ILO Instruments and Guidelines
ILO Declaration on Social Justice for a Fair Globalization, 2008
The Declaration emphasizes the key role of the ILO’s tripartite structure in helping to achieve progress and social justice in the context of globalization. It commits members to promote employment by creating sustainable institutional and economic environment, develop and enhance measures of social protection, promote social dialogue and tripartism, and respect, promote and realize fundamental principles and rights at work.
Tripartite Declaration of Principles Concerning Multinational Enterprises and Social Policy, 2006
The principles laid down in this universal instrument offers guidelines to multinational enterprises, governments, and employers’ and workers’ organizations in such areas as employment, training, conditions of work and life, and industrial relations. The Declaration recognizes positive contribution mutlinational enterprises can make to economic and social development.
Managing disability in the workplace: ILO code of practice, 2002
The Code of Practice adds to the range of standards which the ILO uses in its work to promote the employment of persons with disabilities. It reflects the significant changes which have taken place in the understanding of disability, and in legislation, policies and services concerning people with disabilities since 1983. Though not a binding document, if employers accept the Code, they should be willing to implement all of the rules and procedures it contains.
ILO Convention on Vocational Rehabilitation and Employment (Disabled Persons), 1983 (No. 159) and Recommendation (No.168)
Convention No.159 has been ratified by over 80 countries. It requires that representative organizations of employers and workers, as well as those of disbled persons, be consulted on the implementation of national policy on vocational rehabilitation and employment for disabled people.
ILO Convention concerning Discrimination in Respect of Employment and Occupation, 1958 (No. 111)
Around the world, the existence of employment discrimination prevents too many men and women, including disabled persons, from participating in the labour market and reaching their full potential. Convention No. 111 on discrimination in employment is one of the core conventions of the ILO.
OECD Guidelines for Multinational Enterprises, 2011
The Guidelines are recommendations to multinational enterprises made by Governments of OECD member countries. It constitutes a set of voluntary recommendations in all major areas of business ethics. Adhering governments have committed to promote them among multinational enterprises in or from their territories.
Guiding Principles on Business and Human Rights: Implementing the United Nations ‘Protect, Respect and Remedy’ Framework, 2011
In March 2011, Special Representative John Ruggie published his final report to the UN Human Rights Council, which included Guiding Principles for the implementation of the UN “Protect, Respect and Remedy” Framework that he had proposed to the Council in 2008 and that the Council had unanimously approved.
UN Convention on the Rights of Persons with Disabilities, 2006
The Convention, which entered into force in May 2008, is the first comprehensive human rights treaty of the 21st century, and the first such treaty specific to disabled persons. It promotes their full participation in economic, social, cultural and political life. It reinforces national and international efforts and provides a renewed impetus in eliminating discrimination on the basis of disability and in positively promoting inclusion.
Article 27 specifically relates to the rights of persons with disabilities in work and employment, and highlights the right to the opportunity to gain a living by work freely chosen or accepted in a labour market and work environment that is open, inclusive and accessible to people with disabilities.Back to Home