries (I) Pvt. Ltd. on 30 December 2014. They challenged their termination through ULP Complaints Nos. 81 and 85 of 2015. The Industrial Court had directed them to deposit retrenchment compensation with the Labour Court, failing which their complaints were dismissed. The employer relied on Ramesh Chandra Sankla v. Vikram Cement (2008), Man Singh v. Maruti Suzuki (2011), and Motiram v. State of Maharashtra (2017) to justify the deposit condition. The High Court distinguished these cases, noting that they involved voluntary retirement or closure settlements, not retrenchment. In retrenchment cases, compensation is a statutory entitlement meant for an employee’s subsistence, and cannot be withheld or treated as security.

The ruling reinforces that retrenchment compensation under Section 25F is a statutory right, not a refundable deposit. Courts cannot compel employees to deposit such amounts while contesting termination. This protects workers from being denied access to justice due to financial incapacity and clarifies that voluntary retirement precedents do not apply to cases of retrenchment disputes.

Puran Mal And Ors vs Judge Labour Court/Industrial

The Hon’ble Rajasthan High Court in the case of Puran Mal And Ors vs Judge Labour Court/Industrial dismissed the writ petition challenging the Labour Court’s award, which had rejected the reinstatement claims of daily-rated workers of the Public Health Engineering Department (PHED). The Court held that the petitioners failed to establish the statutory requirement of 240 days’ continuous service under Section 25F of the Industrial Disputes Act, 1947. Consequently, claims under Sections 25G (“last come, first go”) and 25H (preference in re-employment) were inapplicable. The Court also noted that the disputes were raised after long, unexplained delays, rendering them barred by laches.

The petitioners’ services were terminated between 1983 and 1994. Industrial disputes were raised only between 1998 and 1999, after delays of 4 to 15 years. The Labour Court examined the evidence and found intermittent engagement without proof of continuous service. The Court relied on Range Forest Officer v. S.T. Hadimani (2002) and Surendranagar District Panchayat v. Dahyabhai Amarsinh (2005), confirming that the burden lies on employees to prove 240 days of service. Precedents concerning illegal termination, reinstatement, and back wages (Harjinder Singh v. Punjab State Warehousing Corp., Devinder Singh v. Municipal Council, Deepali Gundu Surwase) were held inapplicable as the statutory foundation of service was missing.

The judgment reinforces that statutory protection under Sections 25F, 25G, and 25H of the Industrial Disputes Act is contingent on establishing continuous service. Intermittent or sporadic work does not attract these protections, and stale claims raised after long delays may be barred by laches. It provides guidance to employers and HR departments on documentation and record-keeping for daily-rated or temporary workers.

Veni Madhav vs The Executive Engineer (City) O And M

The Hon’ble Rajasthan High Court in the case of Veni Madhav vs The Executive Engineer (City) O And M dismissed a writ petition challenging the Industrial Disputes Tribunal’s award rejecting an employee’s retrenchment claim. The Court held that the petitioner failed to establish completion of 240 days of service in the calendar year preceding retrenchment (31.08.2012), a statutory requirement under Section 25F of the Industrial Disputes Act, 1947. Consequently, claims under Sections 25G (“last come, first go”) and 25H (preference in re-employment) were inapplicable. The Court affirmed that the burden of proving 240 days’ service lies with the employee and mere assertions or affidavits are insufficient.

The petitioner-claimant had been retrenched in 2012 and sought reinstatement with continuity of service. The Labour Court found that he failed to provide evidence of 240 days’ work. The High Court relied on precedents including Range Forest Officer v. S.T. Hadimani (2002), Rajasthan State Ganganagar S. Mills Ltd. v. State of Rajasthan (2004), RBI v. S. Mani (2005), and others, confirming that statutory protection under Sections 25F, 25G, and 25H is triggered only when the employee meets the minimum service threshold.

This ruling reinforces that industrial rights under the Industrial Disputes Act are contingent upon statutory eligibility, emphasizing the importance of proper record-keeping and proof of continuous service. Employers are protected against stale or unsubstantiated claims, and employees must substantiate service duration to invoke retrenchment protections.

Sivan & Anr. v. The Oriental Insurance Co. Ltd

The Hon’ble Kerala High Court at Ernakulam delivered a landmark judgment in Sivan & Anr. v. The Oriental Insurance Co. Ltd., likely to be studied closely in labour and insurance law circles. A single-judge bench, dismissed MFA (ECC) No. 27 of 2024, settling two key questions: whether a family that already received Rs 10 lakh through a Lok Adalat can later seek statutory compensation of Rs 8.61 lakh before the Employees’ Compensation Commissioner, and whether Section 8(1) of the Employees’ Compensation Act, 1923 bars any payment not first deposited with the Commissioner. The Court’s answers were clear no, the claim cannot be reopened, and yes, the bar under Section 8(1) does not apply when compensation is granted under the Legal Services Authorities Act, 1987, through a Lok Adalat.

The Court held that the Lok Adalat award, passed after a lawful settlement, constituted a final discharge of the employer’s liability. Justice Hakhim reasoned that Section 25 of the Legal Services Authorities Act overrides conflicting provisions, and once parties voluntarily accept a Lok Adalat award, they cannot later approach another forum for the same relief. Emphasising the welfare purpose and finality of Lok Adalat settlements, the Court concluded that the Employees’ Compensation Commissioner was right in rejecting a second claim. The appeal was dismissed, confirming the Rs 10 lakh settlement as full and final compensation.

For insurers and employers, the ruling provides clarity and closure, limiting the risk of duplicate claims. For employees and their dependents, it underscores the importance of understanding the consequences of a Lok Adalat settlement before signing, as it will be treated as the final word on compensation.

International Updates

ILO and Government of Senegal join forces to advance cooperative development

From 29 September to 1 October 2025, Senegal’s Ministry of Microfinance and Social and Solidarity Economy (MMESS), in partnership with the International Labour Organization (ILO), conducted a capacity-building workshop in Dakar to strengthen the development of Solidarity-Based Production Cooperatives (SPCs). The training focused on applying ILO’s cooperative development tools Think.COOP, Start.COOP, and My.COOP to enhance the structuring, management, and sustainability of cooperatives that promote solidarity, shared governance, and social impact. The initiative reflects Senegal’s continued efforts under the 2021 Framework Law on the Social and Solidarity Economy (SSE) to promote inclusive economic growth and decent work opportunities.

Key Highlights

• The workshop was chaired by Alioune Dione, Minister of Microfinance and Social and Solidarity Economy, and attended by Samira Daoud, Director of the ILO Office in Dakar.

• A Memorandum of Understanding (MoU) was signed between MMESS and the ILO, transferring technical expertise to the Ministry for independently conducting cooperative training sessions nationwide.

• The training introduced the ILO’s Think.COOP, Start.COOP, and My.COOP tools to help standardize cooperative practices, strengthen local partnerships, and foster a shared understanding of cooperative principles.

• The event reinforced the government’s commitment to professionalizing the cooperative sector as a means of empowering youth, women, and local communities.

Future Implications

The MMESS–ILO collaboration is expected to build a stronger and more sustainable cooperative ecosystem in Senegal by empowering marginalized groups through solidarity-based entrepreneurship and generating sustainable employment. It will help integrate informal economic actors into the formal sector, promoting social protection, community resilience, and inclusive growth. In the long run, Senegal could emerge as a regional model for social and solidarity economy-driven development, contributing to a more equitable, self-reliant, and socially responsible national economy.

ILO Programme introduces AI in training for enterprises in the Philippines

The International Labour Organization (ILO), through its Sustaining Competitive and Responsible Enterprises (SCORE) Programme, has taken a major step toward digital transformation in the Philippines by integrating Artificial Intelligence (AI) into enterprise development. Partnering with the UN Joint Programme Inclusive, Competitive, and Responsible Digital Philippines (Digital-PINAS), the ILO aims to equip small and medium-sized enterprises (SMEs) with low-cost, practical AI tools to enhance productivity, teamwork, workplace safety, and innovation. Since its launch in 2022, SCORE has supported Philippine enterprises in improving collaboration, occupational safety and health (OSH), and performance monitoring. The integration of AI marks a new phase in the programme’s evolution toward smarter, more data-driven, and inclusive business practices.

Key Highlights

• AI Integration Training: SCORE trainers underwent specialized refresher training on AI for Enterprise Improvement Teams (EITs) from 5–7 August 2025, led by ILO experts and SCORE Master Trainers.

• Smarter Collaboration: AI tools now support EITs in drafting workplace policies, streamlining grievance systems, and improving internal communication.

• Real-time KPI Tracking: SMEs can now use platforms such as Meta AI and ChatGPT to instantly analyze and visualize key performance indicators on Quality, Cost, Delivery, Morale, and Safety (QCDMS), enabling faster and more informed decision-making.

• AI in Factory Operations: Practical AI applications include predictive maintenance, AI-powered safety inspections, and digital dashboards that automate manual tasks, allowing workers to focus on innovation and problem-solving.

• The initiative underscores that AI complements human work rather than replacing it, aligning with the ILO’s mission of promoting decent work and inclusive technological advancement.

Future Implications

The integration of AI into the SCORE Programme represents a transformative shift for Philippine SMEs, positioning them to thrive in the evolving digital economy. In the coming years, this initiative is expected to:

• Boost national competitiveness by helping enterprises adopt agile and data-driven management systems.

• Foster inclusive innovation where technology enhances worker participation, creativity, and safety.

• Encourage sustainable enterprise development through responsible AI use aligned with decent work principles.

• Inspire regional replication, positioning the Philippines as a model for integrating digital innovation into traditional enterprise development.

Ultimately, AI-powered SCORE paves the way for more productive, future-ready, and socially responsible enterprises, ensuring that digital transformation contributes to both economic progress and social justice.

ILO welcomes new national minimum wage for Papua New Guinea

Papua New Guinea’s (PNG) recent national minimum wage increase has been hailed by the International Labour Organization (ILO) as a major step toward advancing labour rights, social justice, and inclusive economic growth. Announced on 18 September 2025 during the country’s 50th Independence celebrations, the minimum wage will rise from PGK 3.50 (US$0.84) to PGK 5.00 (US$1.20) in 2026, with subsequent increases to PGK 5.25 in 2027 and PGK 5.50 in 2028. This marks the first adjustment in nearly a decade and results from a transparent, inclusive, and evidence-based wage-setting process led by the Department of Labour with the support of the Minimum Wages Board (MWB), the Papua New Guinea Trade Union Congress (PNGTUC), and the Employers Federation of PNG (EFPNG). The ILO provided critical technical and capacity-building assistance throughout the process.

Key Highlights

• The wage revision process was steered by the Minimum Wages Board (MWB), representing government, employers, and workers, ensuring tripartite participation and consensus.

• Nationwide consultations concluded in June 2025, aligning the new rates with living costs and employer capacity while embedding principles of fairness and inclusivity.

• The initiative emphasizes gender equality and non-discrimination, addressing the disproportionate representation of women among low-wage earners and helping to narrow the gender pay gap.

• According to Martin Wandera, Director of the ILO Office for Pacific Island Countries, this achievement reflects the strength of social dialogue and the balance between economic realities and workers’ needs, promoting sustainable growth and decent work.

• The ILO will continue to assist PNG in developing a comprehensive Minimum Wages Policy to institutionalize transparent and evidence-based wage-setting mechanisms for the future.

Implications

The new minimum wage marks a transformative moment for Papua New Guinea’s labour landscape. By ensuring fair compensation, the reform is expected to enhance living standards, reduce poverty, and strengthen social cohesion. It will particularly benefit women and low-income workers, fostering greater workplace equality and inclusion. Moreover, the structured, data-driven approach to wage-setting establishes a sustainable framework for future adjustments, helping maintain balance between labour rights and economic competitiveness.

In the long term, this initiative could serve as a regional model for inclusive wage reform, reinforcing PNG’s commitment to decent work, social justice, and equitable growth a foundation for a more resilient and fair economy for all Papua New Guineans.

Indonesia advances toward ratifying ILO Convention No. 188 to safeguard fishers’ labour rights by 2026

On 30 September 2025, the Indonesian Ministry of Manpower, with the support of the International Labour Organization (ILO), hosted a high-level tripartite stakeholders’ meeting in Jakarta to reaffirm its commitment to promoting the labour rights and welfare of both domestic and migrant fishers. The meeting concluded with a shared commitment to ratify ILO Convention No. 188 on Work in Fishing by 2026. Adopted in 2007, this Convention sets international minimum standards for the working and living conditions of fishers, covering key aspects such as service conditions, accommodation, occupational safety and health, medical care, and social security.

Presided over by Minister of Manpower Yassierli, the meeting followed President Prabowo Subianto’s May Day 2025 call to expedite the ratification process. The event brought together senior representatives from multiple ministries  including the Ministry of Maritime Affairs and Fisheries, the Ministry for the Protection of Indonesian Migrant Workers (KP2MI), employer associations, and trade unions  to develop a roadmap for ratification. The ILO provided technical guidance on the Convention’s provisions, procedural requirements, and post-ratification implementation mechanisms, reinforcing Indonesia’s long-standing partnership with the ILO, which dates back 75 years.

Key Highlights

• Commitment to Ratification: Indonesia aims to ratify ILO Convention No. 188 by 2026, strengthening labour protection for fishers both in domestic and international waters.

• Tripartite Collaboration: The meeting united representatives from government, employer organizations, and trade unions to ensure a balanced and inclusive approach.

• Ministerial Support:

  • Minister of Manpower Yassierli emphasized that ratifying the Convention is a constitutional duty to safeguard fishers and leave a lasting legacy of social justice.

  • Minister of Maritime Affairs and Fisheries Sakti Wahyu Trenggono reiterated the Ministry’s focus on both sustainable marine resource management and fisher welfare.

• ILO Partnership: Supported by the ILO’s Ship to Shore Rights South-East Asia: Safe Migration for Decent Work in the Blue Economy programme, the Ministry has already established Joint Inspection Teams in Central Java and North Kalimantan to monitor labour norms onboard fishing vessels.

• Regional Leadership: Once ratified, Indonesia would become the second ASEAN country to adopt the Convention, positioning itself as a leader in ethical and sustainable fishing practices.

Implications

The planned ratification of ILO Convention No. 188 marks a transformative milestone for Indonesia’s fishing industry. It will institutionalize international labour standards that protect fishers’ rights, combat forced labour and exploitation, and promote fair recruitment and decent work. By aligning with global best practices, Indonesia will not only enhance the sustainability and competitiveness of its fishing sector but also strengthen social justice and human rights protection across its blue economy.

In the broader regional context, this initiative is expected to inspire other ASEAN nations to adopt similar labour standards, contributing to safer, fairer, and more equitable working conditions across Southeast Asia’s fisheries and seafood supply chains.